Safer Recruitment Policy & Guidance April 2024 ( Updated September 2024)

Application form

The Council requires job applicants to complete a standard application form via its online recruitment process. Curriculum vitae will not be accepted. This provides a consistent basis from which to shortlist and make recruitment decisions. Adjustments to this process may be allowed in certain circumstances e.g. where the applicant requires an alternative format due to disability. 

In the case of job roles working with children or adults at risk, there is a risk that a CV will only contain the information an applicant wishes to present and may omit relevant information.

The application form should obtain the following information: 

• Identifying details of the applicant including current and former names, current address and National Insurance Number; 
• N.B. To comply with the Equality Act 2010, date of birth is not included on the main application form, but is included in the diversity monitoring form, which can be retained by HR/Personnel and not made available to those involved in the short-listing process; 
• Academic and/ or vocational qualifications with details of awarding body and date of award; 
• A full history in chronological order since leaving secondary education, including periods of any post-secondary education/training and part-time and voluntary work as well as full time employment, with start dates, explanations for periods not in employment or education/training and reasons for leaving employment; 
• Details of referees, one of which should be the applicant's current or most recent employer/line manager. References will not be accepted from relatives or friends. 
• Where an applicant is not currently working with children or adults at risk, but has done so in the past, it is important that a reference is also obtained from that person / organisation and reason for leaving in addition to the current or most recent employer; 
• A statement of the skills and abilities, and competencies/experience that the applicant believes are relevant to their suitability for the post and how they meet the job profile; 
• Information will be requested about any previous - including spent - convictions, cautions, reprimands, warnings or bind-overs.