How we recruit

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.

Using AI in your application

We recognise that artificial intelligence (AI) tools are increasingly used by candidates. You're welcome to use AI to support your application, however, all information must be accurate, truthful, and reflective of your own skills, experience, and suitability for the role.  You'll be assessed on your knowledge, skills, and experience throughout the selection process.

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.