Recruitment FAQs

Yes. When you sign up to receive Job Alerts we will notify you of new vacancies that meet your search criteria via email.

If you have joined our Talent Network, you may also be notified directly by one of our team about  specific vacancies.

Yes absolutely we are always keen to hear from people who are interested in joining us.

You can submit your CV to us via the Search Jobs tab on this site. 

Yes. Setting up an account is simple and the good news is that all of our on-line application forms are mobile device and tablet friendly giving you the flexibility you need.

We want you to have peace of mind, that your application has arrived safely with us which is why you will receive an automatic email acknowledgement once your on-line application form or CV has been successfully submitted.  

Having an on-line account gives you the flexibility to save as you go, and return to complete application at a later time to complete. 

Top Tip: Always ensure applications are submitted by the advert deadlines to avoid disappointment!

Your online account gives you the flexibility to track your applications on your own time, view updates and receive email communications.

Safer recruitment is a set of practices in place which help to make sure our staff and volunteers are suitable to work in areas with children, young people, families and vulnerable adults.

That is why some of our roles require you to provide full employment history to help us understand your previous experience and discuss any gaps in employment with you.

If you are asked to provide full employment information including information on any gaps, we will need this to be able to progress your application through the recruitment process. 

Yes, all applicants who have successfully submitted an on-line application will be informed of the outcome of their application via email and once this has been reviewed by the relevant hiring manager if you have not been shortlisted.

The supporting statement is an important part of the selection process and is your opportunity to clearly demonstrate how you meet the criteria for the role. Remember, you can include any current or previous paid, unpaid, or voluntary work, or work at home, qualifications, interests, and training to tell us how you think you meet the criteria specified with your Supporting Statement. 

We aim to foster an inclusive experience for our applicants and the Supporting Statement provides an opportunity for individuals to demonstrate how they might meet the criteria for the role by telling us about transferable skills and values not just experience.

All criteria for the role is set out in the  Person Specification Document which is included with the Advert and Job Description.

The Person Specification sets out the person criteria for the role. You should demonstrate how you meet each and all criteria to be considered for selection with your application or CV and supporting statement.

You will receive an email letting you know if your application has been successful or not, once your submission has been reviewed by the relevant hiring mangers. Internal guidance is in place to facilitate timely feedback once the shortlisting stage has been completed.

If you have been shortlisted for the next stage of the process, we will send you full invite details with your feedback. 

If you need to send us a paper based application please contact the relevant Hiring Manager in the first instance, whose details will be included with the advert or alternatively you can contact us at recruitment@sthelens.gov.uk 

If you find completing online applications a challenge you can click on the Accessibility Toolbar button at the top of this page which provides technical compatibility for assistive technology as well as a range of other features such as adjust the font size, screen contrast, read the page aloud, and translation of content into another language.

If you are submitting a paper based application form and do not have an on-line account it is not possible to send you an auto generated receipt acknowledgment. We will contact you within 14 days of the advert deadline if your application has been shortlisted.

Absolutely, Your time away from work is meaningful and helped shape who you are today. 

We aim to foster an inclusive experience for our applicants allowing for individuals to demonstrate how they might meet the criteria for the role by telling us about transferable skills, home working, unpaid work, education, volunteering, interests and values not just experience. Don't underestimate the value of roles you held during your time away.

Take a look at the guidance on what to include with your supporting statement on this site to support you with your application.

Yes.  Some of our roles don’t require specific experience, as our training will equip you with the skills to get started. What’s matters is that you would like to make a difference and demonstrate commitment to our vision and values. 

To foster an inclusive experience for our applicants you can also tell us how you might meet the criteria for the role by demonstrating transferable skills, home working, unpaid work, education, volunteering, interests and values not just experience.

You can include any volunteer activities, relevant courses you’ve taken and any technical skills you’ve acquired!

Take a look at the guidance on what to include with your supporting statement on this site to support you with your application.

Selection processes vary according to a number of factors including role type and how many stages are involved in selection.

We value your time and aim to make informed decisions using the right levels of selection.

Once you have received a verbal offer of employment you will be invited to join our on-boarding hub via your on-line account.

• If you originally completed a short application form or submitted a CV you may be asked to complete a 2nd stage application form if for example we need you to provide information on your referees or DBS (Disclosure Barring Service). 

• In your on-boarding account you will be able to review and sign your new employment contract and supporting documents.

• All offers of employment are conditional subject to satisfactory relevant pre-employment checks and the on-boarding hub allows you to provide the required information to enable our teams to get you started in your new role! 

• You will be sent a link to the on-line welcome hub once your on-boarding is completed and your start date agreed. The platform offers a fantastic hub of information getting you introduced to your service, colleagues and induction information plus much more including everything you need for your first day! 

We understand this can be disappointing but we would always encourage you to continue to check our current vacancy list or follow us on social media for any other potential future roles you may wish to apply for. 

Although you may not have been successful this time, the hirers may wish to retain your details for other suitable or potential future roles. If this happens, you will be contacted to ask if you would like your details to be added to our talent network.

You can also sign up through your account to receive Job Alerts about new vacancies that meet your search criteria.

You can also search roles at the Combined Authority of the Liverpool City Region which includes six local councils  - Halton, Knowsley, Liverpool, Sefton, St Helens and Wirral https://www.liverpoolcityregionjobs.co.uk/

With so many exciting and varied roles to fill, councils are passionate about attracting candidates who can bring a diverse range of skills, backgrounds, and experiences making a real difference within the community and supporting the delivery of vital services. 

If you would like to request specific feedback about the outcome of your interview this should be arranged and completed by the hiring manager. In the first instance, if you have the hirers details you can contact them directly for feedback otherwise you should email us at recruitment@sthelens.gov.uk and a member of the People Management Team will arrange for the hirer to contact you.

The Immigration, Asylum and Nationality Act 2006 requires an employer to make thorough checks prior to employment to ensure that prospective employees are entitled to work in the United Kingdom. You will be required to produce documentary evidence of your right to remain and take up employment in the UK. Further guidance will be provided should you be successful in appointment.

We employ a number of individuals on both defined and undefined sponsorships. All applications received for our vacancies are subject to our shortlisting process where decisions will be made based on relevance to the person specification followed by a selection process. If a successful candidate requires sponsorship and all sponsorship criteria is met, this is no barrier to recruitment.

As a major employer and provider of services, St. Helens Council aims to provide equality of opportunity for employees and users of its services.

The Council’s policy is to ensure that no job applicant, employee or service user receives less favourable treatment on the grounds of gender, race including colour, nationality, ethnic or national origin, sex, marital status, sexual orientation, age, being pregnant or having a child, being or becoming a transsexual person, religion, belief or lack of religion/belief or disability.  

The full policy can be found here https://www.sthelens.gov.uk/equality

St Helens Borough Council is a Disability Confident Leader. The Council is committed to recruiting and retaining disabled people. 

Any applicant with a declared disability, who meets the essential criteria outlined in the person specification, will be guaranteed an interview. Reasonable adjustments to the recruitment process will be made where necessary to ensure that no applicant is disadvantaged because of their disability. In practical terms, this means that consideration will be given by recruiting managers to the accessibility of venues, appropriate methods of assessment, and accessibility of information throughout the process and they will make reasonable adjustments to accommodate people with disabilities wherever required and possible.

You can tell us about any reasonable adjustments you require on your application form or by emailing recruitment@shelens.gov.uk 

Yes, you can complete the relevant questions with your application form and relevant pre-employment checks are undertaken for successful candidates. 

For employees who are joining the Council and moving to St Helens it is possible to be recompensed for some of the expenses.  Further information on the policy for this can be provided on request. 

The primary purpose of Disclosure is to facilitate safe recruitment decisions. It will help prevent unsuitable people having access to jobs and positions that provide opportunity to harm children and vulnerable adults. It will provide information to help recruiters make more informed decisions about the suitability of those seeking to work in positions of trust. 

If you are successful in your application for a post requiring Disclosure, you will be required to authorise the Authority to apply for disclosure of information from the Disclosure & Barring Service (DBS). All guidance and information on what documents we require to process your check will be included with your appointment and on-boarding pack.

Anyone applying for a post where Disclosure applies is required to disclose the details of all convictions, cautions, reprimands or final warnings that are not ‘protected’ as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013).  

We aim to provide all the information you need about the recruitment process on this site.

If you have a specific role enquiry that is not covered on our careers pages, you should contact the relevant hiring manager.