How to apply

All our roles require a supporting personal statement. This is the most important part of your application where you can show your personal skills, experience and achievements. Please describe how you can demonstrate that you meet all the essential requirements for the role within the Person Specification.

Some roles may need a CV. Your CV should include details of previous roles held and responsibilities as well as previous skills and experience.

Recruiting managers will evaluate candidates based on the knowledge, skills, and experience described in both the CV and personal statement, comparing them to the Person Specification.

Tips for a great personal statement

• Understand the role - Read the job advert, Job Description and Person Specification carefully to know the skills and experience we need.
• Be specific - Tell us about the skills and experience you have that are relevant to the job. Use examples to show why you're a good fit for this role. We want to know what you can do, the skills you have, and any life experiences or passions that match the job requirements. Describe the situation, the skills you used, and the outcome.
• Match your experience - Give real-life examples of how your past jobs, volunteering, education, or life experiences meet the skills we need.
• Show your strengths - Highlight what makes you stand out.

Our stance on AI usage

We request that you do not use AI tools to complete this section, except where these tools are used as assistive technology if you have a disability. This will help us maintain a fair and inclusive recruitment process, ensuring that all candidates have an equal opportunity. We value authenticity and want to ensure that all applications reflect the true knowledge, skills, behaviours and experiences of the candidates. This personal statement section is your opportunity to show us why you should be shortlisted for the role, and we want to hear in your own words why you're going to be the best candidate.

Equality monitoring questions

Our application forms have some equality monitoring questions. We ask these questions so we can look at the demographic of candidates we are attracting and recruiting to our roles. This helps us understand whether we are reaching a diverse candidate pool, reflective of the communities we serve. We’d really appreciate if you would answer these questions and your answers will not be seen by the recruiting manager. This information is for monitoring purposes only. All information will be treated as confidential and will not be used when short-listing or deciding on whether an applicant is suitable for a role.

We want everyone to have a fair chance. We are committed to creating an inclusive recruitment process for all candidates. If you have any additional special needs or a disability and you would require any adjustments/extra support during the application process or you find our online form difficult, please email us at recruitment@stoke.gov.uk to discuss your needs. If you are successfully shortlisted for a role, you will be asked to let us know what adjustments or extra support you need to support you during the application or to attend the interview.

Examples of reasonable adjustments available include:

• Changing the location of interview or assessment, either room or venue, to somewhere more accessible, for example with a lift or accessible toilets.
• Provision of BSL sign language.
• Allowing a support worker to accompany and assist candidate in interview or assessment.
• Adapting tests or selection exercises, for example, by granting some additional time for completion.
• Providing a copy of the interview questions in advance, for example for candidates who may not have the ability to react quickly under pressure, but who may be able to demonstrate the skills, knowledge and behaviours required for the role.
• Allowing candidates to take notes during an interview.
• Allowing candidates to bring notes into the interview with them, such as their application, CV or covering letter.

This list is not exhaustive, and you may need none, one or a mix of reasonable adjustments.

As part of our commitment to inclusion, we guarantee the next stage of assessment/interview for specific groups of people.

To qualify, you'll need to meet the minimum shortlisting criteria for the role within the Person Specification and identify with one of the below categories applies:

• Members of the Armed Forces and veterans
• Care Leavers
•  If you consider yourself to have a disability

Once we receive your application, the panel will begin the process of reviewing and shortlisting candidates.

Here’s an overview of what will follow:

• Application review - The recruiting manager will select suitable individuals to form a shortlisting and interview panel. The panel will review all applications submitted for the job role.
• Score - All applications, including those for guaranteed assessment, will be scored based on the knowledge, skills, and experience detailed in the application. These will be compared to the requirements outlined in the Person Specification.
• Shortlist - The recruiting manager will create a shortlist of candidates to invite to the interview or assessment stage.
• Inform - The recruitment team will notify you about the outcome of your application. Your email address you provided in your application will be the way we let you know.

Due to the high numbers of applications we receive, feedback may only be given after an interview or assessment.

If you are unsuccessful this time, we encourage you to keep applying for jobs with the council.

How to prepare

If you are invited to an interview or assessment, we have some handy tips to support you in the next stage.

You might be asked to do one or more assessments, like an interview, a task, or a presentation. These can happen in person, online, or over the phone and usually last about 45 minutes to an hour. We'll inform you in advance.

•  Learn About Us - Read the Our City, Our Wellbeing on the Stoke-on-Trent City Council website to understand our goals and priorities.
• Review the Role - Look at the job description and person specification again and think about the skills and behaviours we are looking for. Prepare examples of when you've demonstrated these.
• Adjustments or extra support - If you need adjustments or extra support during the interview please email us at recruitment@stoke.gov.uk to discuss your needs. Let us know what adjustments or extra support you need at your interview.
• Practise, practise, practise – It’s always good to try and predict some of the questions you may get asked and prepare some answers. Try popping these down as bullet point prompts and practise answering some standard interview questions. Also, if you need to have specific technical knowledge, make sure your up to date with your knowledge. A great model for answering interview questions is the STAR model.
• Ask Questions - Interviews are also for you to see if we're a good fit for you. If there is anything you would like to ask about the job or the team or the organisation, this is your chance, so have some questions ready for us at the end.

Top tips for interviews and assessments

•  Visit the Right Place - Make sure you know the interview location in advance
• Bring ID - Remember to bring any ID you've been asked to provide.
• Register at Reception - Check in at reception so the team can inform the interviewer of your arrival.
• Prepare Yourself - You can bring your own questions, a notepad, and a pen.
• In the Interview - There will usually be 2 or 3 interviewers. Feel free to inform the interviewers of anything that will help you to be at your best. Take your time to collect your thoughts, ask for questions to be repeated if needed.
• Try and relax - We understand that interviews can be difficult, but we want you to be at your best. The interviewers' role is to help you showcase your skills, not to trip you up.
• Adjustments or extra support - If you need adjustments or extra support during the interview please let the panel know what will support your needs during the interview. 

Tips for video interviews

Whether you are an expert at video interviews or have never experienced one before, we want you to feel comfortable and confident. Here are some top tips to help you prepare:

• Check your technology - Make sure you have a device with a camera, microphone, and internet connection.
• Microsoft Teams - We use Microsoft Teams for video interviews. You can join via your browser or download the app. Online guides are available if you need help.
• Calendar Invite - You'll get an email with the interview date, time, and a Teams meeting link. Click the link at the scheduled time to join.
• Test Your Setup - Before the interview, test your device to ensure the camera and microphone work well and your internet connection is stable.
• Power Supply - Ensure your device is charged or plugged in. Turn everything on at least 30 minutes before the interview to test it.
• Choose a Suitable Location where there will be no distractions for you during the interview.
• Ask for questions to be repeated if needed or they can be added to the Teams chat.

Accepting Your Conditional Offer - You'll get an email with a link to view your offer details. Review the offer and accept or decline it.

Pre-Employment Checks - All new external hires need to provide/complete:

• Legal Right to Work documents
• Two References, one from your current and most recent employer and covering the last 3 years if possible. If not, additional references may be requested.
• Onboarding form to include personal details.
• Medical clearance
• DBS / BPSS check if applicable
• Evidence of Qualifications
• Any other role-specific checks listed in your conditional offer.

The Talent and Recruitment Team will confirm with the recruiting manager once all checks are done.

We can't set a start date until all checks are complete.

Only hand in your notice at your current job once we confirm all checks are done.

The recruiting manager will contact you to set a start date.