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Jobs and training

Selection process

  • Selection process

    Following the completion of an application form we use a range of selection processes to select the most appropriate candidate for a job. 

  • Panel shortlist

    After the closing date for application forms, a shortlisting panel will review the information you have supplied in your application form with the job criteria in the employee specification.

    If your application form demonstrates you meet the criteria, you will be invited to the next stage of the selection process. If you are not short-listed, you will receive written confirmation of this.

  • Testing and assessment

    Some jobs will involve an assessment centre which usually involves a variety of activities designed to assess your suitability for the role.   It can include exercises such as presentation, written briefings, or scenario role-plays.  

    If the panel shortlists your application, you may be invited to take part in a skills test or an assessment centre. The purpose of this process is to assess certain competencies which are required for the job. 

    We sometimes use ability tests, such as numerical and verbal reasoning tests, or practical tests in order to further shortlist applicant numbers for interview.  

    The dates of any assessment or testing arrangements will usually be detailed in the terms of application for each job.

    If you can demonstrate you have the relevant competencies, you will be invited to the next stage of the selection process. 

    If you have a disability and you are invited to a testing or assessment centre, we can make reasonable adjustments for you  Please contact us on our helpline 028 9027 0640, upon receipt of your invite to the test or assessment centre, to discuss any reasonable adjustments you require.

  • Interview

    Following the panel shortlist or testing and assessment process, you may be invited to attend a structured interview for the job. The interview dates will be advertised in the terms and conditions, please ensure you are available on these dates. This panel interview will usually involve three council officers. 

    In the case of Head of Service and Director posts, the panel will usually be made up of councillors.

    All candidates will be asked the same set of core interview questions relevant to the role. You may be asked some questions based on the job description and special skills and attributes detailed in the employee specification for the post.

    For some roles, you may be required to deliver a presentation or prepare a written or oral briefing. You may be given the topic in advance and asked to deliver it on the day; or you may be advised of the topic on the day and given time to prepare for it in advance of presenting it to the interview panel. The format will be confirmed in your invite letter. 

    If you cannot attend the interview please contact us 028 9027 0640. We are under no obligation to reschedule your interview if you cannot attend. You will be informed of the outcome of your interview in writing.

  • Appointment process

    If you are successful at interview you will be recommended for appointment.  At this stage you will be required to complete pre-employment checks.  The offer is conditional on the provision that the pre-employment checks are all completed and satisfactory.  

    Please see below list of pre-employment checks: 

    Pre-employment check  Description
    Birth certificate Provide original proof of full birth certificate.
    National insurance number Provide evidence of your national insurance number, for example, NI card, payslip etc.
    Right to work in the UK You will be required to provide evidence of your entitlement to work in the United Kingdom such as your national insurance number.
    Proof of qualifications, memberships and licences You must provide official original proof that you possess, as at the closing date for receipt of applications, all qualifications, membership of any relevant professional bodies or driving or security licences which you relied on to support your application form.
    Pre-employment health check You will be required to complete a confidential health questionnaire through our occupational health service provider.
    References Some jobs will require satisfactory references as part of the pre-employment checks. If required, you should check with your referees that they are happy to be nominated and to be contacted (we will ask for your permission prior to contacting referees). We ask for two work-related references; however, if this is not possible we will accept one work-related reference and one personal reference. One of your referees must be your current or previous employer (if you have had any), and both people should be able to comment on your ability to carry out the particular tasks of the job. These people must not be related to you. Please ensure that you provide a contact telephone number and an email address for each referee.
    Criminal conviction vetting: 

    We actively promote equality of opportunity and welcome applications from all candidates, including those with criminal records. We select candidates for interview based on their skills, qualifications and experience. In line with the legislation, we may carry out a criminal conviction check if this is a requirement of the post. We will only ask for this information and carry out checks, as part of the pre-employment process, if you have been recommended for appointment. Therefore, the short-listing and interview panel will not have access to this information.

    All information received will be treated in the strictest confidence and should you require any guidance at this stage, please contact the NI Association for the Care and Resettlement of Offenders (NIACRO)’s Employment Advice Line on 028 9032 0157 who will be able to answer your questions in confidence.
    Relationship to councillors or council officers We are required to ask you about any relationships you have with councillors (elected members) or council officers.  You will be asked to complete a form declaring any relevant relationships.
  • Offer of employment

    It is important for you to take any action which can speed up the recruitment process and ensure all clearances are secured as quickly as possible.  

    Once all pre-employment checks are complete, you will be contacted to agree a start date, this will be confirmed in writing.  This letter will confirm all the details you need before you start work such as where you report to, what time etc. Please ensure that you return your acceptance form as soon as possible in order to not unduly delay your appointment or payment of salary. 

  • Starting work

    The offer of employment letter will tell you who and where you should report to on your first day. This will normally be your line manager, who will welcome you and introduce you to your new  colleagues and team and will give you a tour of your new workplace. They will discuss the induction programme with you, which will help you learn about your new job, about Belfast City Council, what we do and our aims and objectives as an organisation.

  • Reserve list

    Following interview, you may be placed on a reserve list of applicants deemed suitable for appointment should another vacancy arise within a specified timescale (this will be detailed in the job documentation). If a vacancy arises in that time, with the same job description, employee specification and salary scale, it may be offered, in order of merit, to applicants on the reserve list, with no need for a further interview.

Contact us

For more information and advice, get in touch.

jobs@belfastcity.gov.uk

028 9027 0640

Human Resources, 9 Adelaide, 9-21 Adelaide Street, Belfast, BT2 8DJ

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