Shortlisting

For any for legacy district employees, this pack will be sent to your HR Representative initially who will be in touch with the recruiting manager to support the shortlisting stage.

You should shortlist applicants based on whether their application meets the essential and any desirable criteria as set out in the post spec for the role. Please shortlist each applicant on the merits of what’s contained within or provided alongside their application only. 

Once you’ve made your shortlisting decision, please update your Recruitment Ticket confirming the names of the applicants being shortlisted and the names of the applicants who are unsuccessful.

The Recruitment Administration team will send out the unsuccessful notices to applicants who are not being shortlisted.

Guaranteed Interview Applicants

Where an applicant meets at least the essential criteria and also indicates ‘yes’ to any of the below questions – they are guaranteed an interview and must be shortlisted for interview unless the role is to progress with an internal candidate who has applied on the Alternative Employment Programme (AEP).

• I am in care or care leaver
• I consider myself disabled
• I am an Armed Forces veteran

Alternative Employment Programme Applicants

Where an applicant indicates they are on Alternative Employment Programme (AEP) and where they meet the essential criteria for the role, they must be invited to an informal meeting about undergoing a four-week trial period in the role. This must occur before any other shortlisting and interviewing takes place. In this case, you should contact all other applicants for the role and advise that the recruitment for the role is on hold pending a change to how the post is recruited for.

Please see our Alternative Employment Programme pages for further support.

Relocation expenses

Relocation expenses may be paid to new or transferred employees were they meet the eligibility criteria.

Find out more about relocation expenses