If you have submitted an application form and are wondering what happens next, the following information will help you understand our recruitment process. It explains what happens once an advert has closed and tells you how we choose the best person for a position.
Shortlisting
After the closing date for a job vacancy, we gather together all the applications for that post. We remove the monitoring forms that contain personal information as they play no part in the recruitment process. Applicants declaring a disability will be clearly marked. We advertise all our posts under the two ticks disability scheme. This means that if an applicant has declared a disability and they meet the essential criteria we will invite them to interview. The pack of applications is then forwarded to the shortlising panel.
We shortlist in an objective and systematic way. We assess each candidate’s application against the same employee specification. The panel will read through each application. They will note which criteria each candidate meets.
All selected candidates must meet the essential requirements of the post. Desirable criteria will be used to produce a manageable number of candidates.
Shortlisting feedback - the shortlisting exercise should take place within one week of the closing date. If you have not heard anything within six weeks of the advert closing date you should assume that you have not been successful. If you are planning to apply for other jobs it may be helpful to ask for feedback on why you were not shortlisted. It could be something simple that you have overlooked. Call the telephone number on the covering letter contained in the application pack for helpful advice and feedback.
Selection
Invitation to interview - if you have been shortlisted you will receive a letter inviting you to attend an interview. The letter will outline the date, time and venue for the interview. It will provide as much notice as possible. A map and an interview expenses form should also be enclosed. The letter will ask you to confirm if you are able to attend. It will also contain details of any selection tests involved.
The panel – this is usually made up of two or three council staff. One person (usually the manager) takes a lead role. Panel members will be fully trained in the council’s recruitment and selection procedure.
The interview – the length of interview will depend on the job. In general it will last between 30 minutes and one hour. The panel will welcome you and provide more details about the job you have applied for. They will check that you have a full understanding of the requirements of the job. They will also explain the terms of employment, such as the pay and hours of work. All candidates will be asked the same set of questions. Some panel members may take notes throughout, so don't be put of by any lack of eye contact. You will have the opportunity to ask questions of your own at the end of the interview.
Selection tests – a test is not always needed. It will depend on the type of position you are applying for. The employee specification should tell you if you will have to do a test as part of the interview process. When a test is used it could take place either before or after your interview. Tests are used to measure specific criteria such as presentation skills or the ability to process work accurately. They could include presentations, IT skills assessments, accuracy tests or observational workshops.
Documents – the panel will ask you to produce a completed Asylum and Immigration form at this stage. By law, we have to ensure that you are entitled to live or work in the UK. They also need to see supporting ID documents. They will copy these and return the originals to you before you leave.
The outcome – the panel will tell you when they intend to make a decision. A member of the panel will telephone the successful candidate. A conditional offer of employment will be made at this time. This means that the offer is subject to satisfactory clearances such as references and a medical check. If the offer is accepted all unsuccessful candidates will then be informed. A member of the panel will telephone candidates to explain why they were unsuccessful and offer them feedback.
Interview feedback - Unsuccessful candidates should always be offered feedback following an interview. It is important for candidates to be aware of their strengths and weaknesses in an interview situation, particularly if they intend to apply for further council positions. If you are not offered feedback but feel that it would be useful, contact the telephone number in your invitation to interview letter. A member of the human resources team will help you.
Record keeping - A record of the selection process will be
held in Human Resources for a minimum of six months.
Appointing
Conditional offer letter – If you are successful, we will send you a letter to confirm the offer of employment. This offer will be subject to pre-employment checks. These will always include medical clearance and reference checks and may also include qualification checks and Criminal Records Bureau clearance. The letter advises that if you are already employed you should not submit your resignation until we get the results of these checks and are happy with them.
References – we will always ask for two references. One of these must be from your current or most recent employer. We will often take up references before interviews to speed up the recruitment process. You can indicate on the application form if you do not want us to do this. We will then take up your references following a conditional offer.
Medical clearance – all prospective employees are subject to medical clearance. We will ask you to complete a medical questionnaire and may need to have an examination. At this stage the Occupational Health Unit is also told of any reasonable adjustments needed to let disabled applicants do the job.
Criminal records check – if the post you have applied for involves contact with children or vulnerable adults, we will check on your suitability to work with these groups. We do this through the Criminal Records Bureau. This check must be in place before a start date can be agreed. A criminal record will not necessarily be a bar to obtaining a job. For more information about criminal record checks go to our Recruitment of ex offenders and CRB Disclosure procedure.
Contract of employment – once all clearances are in place we will contact you to agree a start date. If you are employed, at this point you will need to provide notice to your current employer. We will issue you a contract outlining the terms and conditions of employment. This document provides you with information about where you will be based, your salary and your hours of work. You should read it carefully, then sign and return it. At this stage we will also arrange a corporate induction for you.
Induction - it is important that all new starters are provided with an induction. It gives you an insight into what North Lincolnshire Council wants to achieve for the people in the area and how it means to achieve these ambitions. It helps you to familiarise yourself with the council and gives you an understanding of how you can contribute to its success.
For more information about local government recruitment processes visit the Local Government Careers website.