Applying for jobs with us
Whether or not you are shortlisted for an interview is based on the information you provide in your application form.
- Applications should be completed via our online application method. Once you have created an account, the system will save your details for a quicker application next time.
- Complete all parts of the form, if a section does not apply the please write N/A (not applicable) in the space provided.
- CVs alone are not acceptable but can be submitted along with an application form by emailing email@example.com.
- Remember to complete your equal opportunities monitoring form, these details are completely confidential and simply assist us to comply with our obligation to provide anonymised Equalities reports.
- Look carefully at the job description, person specification form and the advert, this will give you an insight into the role you are applying for.
- Ask yourself why are you interested in the job and what skills and experience can you bring to the role.
- Make sure you submit your application in time.
- Complete the form in a professional, well organised and positive manner.
If you have a disability and require an alternative format to enable you to apply for a vacancy please contact Human Resources on 01824 706200 or firstname.lastname@example.org.
You should receive an automated message confirming receipt of your application form once you have submitted this. If you do not receive this message, please contact Human Resources as we may not have received your application. Please check your spam inbox before calling.
All correspondence will be sent to the email address you have created your account with, including invitations to interview and employment contract details.
You can read our guidance leaflet for advice on completing the sections in the application form.
Guide: Completing a job application form (PDF, 170KB)
Denbighshire County Council will undertake certain pre-employment checks of all candidates and new starters to the organisation as part of our Safer Recruitment process.
One of our priorities is to ensure that all our staff and volunteers maintain appropriate and professional boundaries during the course of their duties. If you are invited for an interview, we will assess issues in relation to safeguarding and promoting the welfare of children / young people / vulnerable adults.
Find out more about safeguarding
The Disclosure and Barring Service (DBS)
The Disclosure and Barring Service (DBS) searches police records as well as barred list information, and then issue a DBS certificate to the applicant to help make a decision on recruitment. If a role requires a DBS check, this will be set out on the advert and job description as well as the type/level of check it requires.
There are 4 types of checks the DBS can carry out:
- basic check, which shows unspent convictions and conditional cautions (to find out if a conviction is unspent visit www.disclosurecalculator.org.uk (external website))
- standard check, which shows spent and unspent convictions, cautions, reprimands and final warnings
- enhanced check, which shows the same as a standard check plus any information held by local police that’s considered relevant to the role
- enhanced check with a check of the barred lists, which shows the same as an enhanced check plus whether the applicant is on the adults’ barred list, children’s barred list or both
Where a role requires the employee to work with children/young people/vulnerable adults, an enhanced DBS check will be carried out and offers of employment will be subject to evidence of a satisfactory DBS certificate. If the role you are applying for requires an enhanced DBS you will be required to disclose all previous criminal convictions, cautions, reprimands, warnings and bindovers, including where these are ‘spent’.
Find out more about the DBS (external website)
Right to work in the UK
The Immigration, Asylum and Nationality Act, 1996 makes it a criminal offence for an employer to employ those who do not have permission to live or work in the UK.
We are required to make basic document checks on every person we intend to employ and applicants will be asked to produce the required documents at the interview stage. If the successful applicant has a time limit on their stay in the UK, repeat checks will be carried out on their documents at least once a year. Any offer of employment is subject to evidence that the applicant has permission to work in the UK.
Right to work in the UK: Required documents (PDF, 85KB)
All offers of employment are subject to receiving satisfactory references from previous employers. We will seek references from successful applicants last two employers, to cover a three year period, whichever is more. For posts that involve working with children and / or vulnerable adults and the applicant has worked in these sectors previously, then one reference must be related to the work they carried out with children and / or vulnerable adults. For roles working with social care clients, additional references will be sought.
Recruitment and selection policy (PDF, 1.16MB)
Many of our roles require candidates to possess certain qualifications. Where the vacancy pack sets our essential qualifications, the original certificates must be presented to the recruiting manager at the interview. We recognise there alternative routes to obtaining various qualifications.
Find out more about equivalent qualifications (external website)
Support and advice for job seekers
There are a number of organisations that offer support and advice to help get people back into work or develop their career.
Working Denbighshire provides a range of support to those at risk of poverty, and would like advice and assistance with either finding employment, or progressing their careers.
Find out more about how Working Denbighshire can help you.
Careers Wales provides advice, guidance, training and support to help you start or develop your career.
Visit careerswales.gov.wakes (external website)