Application information

As users of the disability confident scheme, we guarantee to interview all disabled applicants who meet the minimum criteria for the vacancy/ies.

Completing the application form

Before filling in your application form, please read the job description and person specification carefully. The job description outlines the duties to be performed, and the person specification will outline the skills, abilities and qualifications required of the post-holder. You will need to demonstrate that you meet the requirements specified, (or at least have the potential to do so), in order to be shortlisted for an interview.

Evidence of information provided in your application form

Successful candidates will be required to provide documentary evidence of the qualifications required to do the job. We reserve the right to verify any information given on the application form and failure to provide such evidence will result in the offer being withdrawn or in dismissal.

What happens after I send in my application?

The shortlisting panel will look at your application form after the closing date to see how well your skills, experience and knowledge meet the requirements of the job set out in the person specification. Candidates who are shortlisted for interview will be advised of the arrangements. All candidates will receive notification of the outcome of their application.

Referees

Ensure that the names of referees that you supply relate to people who you know in a professional capacity. Ideally, at least one referee should be your current manager or college tutor. Previous managers or tutors can also be named, but where possible, you should avoid providing names of colleagues or friends as referees.

Your referees will be asked to supply information regarding your professional and technical ability, your character and personality, and your timekeeping and reliability. They will also be asked for information regarding your general health and absences on the grounds of sickness over the last two years.

Right to Work in the UK

The Asylum and Immigration Act makes it a criminal offence for employers to recruit staff who are not entitled to work in the UK. Therefore any offer of employment will be subject to the provision of documentary evidence to demonstrate that the successful candidate is entitled to work in the UK.

Disclosure and Barring Service - DBS

Some posts may be subject to an enhanced DBS Police check.  This will be stated in the advertisement, Job Description or Person Specification.  Further information about this check can be obtained from the following website: www.homeoffice.gov.uk/dbs

Politically Restricted Posts

Some posts may be politically restricted which means under the Local Government and Housing Act 1989 some posts will be disqualified from being a Councillor, Member of Parliament or Member of the European Parliament. The regulations restrict you from undertaking:

  • candidature for election
  • holding office in a political party
  • canvassing at elections
  • speaking or writing publicly on matters of party political controversy

Additional Clearance

Some posts may at any time be required to undertake additional clearance or checks. These may be required in order to comply with a request from a Government body or as a result of a statutory requirement and may include some form of criminal record check.

Government Baseline Personnel Security Standard

Some posts will have access to the secure public services network and is therefore subject to the Government Baseline Personnel Security Standard check. This means you will be asked to declare any unspent convictions and apply for a Basic Disclosure Certificate via Disclosure Scotland. Further information about this check can be obtained from the following website: www.disclosurescotland.co.uk

Disability Committed