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Applying for Aberdeen City Council job vacancies

Applicant guidance notes

Thank you for your interest in working with us.

The following guidance should help you to complete your application form as effectively as possible. It also explains how we recruit.

Please read these notes carefully, as well as the job description and person specification, before completing and submitting your application. Please note that applications will not be considered after the application deadline.

If you require assistance with the online application process or in translating these notes, please contact us on 01224 814924.

1. The application form

Use the form to demonstrate how you meet all of the job requirements

The criteria listed on the person specification shows the skills, competencies and any qualifications you will need for the job. The information you provide will be assessed against that criteria and used to decide who will be invited for interview. Please use the form to demonstrate how you meet all of the criteria for the post. You can do this by providing specific examples of your skills, competencies, knowledge and experience. Please be as concise as possible and do not overload the application with information.

Complete the form accurately and include all the information requested

For example, if the job requires you to be a member of a professional body, be registered with a recognised organisation or hold a practicing certificate, you must fully and accurately complete this section of the application form.

You should also provide details of all your work experience (including any voluntary work) and account for all time since you left school, college or university, explaining any gaps in your employment history and reasons for leaving employment. If you have just left, or about to leave, full-time education you should include any work experience you have gained to date (e.g. evening, weekend and holiday jobs).

You should also list all relevant training courses you have undertaken including practical, in-house, commercial and special training courses. You should include any apprenticeships, training schemes, evening classes and adult education.

Before submitting your completed application form, please check your form for errors or omissions

2. Convictions and disclosure

We are committed to providing equality of opportunity for applicants with previous convictions

Applicants with previous convictions will be assessed on their ability to perform the job. All applicants invited for interview are required to complete a Criminal Convictions Declaration Form. Any convictions listed will only be taken into account if they are relevant to the job.

We are committed to safer recruitment and selection practice to ensure that the people we recruit are suitable for jobs that involve working with vulnerable people

For this reason we have a number of safeguards and checks in place from the time an application is submitted through to the preferred candidate/appointment stage. This is explained further in this guide.

PVG Scheme Membership

For positions considered regulated work with children and/or protected adults, under the Protection of Vulnerable Groups (Scotland) Act 2007, preferred candidates will be required to join the PVG Scheme or undergo a PVG Scheme update check prior to a formal offer of employment being made.  All PVG Scheme costs will be met by Aberdeen City Council.

For further information on the PVG Scheme please visit the Disclosure Scotland website, email our HR Service Centre, or phone 01224 814545,

3. The interview

At least 7 days notice (usually by email) is given of the interview arrangements

In most cases, you will be able to select an interview date and time to suit your circumstances, from those pre-determined by the recruitment panel.

It will not normally be practicable to alter these interview arrangements unless there are exceptional circumstances (e.g. where the interview time is inconvenient for a candidate due to their religious beliefs). If you are no longer interested in attending the interview then please inform the recruiting service as soon as possible.

Applicants will be asked questions to gain evidence of their ability against each of the job competencies

4. Checking requirements

If invited for interview:

You will be required to produce evidence of any qualifications or diplomas claimed in your application

This also applies to membership of any professional bodies, statutory registration details and practicing certificates (or equivalent). You will also need to produce your driving licence where the person specification requires the job-holder to be able to drive.

You will need to provide proof of your right to work in the UK

Applicants must be either EU nationals or hold a current permit that will entitle them to work in the UK. When inviting people for interview, we will confirm the specific, original documentation that they will need to bring to the interview for checking and copying purposes. This applies to all external candidates.

If you have the legal right to work in the UK but there are conditions attached, for example start or finish dates, then please specify these conditions. If you do not currently have the right to work in the UK, then please state the type of work permit you require.

5. References

We take up references for shortlisted candidates usually prior to interview, but only with the applicant's consent

We appreciate that some candidates may prefer that we do not approach their referees unless they are to be offered the job. However, no job offer will be made, or contract issued, until we have received two satisfactory written references.

Your referees should be qualified to assess your capabilities against the job requirements

Your referees should therefore have supervised you and/or your work and include your current or most recent line manager. You may be asked to confirm at interview the relationship between you and your referees. If the job you are applying for involves working in a social care and social work setting, and you are not currently working with vulnerable people but have done so in the past, one of your referees should be from the employer where you most recently worked with vulnerable people. References will not be accepted from relatives or from people writing solely in the capacity of a friend.

If this is your first appointment, you should give the names of responsible people who know you well but who are not relatives (for example, your Head Teacher, Lecturer or similar).

6. Diversity & Equality

We are fully committed to providing equal opportunities in employment and value the differences that a diverse workforce brings to our organisation. For example:

  • we have no age limit on recruitment
  • we guarantee to interview disabled job applicants who meet all of the essential criteria listed in the person specification for the job applied for
  • we will make reasonable adjustments that may be required for candidates with a disability
  • we offer assistance if someone's disability makes it difficult for them to complete the application form

Job descriptions and person specifications are limited to those requirements that are necessary for the effective performance of the job

Applicants will be assessed objectively against the job requirements

We will ensure that merit, competence and potential are the basis for all recruitment decisions

All applicants are required to complete a Diversity & Equalities Monitoring Form.

This allows us to monitor and analyse applicant data and recruitment decisions and will take any appropriate action to address any problems identified from this analysis.

Diversity and Equality information will be used for monitoring purposes only. It will not be made available to the selection panel and as such will not affect the decision of who is selected for interview or who is the successful candidate. Only your completed application form will be made available to the selection panel for consideration.

7. Recruitment questionnaire survey

We constantly review our recruitment procedures so that we can make any necessary improvements

To help us improve, we ask a random sample of job applicants to complete a short questionnaire giving their views on our recruitment and selection process. Should you receive such a questionnaire, your co-operation will be greatly appreciated.

8. Complaints

Complaints of unfair treatment will be investigated thoroughly and a statement of the outcome of the investigation will be made available to the complainant

If you believe you have been unfairly treated or discriminated against, then you should lodge a complaint in writing to the Director of the Service within which the vacancy exists.

9. Pension

You will have access to one of the best Final Salary Pension Schemes in the UK

The Local Government Pension Scheme (LGPS) (for non-teaching staff) and the Teachers Superannuation Scheme are statutory, funded pension schemes. As a member, you pay lower National Insurance contributions than an employee of a contracted-in scheme, and you receive tax relief on your contributions. Your benefits are defined and guaranteed in law. To find out more, visit www.nespf.org.uk or if you are applying for a teaching vacancy, visit www.sppa.gov.uk

For more general information about the Council, please visit our website at www.aberdeencity.gov.uk. Here, you can find out more information about our vision and values and a comprehensive guide to our services.

Thank you once again for your interest and I wish you well with your application

Ewan Sutherland - Head of Human Resources and Organisational Development

Contacts

  • Human Resources Service Centre
    Applying for Council job vacancies
    3rd Floor
    AECC Balgownie 1
    Conference Way
    Bridge of Don
    Aberdeen
    AB23 8AQ
    Phone: 01224 814924
    Email: askHR@aberdeencity.gov.uk

Frequently Asked Questions