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Guidance for applicants

These guidelines clarify what information we need from you and help you understand our approach to recruitment.


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We provide an online application process with a number of steps. You must ensure you have completed all sections before you submit your application.

You will be asked to upload your CV/work history so please have this information available before you start. You may upload your CV or complete our work history template.

What do we want to achieve in the recruitment process?

We want to appoint the best person for the job.

All applicants who wish to work with children, young people and vulnerable adults in Hillingdon must be committed to our safer recruitment requirements. We require applicants to complete a full "Work History" template and to meet the standards we require in relation to pre-employment checks.

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. Through robust recruitment practices we ensure that our selection process not only results in the right people being employed, but also prevents any person from employment who may wish to harm an individual's welfare.

Our staff must be committed to excellent standards of both professional and personal conduct. We will not employ anyone who fails to adhere to our standards.

Our application process aims to ensure we have sufficient information to make timely, fair and equitable decisions that are based solely on merit. We aim to give you the opportunity to provide up to date information about your skills and experience, as they relate to the post for which you are applying.

For each position you apply for you will find a job description and person specification. These are the key documents that give you information about the job, skills and other attributes that we believe are necessary to make a success of this role. We advise that you consider them carefully before you decide whether to apply.

Your application

The application process requires you to upload your CV/work history, address the key selection criteria outlined in the person specification, complete some additional information, and then submit.

It's as easy as that.

Our aim is to make our application process as simple as possible to provide you with a positive experience of applying for a job with us.

More information about the application process: 

Job description

This aim is to give you a description of the main purpose of the job. The list of duties is not exhaustive, but provides an overall summary of the scope of the job, and what we will expect of the successful applicant.

Person specification

This describes the qualifications (if applicable), skills, knowledge, competencies and experience that are needed to do the job successfully. We use the person specification as a benchmark against which we assess all candidates and you should therefore demonstrate in your application how you meet the selection criteria.

We will shortlist only those applicants who demonstrate in their application that they meet the essential selection criteria. Please note that if there are a large number of applicants who meet the essential criteria for the job then the desirable criteria may be used to shortlist.

Completing your application

Your application is the only information we have about you and it is your opportunity to demonstrate that you are able to meet the requirements of the job. You should describe the kind of work you have done, relevant experience that you have had and give examples where possible. We want to know about your individual achievements, not those of your organisation.

Any experience gained outside of paid employment may be equally relevant, so give considerable thought to this area. Describe any relevant skills that have helped you develop.

When outlining your skills and abilities, try to give examples of your successes and achievements. Simply saying 'I have an understanding of...' is not enough.

Ensure you set out the information you are providing in a well organised, logical and concise format. It is vital that you address all the key selection criteria in your application, as outlined in the person specification.


All appointments are subject to the Council receiving satisfactory references covering the last three years of employment. If you have limited work experience eg you are a school leaver a teacher/tutor can be used as a referee.

If this is a safeguarding post a minimum of two references are required.

Equal opportunities information: what's it for?

In line with Equalities Code of Practice, the council collects and maintains information on the gender, ethnic origin, age, disabilities and marital status of its employees. We would appreciate if you could complete this form. It will be separated from the rest of your application before shortlist selection takes place and is not used in any part of the process.

You can be assured that this information will be treated in confidence and will not be available to shortlisting officers or interviewers. It does however provide us with valuable equalities and diversity information for monitoring and strategic purposes.

Applicants with disabilities

When you complete your application you will be asked to indicate whether you have a disability. The Council needs to know this as it offers a guaranteed interview to all applicants with a disability (as defined by the Equality Act 2010), if they meet the minimum essential criteria for the job. If you are shortlisted for interview, you will be asked if you have any special needs or requirements for your interview.

If you cannot complete the on-line application because of your disability please contact the Recruitment Team.

Other selection methods

In addition to interviews, other selection methods may also be used to help choose the best applicant for a job. Common selection methods include work related tests to examine your computer, organisational, team working, writing or numerical skills. For senior jobs, you may be tested on your analytical or presentation skills. If other methods are to be used you will be notified in advance in the e-mail or letter inviting you to interview.

After you have submitted your application

Keep a copy of the application with the Job Description and Person Specification, and any other details for future reference.

Should you be shortlisted for interview, we will contact you by e-mail inviting you to log on and book an interview slot of your choice.

Interview process

The purpose of an interview is to identify the best candidate for the job. A panel of two or three people will usually interview you. The length of the interview will depend on the level of post but, on average, it will last for about 30 to 60 minutes.

Should you be successful at interview, the recruiting manager will let you know as discussed at interview. Human Resources will then issue an offer of employment letter subject to certain clearances. This will be sent to you electronically for speed and we would be grateful if you could complete and return the relevant documents within seven working days.

If at first you don't succeed...

If you are unsuccessful at interview, you can ask for feedback. This feedback will be constructive and enable you to use this opportunity to improve in weaker areas.

Pre-employment clearance

Human Resources will send the successful candidate an offer of employment subject to a number of the clearances listed below:

  • Pre-employment health declaration if relevant
  • Complying with the Asylum & Immigration Act 1996 - we want to see original documents as proof of eligibility to work in the UK 
  • Satisfactory clearance of a criminal records check processed through the Disclosure and Barring Service (DBS)  if relevant to the post.
    Find out more about this check.
  • All new employees will be expected to complete an induction and will be subject to a probationary period. During the probationary period support and supervision will be given at a level appropriate to the job and employees are expected to demonstrate during this time that they are reliable and have the necessary skills and attributes for the post.
  • Satisfactory references
  • Proof of qualifications and registration if applicable

Induction and probation period

All new employees will be expected to attend an induction and will be subject to a probationary period. During the probationary period support and supervision will be given at a level appropriate to the job and employees are expected to demonstrate during this time that they are reliable and have the necessary skills and attributes for the post.

Further advice and guidance

If you wish to discuss any aspect of our recruitment procedure please contact us at HRResourcing@hillingdon.gov.uk.

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Article utilities:  Bookmark and Share Print Print this page Last updated: 14 Nov 2017 at 15:03