Our recruitment process

Recruitment and selection process

We recognise that interviews are not the only way of assessing potential staff, so we may ask you to carry out some aptitude tests or work-related exercises.

These may include work-related tasks, case study, presentations or group exercises.

These exercises are always relevant to the needs of the job and, together with the interview, help our panel to select the best candidate.

Our values

At Rushmoor we have a set of four values:

• Collaborate - we must collaborate to make sure we get the best ideas from everyone
• Innovate - we must innovate if we are to deliver the very best services to our residents and businesses
• Brave - we need to be brave to step forward and have confidence to try new things if we are to develop ourselves
• Integrity - we will always act with integrity in the way we deal with people and undertake our work

Roles that require a Disclosure and Barring Service (DBS) check

Some of the roles at the council require a Disclosure and Barring Service (DBS) check. If this is the case, we will state it in the job advertisement. For further information, please see our statement on the Recruitment of ex-offenders.

Equal opportunities

Our policy on equal opportunities is as follows:

We believe that the talents and resources of our staff should be used to the full. No applicant or employee should receive less favourable treatment on the grounds of sex, disability, age, marriage and civil partnership status, religion or belief, pregnancy and maternity, race, gender reassignment and sexual orientation, or be disadvantaged by conditions which cannot be shown to be relevant to performance.

Disability confident

As a Disability Confident employer, we offer an interview to any candidates who meet the essential requirements for the post and indicate they have a disability.

Defence Employer Recognition Scheme