The following provides some general guidance on the on-line application process:
When you apply for the first time using the Hampshire Jobs website , you will be required to register on the system by entering your email address and choosing a password.
Your email address must be unique to you and you will be asked to enter it every time you re-enter the system.
If you forget your password, you can ask the system to remind you and you can also change your password.
When you apply for a specific job on-line you will be provided with a summary screen that lists the application form sections.
You can complete the sections in any order and, providing you ‘save’ each section after you have added any information; you can later return either to add information, or amend previously entered information.
When you review the job details on the website you have the option to view the job description and person specification. We recommend that you print this off prior to completing your application. The information in the job description and person specification outlines the role itself and the skills and experience required for the role. The criteria contained in these documents are what we use to review your application and decide who to invite for interview.
The recruitment process
The Council is committed to equality of opportunity and applies a standard, structured approach to recruitment and selection in line with our Recruitment & Selection procedure.
Recruitment and selection of the right person for the job is one of the most important decisions made by our managers. The procedure provides a framework to ensure that all recruitment and selection is carried out in an equitable manner.
No job applicant or employee should receive less favourable treatment on the grounds of sex, disability, age, marital status, colour, race or ethnic origins, or be disadvantaged by conditions which cannot be shown to be relevant to performance
The Council is a holder of the ‘Two Ticks’ symbol, which guarantees interviews for disabled people if they meet the minimum criteria for the job. We also hold the Worthy of Work award for people over 50 who meet the essential criteria of the job for which they have applied for.
The Council follows the Codes of Practice of the Commission for Racial Equality and Equal Opportunity Commission.
Criminal Records Disclosure
We are committed to the principle of equality of opportunity and, subject to the over-riding consideration of protecting children and vulnerable adults, undertake to treat all applicants for positions fairly and not discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
We are registered with the Criminal Records Bureau, and comply with the Code of Practice issued by that body. A copy of that Code of Practice can be viewed on the CRB’s website – www.crb.gov.uk – or provided on request.
The information received is treated in strict confidence, and is made available only to those who are charged with making a recruitment decision. No copies are made of the disclosure information which is retained securely for a period of six months after which it is destroyed. The only information retained beyond that time is in the form of a record of the fact that the check was made and who received the information.
All staff and Members involved in receiving information relating to criminal record disclosure are made aware of all relevant legislation and Codes of Practice, so that their obligations in maintaining security and confidentiality are clear.
Prevention of Illegal Working
Section 8 of the Asylum and Immigration Act 1996 makes it a criminal offence to employ someone aged 16 or over who has no right to work in the U.K. or no right to do the work being offered. Employers have a statutory defence against conviction for employing an illegal worker if they have checked and copied certain original documents belonging to the employee. The Council does not discriminate and checks are made on all potential employees.
References
All applicants are requested to provide the contact details of two people to whom reference may be made as indicated on the application form. You should note that references will be taken up prior to interview if you are shortlisted except where you have indicated on the application form that you do not wish this to be done.
Medical Assessment
If you are shortlisted for interview you will be required to complete a Medical Form. The successful candidate may be required by the Council's Medical Adviser to attend for a medical examination. A satisfactory medical assessment is a pre-condition of employment.
Qualification Certificates
Relevant qualification certificates shown as essential on the Person Specification will be checked for authenticity on the day of interview. This is a pre-condition of employment.
Probationary Period
New entrants to the Local Government Service are subject to the satisfactory completion of a period of probation which will normally not be more than six months. At the end of this period and subject to a satisfactory report by the line manager, the employee will be notified of their transfer to the established staff.
