Our recruitment process

How we select new staff, plus our approach to equal opportunities.

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:

• Aptitude tests designed to test numerical, verbal or accuracy skills
• Work-related tasks, such as letter writing, case study, presentation, group exercise

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 behaviours framework

One element we look at in our recruitment process is behaviours. We believe the council should be a fulfilling and enjoyable place to work. By demonstrating certain attitudes and behaviours, we will be an effective, positive and collaborative organisation.

We have developed a  Behaviours framework [245kb], which identifies the key behaviours and attitudes expected of our employees. 

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 [24kb].

Equal opportunities

Our policy on equal opportunities is simple:

"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, marital status, religion, race or ethnic origin, 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.