Our recruitment process

If you are applying for one of our roles, refer to the role profile which is available on our recruitment website.

Your application should give examples of how you meet these criteria:

• essential and desirable qualifications
• knowledge
• experience
• skills

Our recruitment system accepts applications up to 11.59pm on the closing day.

When the vacancy has closed, the panel will carry out the shortlisting process.

They will score your application against the essential criteria in the role profile.

You will be guaranteed an interview if you have declared a disability, or are a care or service leaver. The panel must agree your application meets the essential criteria.

This is also available to Plymouth City Council employees who have been placed in the redeployment talent pool.

Interview panels will have at least 2 vacancy managers. We will send you details of panel members if you are invited to interview.

Our interviews use competency based questions. We will ask you for examples of when you have demonstrated a particular skill in a specific situation or circumstance.

We recommend that you re-read the role profile before interview.

We will let you know if you need to give a presentation as part of the interview.

In some situations we may give you a presentation topic on the day of interview with time set aside to prepare. We will let you know in advance if this is expected.

If you need any alterations, adaptations, alternatives or aids or equipment to make the interview fully accessible. You will be asked to let us know before your interview date so that we can make every effort to help.

Sometimes a second interview may be needed.

Documents you will need to show at the interview:

• original documentary proof of your eligibility to work in the UK. You can find acceptable documents on GOV.UK
• original qualifications relevant to the essential requirements from the role profile
• your driving licence if driving is an essential requirement of the role

These documents will be verified and copied during the interview process.

The recruiting manager will call you to let you know the good news. You will receive an offer letter and draft contract of employment.

We will need to carry out some pre-employment checks.

If you are currently employed, please do not resign until we confirm that all pre-employment checks are in place.

If the role you have applied for involves working with children or vulnerable adults then satisfactory references will need to be in place before a formal offer of employment can be made.

The recruiting manager will call you to confirm you have been unsuccessful.

If you were appointable but the role was offered to a stronger candidate, you may be contacted and offered an identical role if one becomes available within six months of the closing date of the original process.

To comply with legislation, we need to make sure that certain employment checks are in place

As well as the evidence to prove your entitlement to work in the UK and qualifications applicable to the role, our other checks include

Occupational health check

We will send you a link to complete a confidential health questionnaire. This is so that our occupational health provider can consider whether you are fit for the role.

References

If you have given permission for us to take up references, we will automatically do this if you are successful.

One of your referees will need to be your current or last employer.

You can give an alternative referee, for example a personal or educational reference if you are:

• a school leaver
• unemployed
• returning to the workplace

Your referee must be able to comment on your skills and abilities for the post.

We cannot accept references from family members.

References for vacancies which involve contact with children or vulnerable adults will be taken up before interview if you have given us permission. We will need details of a referee who has known you for the last five years and is still in regular contact with you.

If you have specified that you do not want us to take references up on your application form, we will ask for your permission if you are successful.

Disclosure and Barring Service (DBS)

For some roles, we will need to carry out a DBS check. This will be specified in the job advertisement.

If you are successful we will send you and online link to start this process. We will provide guidance on the suitable documentation that you will need to present to allow us to submit your DBS application.

Certificates of Good Conduct may also be needed if you have spent time living or working abroad.

Roles which have a driving requirement

We will need:

• photo ID driving licence to prove your entitlement to drive
• to verify that your licence is valid and find out the categories of vehicle that you are permitted to drive

You will be asked to share your licence via the GOV.UK website . Your new line manager will then be able to view your licence information and download a copy.

ID Cards

Successful candidates will be asked to send us a digital photo. This is for an ID card to allow you to access our buildings.

Final Contract of Employment

When all pre-employment checks are complete and you have an agreed start date we will prepare a final contract of employment.

Once you start working for us, your new line manager will issue this contract. There will be other policies and procedures for you to read and confirm your acceptance.