Frequently Asked Questions

Yes. Sign up to receive Job Alerts to be notified first about new vacancies.

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

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 understand that job seeking is time consuming which is why we have designed our application forms with you in mind. We aim to limit questions only to collect necessary information.

You will receive an automatic email acknowledgement once your on-line application has been submitted.  

Yes you have the option in your on-line account to save any unfinished applications and return later. 

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

You can view the progress of applications via your on-line account.

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 will receive an application update regardless of outcome. 

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.

Further guidance on completing your Supporting Statement can be located in "Apply to Join Us" 

To help you decide if the role is suitable the Person Specification sets out the criteria required to apply.

We aim to update applicants at every stage of the process. Internal guidance is in place for hirers to facilitate timely feedback once the shortlisting stage has been completed.

To request 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 .

It is not possible to send an auto generated receipt acknowledgment for paper based applications. 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 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. For more guidance is available in "Apply to Join Us". 

Some of our roles don’t require specific experience, as our training will equip you with the skills needed. What’s matters is that you would like to make a difference and demonstrate commitment to our values. We aim to foster an inclusive experience for 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. More guidance is available in "Apply to Join Us".

We reserve the right to close the advert early if we need too. This can happen for example if we receive a high volume of applications. We recommend you apply early to avoid disappointment. 

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.

We will send you a 2nd stage application form following your verbal offer to collect additional information we require for checks. It is important you return this quickly to avoid delays.

• Once we have received your 2nd stage application form we will issue your offer information and initiate on-boarding. 

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

• During on-boarding you will be able to access the Welcome Hub which provides lots of useful information, guidance and contact information to get you off to a great start!

• All offers of employment are conditional upon completion of satisfactory pre-employment checks.

• We are always on hand to support you during the onboarding process. If you have any questions please reach out to us using the contact information provided and we will be happy to help.

We understand this can be disappointing but we would always encourage you to continue to check our current vacancies, sign up for job alerts or follow our socials for future roles you may wish to apply for. 

In some instances 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.

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.

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, gender identity, religion, belief or lack of religion/belief or disability.

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.

N.B In this context interviews can include Assessments or other less formal selection processes that support managers to make a selection decision 

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.