Completing your Hampshire County Council job application form

Guidance on the information you need to include in your application form

There are different application forms depending on the position you are applying for.

Safeguarding children and vulnerable adults

Hampshire County Council is committed to safeguarding children and promoting the welfare of children, young people and vulnerable adults. We expect all employees, workers and volunteers to share this commitment. All our recruitment and selection practices reflect this commitment.

Personal details

Please provide your personal information.

During the recruitment process we will contact you via the email address you provide. Some spam filters may re-direct our emails to the spam folder within your email account. Please check your account regularly to minimise the risk of you missing an email from us.

Experience and personal skills

The experience and personal skills section is critical. We will use this to assess the evidence provided by all the applicants. It will determine who will be shortlisted for an interview.

To complete this section, please refer to the job summary and person specification. The job summary and person specification details the main accountabilities of the role and the skills, knowledge and experience that the role requires.

You should provide clear evidence of:

  • how your background meets the specific requirements outlined in the job details
  • how you meet the essential skills, knowledge and experience outlined in the job details
  • how you meet any of the desirable skills, knowledge and experience outlined in the job details

You must give examples of how you have used your skills in the past, and how they prove that you meet the requirements of the role.

We recognise that skills and experience can be gained through paid employment, work experience, education, placements or voluntary work.

Job related / professional training

Provide all of your job related and/or professional qualifications.

Some roles require specific professional qualifications (i.e. Social Work, Teaching) which will be clear in the person specification.

Education

List all your educational qualifications such as NVQs, GCSEs, O-Levels, A-Levels, AS Levels, Highers, Degrees. Include all subjects and grades/scores.

Membership of professional bodies

Please provide details of any professional bodies you are a member of and the level at which you are a member.

Employment history (current employer)

Please provide information about your current employer. If this is your first job after school or college, please give details of weekend, evening jobs, or work placements.

Employment history (previous employers)

Please provide information about all your previous employers including permanent, temporary or interim roles.

For any positions in Children’s Services please complete the application form in full. The form must give a full history in chronological order since leaving secondary education.

  • Include periods of any post-secondary education / training, part-time and voluntary work
  • Include full time employment, with start and end dates
  • Provide explanations for periods not in employment or education / training and reason

For posts within Children’s Services, you must state your reasons for leaving any previous employer.

Additional information

This section covers a range of additional areas:

  • Do you require a Certificate of Sponsorship (previously known as work permit) if we offer you a position at Hampshire County Council
  • Do you have a relationship to a Councillor or senior manager within the Council
  • Where you saw the advert

This information helps to identify if we are advertising in the most appropriate publications for this type of role.

References

As a part of the employment checking process we need to take up formal references on all successful candidates. These must be taken up before an offer become firm or unconditional.

We require two acceptable references before you start employment with us:

  • The first one should be your current line manager. They will be able to provide us with details around your current role
  • The second should be another person who knows you in a professional capacity. This could be another manager within your organisation or a customer, if you provide a service

There will be some candidates who are not able to provide an employment reference, such as school leavers or people looking for their first job. This is not a problem. We can accept a character reference provided by someone who has known you for a long period of time.

Help us to speed up the references process: 

  • let your referees know when you are offered the role
  • tell them that they will shortly be contacted for a reference
  • ask them to return the information as quickly as possible to Hampshire County Council

Roles within Children's Services

For roles within Children's Services, we comply with the “Safer Recruitment” national guidelines. We need to take up references before the interview. The application form asks you to confirm you are happy with this, otherwise we are unable to accept your application.

If you are not currently working with children but have done so in the past it is important that you obtain a reference from the employer you were most recently employed by for working with children. Please provide contact details for this employer.

Employment references are not accepted from relatives or friends.

Positive about disabled people - Two Ticks Scheme

Our commitment to equal opportunities means that we guarantee to interview people with disabilities who fulfil the minimum job requirements. We ensure that appropriate support is provided where required.

Please complete the ‘Positive about disabled people – Two Tick Scheme’ section of the application form.

If you’re unable to complete the application form, you can provide your details in any alternative format. Please ensure that you respond to each of the areas covered on the application form. If you need help or equipment to apply or be interviewed for a post, please contact the Recruiting Manager or email recruitment@hants.gov.uk. We will make every effort to meet your particular requests.

Equalities monitoring

Hampshire County Council aims to effectively monitor the success of its equal opportunities policy and practice. Monitoring equal opportunities data within the selection process helps us to make sure it is fair and that any barriers for candidates can be removed.

Please ensure you complete the equal opportunities monitoring form with your application. This information will be used for monitoring purposes only and is not considered in any part of the selection process.

Under the terms of the Data Protection Act 1998 this information will be treated in a secure and confidential manner. Information recorded will be used in computerised records. For successful candidates, personal data will be stored securely in our computerised HR system.

Criminal records checking

Pre-employment checks are conducted under statutory requirements and organisational policies. These are made for certain positions involving working with vulnerable groups.

The information from these checks helps safeguard these groups. It is not used to discriminate against those with convictions for roles which are not related to working with vulnerable groups.

Having a criminal record will not automatically bar you from employment or voluntary work with us. The information that you provide will be risk assessed against the requirements of the role.

It is a criminal offence to apply for a position working with vulnerable groups if you are barred from doing so by the Disclosure and Barring Service. This applies to any paid or unpaid work that you carry out.

If the role gives you privileged access to vulnerable groups, it is an Exempted Occupation under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. This means that you must disclose spent and unspent convictions, including any driving offences, that are not “protected”. These terms are defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013).

Further information about protected convictions

If the role is subject to a criminal records checking process, we will apply for a criminal record disclosure. We will ask you to complete a criminal record application. Appointment to this post will be subject to a criminal records check deemed satisfactory by us.

If you have lived or worked outside of the UK, we may also ask you to secure criminal background checks from those countries.

Rehabilitation of offenders

The Rehabilitation of Offenders Act (ROA) aims to protect people who have been convicted of a criminal offence and who have not re-offended since. Under the Act, a person has a right to privacy and is not obliged to reveal a "spent" conviction for vacancies that do not demand it.

Positions that involve working with children and / or vulnerable adults are exempt / set apart from the Act. Applicants for these positions must detail all convictions (including driving offences), both spent and unspent, that are not “protected”. These terms are defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). The term "convictions" includes any cautions, warnings and reprimands.

Applying for casual roles

If you are applying to be a casual worker, we do not offer any guaranteed regularity of work or a certain number of hours in any week. You are also under no obligation to accept any work from us. The work you will carry out is on a casual basis, as and when it is available and required.

What happens after you have submitted your application

If your application is not successful we will contact you via email to let you know.

If you would like feedback on your application please contact the Recruiting Manager in the first instance.

If you are selected to attend an interview or an assessment day, we will notify you via email.  We will ask you to book your interview slot online via your registered account.