Candidate Information

Contents

Candidate Information

This section will provide you with advice and guidance on:

  • Completing an Application Form
  • The pre-employment process and requirements
  • The terms and Conditions of employment
  • FAQ's

Completing an Application Form

Important guidance before you start filling in your application

Fill in every section as fully as you can. The information you give is what we will use when matching your experience, qualifications, skills and knowledge to those needed for the job. We cannot make assumptions about these.

Read the job description and person specification carefully. The person specification will list the experience, skills, knowledge and qualifications needed for the job and tell you how we will assess whether you have them. An A means we will assess the criteria from the form, an I means we will ask about it at interview and a T means you will need to do a test. Do you have the experience, skills, knowledge and qualifications that are needed for the job? If so, plan how you will demonstrate this to us. Make sure you list your relevant qualifications where you're asked to.

Use the supporting information section to describe the experience, skills and knowledge you can bring to the job. Explain how you meet the requirements of the job listed in the person specification. Give examples of how you match each requirement where possible.

Don't just repeat your career history - explain what you have learned and the skills you have developed. Relate everything back to the person specification of the job you are applying for.

For example, if the person specification asks for experience of reception work, possible responses could be:

Poor example: “I have worked as a receptionist for two years.”

Better example: “I have worked as a receptionist for two years and I am responsible for dealing with all visitors and incoming calls through a switchboard. I also distribute mail and frank outgoing mail. I have developed my skills in verbal communication and can confidently deal with difficult or sensitive situations and complaints.”

Both examples tell us that the person has done reception work but the second example tells us what it involved and the skills the person has as a result of doing that work.

Remember that the experience you have gained outside paid work is also important. Think about work done in the home or voluntary work when considering how you meet the requirements of the job. For example, youth club leader, Duke of Edinburgh Award Scheme, Scouts, Guides and charities.

Don't use the same application for all jobs - pay attention to the specific requirements of the job listed particularly in the person specification - you need to match each form to the job.

Before you submit your application, go over it again. Follow the guidelines we have given to make sure your application goes in the 'Yes-interview' pile rather than the 'No-interview' pile.

Remember that we usually get lots of applications for every job we advertise and many candidates have similar qualifications and experience. Consider how to make yours stand out. Make sure you do yourself justice by accurately describing why you are suitable for the actual post for which you are applying.

The pre-employment process and requirements

If offered employment with the Council, you will go through a number of pre-employment checks. The outcome of these checks will determine if you can be employed by the Council.

Pre-placement health at work assessment

The purpose of Pre-placement health at work assessment is to ensure, so far as is possible, that you are fit for the post you have applied for in order to protect your own and others' health and safety.

References

You will need to tell us the names of at least two people who will give you a reference that is relevant to your application. The first reference must be from your present or most recent employer, or head teacher or lecturer if this is your first job since leaving school or college. We only contact your referees if we offer you an interview. For certain posts at the Council you may be required to provide employment to cover a 3 or 5 year period, or more where the post is based in a children's care home.

Right to Work in the Country Documents

The new Immigration, Asylum and Nationality Act 2006 came into effect on 29 February 2008. This strengthened the requirement for employers to check documents to establish a person's eligibility to work in the UK and compliance with any restrictions. New civil penalties were introduced with fines up to £10,000 for each illegally employed worker and unlimited fines and imprisonment of up to 2 years for knowingly employing illegal workers.

Under the Act we are required to check your eligibility to work in the UK before you start work. We will therefore ask all candidates to provide proof of your right to work and we will take a copy for our records. If you do not currently have the right to work, you need to apply for a certificate of sponsorship. A list of suitable documents: Right to Work Document list further Government guidance is available.

Qualifications

You must provide original certificates for all qualifications that are essential for the post, as stated on the person specification.

CRB - Criminal Records Bureau - checks

When you apply for certain types of job at Derby City Council you will be required to have a criminal record check. These are generally jobs which involve:

  • will be working regularly with children or vulnerable people
  • will be working in an establishment that is wholly or mainly for children
  • will be working in healthcare
  • have applied to be a foster carer, adoptive parent or childminder
  • will be working in certain other professions

If you do need a criminal record check, your prospective employer will let you know and tell you what to do next.

Further information on the CRB can be accessed at: Directgov

Recruitment of people with past convictions

Derby City Council aims to promote equality of opportunity for all, and recognises the importance of employment in the rehabilitation of ex-offenders. Criminal records will be taken into account when a conviction is relevant.

Having an 'unspent' conviction will not necessarily bar applicants from employment, and will depend on the circumstances and background to the offence(s). The Council will not consider convictions that are not relevant to the work area.

Applicants, who are offered employment to certain posts exempted under the Rehabilitation of Offenders Act 1974, will require a CRB check before an appointment can be confirmed. These include posts working with children or vulnerable adults. The disclosure will include details of cautions, reprimands or final warnings, as well as convictions.

Driving assessments

For posts that involve driving a Council vehicle you will be required to pass the Councils driving assessment, to verify your competency in handling of the type of vehicle you will be expected to drive.

Frequently asked questions

Do I have to apply online?

We have made a decision to manage all our applications online only. This is because it saves time, money and helps the environment by using less paper. It's better than doing it manually too; you can monitor the progress of your application and we will be able to keep in touch with you by email. We will of course, make reasonable adjustments for disabled people.

I'm having problems filling in my online application

If you're having technical difficulties filling in your online application, please email us at recruitment.team@derby.gov.uk

Who sees my application?

For recruitment purposes, only those involved in dealing with the application will see it. We use the equal opportunities section of applications for checking our policies are working and we are guided by the Data Protection Act.

How we decide who to interview?

We only interview someone if their application shows they meet the essential requirements of the job. The shortlisting panel only uses your application to assess how far your skills, experience and knowledge match those needed for the job. If most of the candidates meet the essential criteria we will select those for interview by using the desirable criteria.

When will I find out if I have got an interview?

Our online application system helps us to communicate quickly and more frequently with you. You will be contacted by email to tell you if have been successful or not.

If we invite you for interview we will aim to give you:

  • one week's notice of the date of the interview
  • details of where and when the interview will take place and who to ask for
  • information about any tests we may ask you to do at the interview.

If you are a disabled person and are invited to interview please tell us as soon as possible if you need us to arrange any support for you such as British Sign Language Interpreter, an induction loop, car parking space or something else. Please give us advance notice about any of these.

How do you decide who is suitable for the job?

Usually, at least two people and sometimes three or more will interview you. The questions they ask will be designed to test how you meet the requirements of the job given in the person specification. We have excellent training courses on interviewing and the people who interview you will be trained and experienced to get the best out of you and select the most appropriate candidate.

Can I claim interview expenses?

You may claim travelling expenses and subsistence to cover your interview costs. Usually we reimburse the cost of second class rail fare or bus fare but where public transport is not available and you have to use your car we will pay the appropriate mileage rate form. Disabled people can use whatever transport is most accessible for them.

Feedback policy

You can ask for feedback about your application. If you've not been shortlisted and would like to know why, contact the Recruitment Team and ask for feedback within eight weeks of the closing date. If you've had an interview, contact us within four weeks after the interview. We will advise the recruiting manager of your request, for them to contact you direct.

Complaints procedure

If you think you have been treated unfairly please tell us.

  1. Contact the Recruitment Team to ask about why you have not been shortlisted or appointed. Contact them in the timescales mentioned earlier.
  2. If you are not happy with this feedback, write to the Director of the directorate which had the job vacancy explaining the reasons for your complaint. Do this within two weeks of receiving the feedback.

The Director will nominate someone to investigate your complaint and let you know the outcome, usually within eight weeks of receiving your letter.

Useful links

On this page: