Recruitment process

Deciding to Apply

Self-assessment is an important step for you. This is where you decide if this job is what you want. To help you make this decision please read the role profile and other information available to you included in the application documentation.

The role profile will give you an idea of what the role involves. Is this something you would like to do? Will it be fulfilling? Will it match your needs? The Activities and Behaviours will give you an idea of the skills, ability and knowledge required for the role. Do you have these? Do not be tempted to exaggerate your qualities.

When you are satisfied that you can fulfil the criteria for the role you should complete the application form and return it to the relevant Personnel Unit by the closing date.

Stage 1 – Shortlisting

This is where applications for the role are assessed and decisions are made concerning whether they will proceed to the next stage of the recruitment process. The line manager in association with the relevant personnel unit will review your application and screen out those who do not have the level of skills, experience or qualifications, which are considered essential for the role and set out in the Role Profile.

Due to the large numbers of applications we receive it is not practicable to notify all candidates personally if they have not been selected for interview. Therefore, if you have not been contacted within four weeks of the closing date, you may assume you have been unsuccessful on this occasion. However, do not let this deter you from applying for other positions in the future.

Stage 2 – Job Simulation Assessment and Interview

On occasions the Force uses job simulation assessments to objectively test a candidate’s ability to do the job. The exercises are designed to test your knowledge, skills and ability against the requirements of the role referred to in the role profile (eg typing, numeracy, use of ICT, problem solving, presentation skills etc). The assessments are timed and to ensure that the results are measured as objectively as possible the tests are administered in a standard way. The tests provide additional information to help the selection panel decide whom to appoint and you will be advised before interview if your selection process will have a job simulation element.

Stage 3 – Identification of the Preferred Candidate

The ‘preferred candidate’ will be contacted as soon as possible after the interview, usually by telephone. The Personnel Unit will ask you if you if you wish to proceed to the final stage of the selection process which consists of taking up references, security checking and medical screening. Candidates who have been unsuccessful will usually be advised by letter within a week of the interview taking place.

Stage 4 - References, Security Vetting and Health Declaration

You will be asked to provide the names of two people who can provide references about your work. References will only be requested when you are identified as the ‘preferred candidate’ and where you have given express permission.

Security vetting will be carried out on all candidates and if necessary on their next of kin. The level of security vetting will vary depending on the type of role you will be performing. You must have a right to work in this country and original supporting documentation will be required (eg passport, full birth certificate etc).

The Constabulary is exempt from the Rehabilitation of Offenders Act 1974 so you must disclose all convictions or cautions etc even if ‘spent’. Having a criminal record will not necessarily bar you from employment but there are certain types of serious convictions which would make an applicant unsuitable for our type of work, or may prove unacceptable to other employees and may reflect adversely on the public image of the Constabulary. Failing to disclose any of your convictions, including spent convictions, will result in any offer of employment being withdrawn.

All preferred candidates will be subject to a pre-employment drugs test.

You will be asked to fill in a medical questionnaire. It is important for us to feel confident that you will be able to give regular and effective service and that if you have a disability as defined by the Disability Discrimination Act 1995, that any reasonable adjustments you require can be met.