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Recruitment

Our recruitment process

If you are looking to apply for one of our positions, then the following information provides a brief overview of everything you need to know.

 

Liverpool City Council use a scoring process for all applications received. Candidates must address all of the essential criteria to be shortlisted for the post and you must score a minimum of 65% in order to be shortlisted for the post. Each criteria is scored from 0 to 3, please note if you should score a 0 in any of the essential criteria you will not be shortlisted for interview.

Therefore it’s important that you ensure that you justify how you meet each aspect of the criteria.

Take time to check your application to ensure that all sections have been completed and there are no spelling or grammatical mistakes.

Your application form will be submitted to the recruiting manager for shortlisting. If you are shortlisted, we will let you know by email to confirm the interview details. Please check all your inboxes including your spam/junk.

If you have not had any communication from the Recruiting Manager within 4 weeks of the closing date, please assume that your application has been unsuccessful. Please do not let this deter you from applying for future positions.

When preparing for the interview, you should familiarise yourself with the Job Description and Person Specification for the role.

The Person Specification contains each of the criteria that will be assessed at interview stage; therefore you should ensure that you have clear examples to demonstrate how you have met these requirements in the past.

You can prepare notes or cue cards to help if think you might need a prompt during the interview but make sure you ask the interviewer if it's OK to use these during the interview.

During the Covid-19 pandemic, interviews may take place via video conferencing (e.g. Microsoft Teams or WhatsApp Video call). If you do not have access to video calling, the recruiting manager will conduct all interviews by audio conference call.

 

Employment checks are a critical part of the recruitment process. They ensure that the organisation complies with legislation and that the people selected to take a new role are suitable and have the relevant qualifications.

The law requires specific checks to be carried out if you will be working in a role with children or vulnerable adults.

If you are successful in being offered a position with us, the pre-employment checks that you will be asked to undertake will be dependent on the role that you've applied for. However, as a guide these may include:

  • Right to work in the UK
  • Disclosure and Barring Service checks
  • Reference checks
  • Medical checks
  • Safer Recruitment checks
  • Qualification checks
  • Security screening to British Standard 7858