Recruitment process

What you can expect

Applying for any job is a time-consuming process. Before you apply for one of our roles, we strongly recommend you read the role profile and other information available. The role profile will give you an idea of what the role involves. Ask yourself, is this is something you would like to do? Will it be fulfilling? Will it match your needs? Do you have the skills, ability and knowledge required for the role?

When you are satisfied you fulfill the criteria for the role, you should complete the application form and return it by post to the People Services Centre (PSC) by the closing date.

There are four stages to the application process.

Stage 1 – Shortlisting:
We will review your application to determine if you have the experience, specialist skills, knowledge and any qualifications essential for the role, as set out in the role profile.

Stage 2 – Assessment and interview:
For some roles, we may test a candidate’s ability to do the job using a ‘job simulation assessment’. This timed assessment tests your knowledge, skill and ability against the requirements of the role. You will be told before your interview if you are required to undertake a job simulation assessment. For all vacancies, interview questions will be structured using the essential behavioural competencies listed on the role profile which will give you an opportunity to further demonstrate you skills, knowledge and experience for the role.

Stage 3 – Preferred Candidate:
As soon as possible after the interview, and usually by telephone, the preferred candidate for the role will be contacted. The successful applicant will be asked if they wish to continue to the final selection process. This involves taking up references and security checking. Unsuccessful candidates are usually notified by letter, within a week of the interview. 

Stage 4 – Final Selection: references, vetting and health declaration
 References are taken up only when the preferred candidate is identified and have given their permission. Security vetting is carried out on all candidates and, if necessary, on their next of kin. You must have the right to work in this country and original supporting documentation (e.g. passport, full birth certificate) will be required. Please note that the Force pre-employment drugs policy will apply. For certain roles you may be asked to fill in a medical questionnaire at the point of us making a conditional offer of employment. 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 Equality Act 2010, any reasonable adjustments you require can be met.

The Force 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 application unsuitable for our type of work, or may prove unacceptable to other employees and may reflect adversely on the public image of the Force. Failing to disclose any of your convictions, including spent convictions, will result in any offer of employment being withdrawn.


People Services Centre (Resourcing)
Devon & Cornwall Police
Homer House
Middlemoor, Exeter

Tel: 01392 225900

Non Emergency Directory (NED)

Current location: Change

There seems to be a problem, please refresh the page and try again.

©2015 Devon and Cornwall Constabulary

Content uploaded: |
Content correct on page at last modification date.
Devon and Cornwall Police are NOT accountable for the content of external websites