Stage 1 - How to apply
- Please submit a completed application form in response to a specific advertisement. Please note that we do not accept CVs as applications, although some applicants choose to send a copy of their CV along with their completed application form, which is acceptable.
- We do not invite speculative applications as we would expect candidates to demonstrate how they meet the specific requirements listed for a particular post.
- All our advertisements give a closing date for the receipt of applications. We do not accept applications received after the set closing, without prior agreement with the Human Resources Department.
Stage 2 - Application pack and completing the application form
The application pack contains the following:
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Job specification: The job specification contains details about the duties you will be expected to undertake in the role. It also identifies the criteria which are required to carry out the post you are applying for. The job specification is used when carrying out the short listing for the post.
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Application form: Provides us with all the information we need about your skills, qualifications, career history and reasons for applying.
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Equal opportunities form: This form will be separate from your application before consideration of candidates takes place and will not be available to those involved in the selection process.
Guidance notes for completing the application form:
All applicants should fill out each part of the form as fully as possible.
It is important that you address ALL the points on the job specification.
For each of the criteria identified in the job specification you need to explain how your knowledge, skills and experience meet the requirements of the post. This can be carried out by giving examples of these points in the 'Additional information' section; additional sheets can be attached if necessary.
Remember you can provide examples from outside the working environment if it is relevant.
The information contained in your application form is matched against the relevant criteria contained in the job specification. This process is called short listing. Please note we can only carry out short listing on what is clearly stated on the form, we cannot make any assumptions.
For address details, please see our Contact us section.
Alternatively email recruitment@ico.gsi.gov.uk
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Stage 3 - Short listing and invitation to interview
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Short listing: The application form will be assessed against the relevant criteria stated in the job specification. Where there are a lot of applicants who meet all of the essential criteria the desirable criteria will also be considered in deciding who will be invited to interview.
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Invitation to interview: If you are shortlisted the Human Resources department will contact you by letter or by telephone, normally at least one week prior to the interview date. You will be informed of any additional requirements at the time, e.g. typing test, presentation subject, written assessment etc.
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Security clearance at interview: The Information Commissioner is under a duty to protect the information and material he holds. This obligation extends to his employees and agents, therefore all applicants are required to provide proof of his identity and nationality at their interview. The appointment may be withdrawn if this is not produced. The Human Resources department will advise you on suitable forms of identification.
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Evidence of qualifications at interview: You will be required to bring to your interview evidence of any relevant qualifications and grades attained as indicated on your application. If you are unable to provide satisfactory evidence (either original certificates or written confirmation from The Assessments and Qualifications Alliance) the offer of appointment will be withdrawn.
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Special requirements: If you have been invited to be interviewed and have special requirements, please contact the Human Resources department beforehand to discuss.
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Medical health declaration forms: These will normally be enclosed with the interview invitation. Please complete and bring to the interview. The sealed envelope should be handed to the Human Resources representative at the interview. These forms are not part of the recruitment process and are only screened after an offer has been made. The forms of unsuccessful candidates will be destroyed.
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Stage 4 - Offer of employment
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Employment offer: The Human Resources department will send you a letter confirming the offer of employment, a copy of the employment contract and a criminal records declaration form. Any offer of employment will be made subject to satisfactory references, occupational health clearance and security clearance.
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References: All appointments are subject to the receipt of satisfactory references. Successful candidates who are offered an appointment will be required to provide two referees from a combination of employer, academic and personal referees and cover a period of one year. At least one should be from your recent employer. Personal referees should be of some standing and should not be related to the recruit or in any financial relationship with them.
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Occupational health clearance: When offered an appointment, the Human Resources department will, with your consent, check the medical declaration forms. If you do not give your consent we shall pass it onto our medical advisors for clearance.
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Security clearance: The Information Commissioner is under a duty to protect the information and material he holds. This obligation extends to his employees and agents. Therefore before any provisional offer of employment is confirmed, you will be asked to complete a criminal records declaration.
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Formal offer: Once references, occupational health and security have been validated, a formal offer of employment can be made. The Human Resources department will contact you to agree a start date, confirmed in writing.
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