Applying for jobs with Wiltshire Council couldn't be easier!
If there are no relevant roles for you at the moment drop us an email on recruitment@wiltshire.gov.uk and we can set up a job alert for you.
If you’re interested in volunteering, explore our opportunities.
If you do not have access to a computer or smartphone, you can access one at any of Wiltshire Council's libraries, or alternatively, please contact our recruitment team on 01225 718 040 or recruitment@wiltshire.gov.uk
You need to quote the job title or reference number. We’ll then send you a paper application form to complete. Large print application forms are also available on request.
Our recruitment process is designed to be both fair and effective:
Our EPIC Values
You are aware of your impact on others and your use of resources. You value openness and listen carefully to understand the views of others. You promote the values of diversity and actively work to minimise any harm caused to our climate and surroundings.
This enables you to demonstrate your skills and show that you can carry out the duties of the post.
This is often used to select candidates for a face-to-face interview. Phone interviews enable you to demonstrate your customer service skills. Sometimes we use scenario based questions, to show how you cope in certain situations.
This involves scenario testing based on the type of work situations you may encounter. An assessment centre may incorporate tests or interviews to see how you apply your knowledge and skills.
This is your opportunity to promote your knowledge and ability by answering set questions from at least two Wiltshire Council employees. You may also be asked to give a presentation to further support your application. Sometimes a second interview may be required.
To prepare for the interview, re-read the job description and person specification, view the content on our careers site and our main website, check out our careers blog – and do some research of your own. It’s also a good idea to read our values and behaviours framework – around half of the questions will refer to it. You’ll need to bring proof of your identity and right to live and work in the UK to the interview.
This enables you to demonstrate your skills and show that you can carry out the duties of the post.
This is often used to select candidates for a face-to-face interview. Phone interviews enable you to demonstrate your customer service skills. Sometimes we use scenario based questions, to show how you cope in certain situations.
This involves scenario testing based on the type of work situations you may encounter. An assessment centre may incorporate tests or interviews to see how you apply your knowledge and skills.
This is your opportunity to promote your knowledge and ability by answering set questions from at least two Wiltshire Council employees. You may also be asked to give a presentation to further support your application. Sometimes a second interview may be required.
To prepare for the interview, re-read the job description and person specification, view the content on our careers site and our main website, check out our careers blog – and do some research of your own. It’s also a good idea to read our values and behaviours framework – around half of the questions will refer to it. You’ll need to bring proof of your identity and right to live and work in the UK to the interview.
Wiltshire Council now accepts CV's and a covering letter as an alternative of having to complete an application form. In order to do this, you must ensure that your CV meets the criteria.
Making the most of your application
If the job you apply for would involve substantial access to vulnerable people, or personal confidential information about them, you must agree to a disclosure notification being sought from the disclosure and barring service. This requirement will be made clear in the job advertisement and in the role description.
The DBS check includes a search of the police national computer and the databases held by the Department of Health and the Department for Education and Skills. It will include all criminal convictions, cautions, warnings and reprimands and you’re required to declare these if the relevant posts are exempt from the Rehabilitation of Offenders Act 1974.
The disclosure of a criminal conviction will not necessarily exclude you from appointment. There are many offences which may not disqualify you, for example less serious offences, or those committed some time ago, when you were a juvenile, or under extenuating circumstances and where there have been no further offences. However, if you fail to declare any conviction, this may disqualify you from appointment, or result in dismissal if information subsequently comes to light.
If you’d like to discuss whether a conviction would be likely to exclude you from being considered for a post, please contact the Recruitment Team on 01225 718040. They will be happy to give you confidential advice.
Wiltshire Council is committed to safeguarding and promoting the welfare of children and young people. We expect all our employees and volunteers to share this commitment.
Commitment to disabled people - Disabled applicants can face additional challenges to gaining employment and we
are committed to promoting employment opportunities for people with
disabilities.
Guaranteed interview scheme: As part of our ‘Disability Confident’ employer status and our commitment to encourage positive action, we offer an interview to disabled people who meet the minimum criteria for the job.
By offering an interview to an applicant who declares they have a disability this does not mean that all disabled people are entitled to an interview. They must meet the minimum criteria (sometimes shown as “desirable skills”) for a job as defined by the employer.
It is important to note that there may be occasions where it’s not practicable or appropriate to interview all disabled people who meet the minimum criteria for the job. In certain recruitment situations such as where there is a high number of applications, the council may have to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances the council may select the disabled candidates who best meet the minimum criteria for the job rather than all of those that meet the minimum criteria, as they would do for non-disabled applicants.
Support and assistance: We also aim to ensure that our recruitment process is flexible and supportive to individual needs so please ask our recruitment team, telephone: 01225 718040 or email recruitment@wiltshire.gov.uk if you need any assistance in completing the application form or if you need information in an alternative format. The text phone number for deaf and hard of hearing applicants is 01225 712500.
Reasonable adjustments: If you are invited for interview, you should let the recruiting manager know if you need any assistance or reasonable adjustments in order to be able to attend and wherever possible we will make the necessary
arrangements. Examples could include:
Before any interview we will let you know:
This will give you a chance to contact us to discuss any adjustments or assistance.
Definition of disability: Under the Equality Act 2010 a person has a disability if she/he has a physical or mental impairment which has a substantial and long term
adverse effect on his/her ability to carry out normal day to-day
activities.
Impairment: A disability can arise from a wide range of impairments including: mental illness, learning disabilities, deaf and hard of hearing, sight impairments, diabetes, dyslexia, heart conditions, etc.
Substantial: This is something more than minor or trivial and beyond normal differences in ability which may exist among people.
Long-term adverse effect:
The effect must be a detrimental one and is long-term if it has lasted or is likely to last for at least 12 months or for the rest of a person’s life. If the effect is likely to recur beyond 12 months it is treated as long term.
Normal day-to-day activities: These are activities carried out by most people on a fairly regular and frequent basis. They do not include specialised activities which are normal only for a particular person or a group of people.
Progressive conditions: This applies to conditions which will increase in severity overtime and are medically diagnosed as likely to have a substantial adverse effect on the ability to carry our normal day-to-day activities before they actually have this effect. Examples include muscular dystrophy, systemic lypus erythematosis (SLE), various types of dementia and motor neurone disease. A person who has cancer, HIV infection or multiple sclerosis (MS) will automatically be considered disabled under the Act. Those officially certified as blind or sight impaired by a consultant
ophthalmologist may also automatically be covered.
Under The Asylum and Immigration Act 1996 we must check all potential employees before they start work to ensure only those able to work legally in the UK are offered employment.
If you’re short listed for interview, you must bring original documents (not copies) with you that enable us to complete these checks. Your invitation to interview letter will detail which documents to bring.
If you’re from overseas and already working in the UK on a relevant visa, we’ll still need to apply to the Home Office for you to change roles or employers. This also applies if you currently work for Wiltshire Council. For certain EU countries (e.g. Croatia), you may also still need a work permit or a registration certificate to work in the UK.
