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Help applying for jobs with the County Council

Help applying for jobs with the County Council


How to apply

Applications for vacancies with the Council should be made online.

Generally we do not accept CVs or speculative applications. This helps us ensure that information from candidates is presented in a standard format, in accordance with our Equal Opportunities Policy. Exceptions can be made, for candidates with a disability for example.

Recruitment Support Team

If you are having difficulty with your application or to discuss submitting it in another format, please contact the Recruitment Support Team:

Monday to Thursday, 8.30am to 5pm
Friday 8.30am to 4.30pm
Telephone 01273 335733
Email Recruitment Support

Guidance on applying for jobs with the Council

Our Recruitment and Selection Policy sets out the procedure for recruiting and selecting staff at the County Council. The policy is designed to ensure the recruitment and selection process is fair, open and transparent and promotes equal opportunities to all groups throughout the local community.

All the key information about a vacancy will be available in the advert text, job description and person specification. You should read these in detail before applying. If you have questions about the job, there will be a person named within the advert text whom you can contact.

The ‘How do you meet the essential and desirable criteria’ sections of the application form are your opportunity to tell us how you meet the content of the person specification. You need to demonstrate how your skills, knowledge and experience match what we require. As well as what you have learned or acquired from previous employment, you can include details from other life experiences too. Remember, the shortlisting panel cannot guess or make assumptions about your skills, knowledge or experience.

We also advertise vacancies with other local organisations. Details about how to apply for them will be in the advert.

How we decide who to interview

The recruiting manager will look at the information provided in the applications to see how it meets the criteria identified in the person specification.

The Council is a Disability Confident employer. If you have a disability, this lets you know that:

  • we will make reasonable adjustments to make sure you are considered for the job on an equal basis with other applicants.
  • If the manager is satisfied your application shows you meet all the essential criteria, you will normally automatically be shortlisted for interview. However, in line with the National Disability Confident scheme, if there is a high number of suitable applications for a vacancy and its therefore not possible to interview all applicants, we will select those disabled candidates who best meet the essential criteria for a role. It may also be necessary to limit the overall number of disabled and non-disabled candidates interviewed for a vacancy.

Find out more about Equality and diversity at the Council.

Rehabilitation of ex-offenders and the Disclosure and Barring Service (DBS)

As part of the application process, you will be asked to declare information relating to previous employment dismissals and criminal convictions. For further details about why we ask for this and what you should or shouldn’t declare, you can visit the Disclosure and Barring Service or Ex-offenders and employment on GOV.UK.

The DBS decides who should be barred from working with vulnerable groups. We undertake DBS checks for our own staff where the nature of their role requires it.

DBS Policy [177.4 KB] [docx]

DBS Checks for contractors [817.4 KB] [docx]

We also provide a DBS Umbrella Body Service for other organisations.

Reference policy

For most roles we will not contact your references until after we have made you a conditional job offer and you have accepted the offer. For certain roles reference may be sought at an earlier stage. Find out more about how and when we seek employment references.

If you have previously worked for the Council and will be requesting a reference from your previous manager please email employee.services@eastsussex.gov.uk when requesting your reference.


Ideas and advice – jobs and careers

Whether you are starting your career, looking for a new role, planning to go back into education or finding work after redundancy, there is plenty of good advice available:


How to apply for temporary roles with us

If there are currently no vacancies advertised on our jobs pages in the area of work you are interested, you can apply for any available temporary, short term assignments through our temporary agency partner, Adecco.

Adecco employ workers directly for some types of work as well as partnering with a range of local and national temporary recruitment agencies.

If you are interested in applying for temporary assignments, please email your details, including the type of work you are interested in, to ESCC@adecco.co.uk, and a member of the team will advise you of the agencies you can register with.


Help and ideas for people with learning disabilities

You can get help finding a job with ChoicES which is an employment service for people with learning disabilities who live in East Sussex.

To use ChoicES you must:

  • be over 18
  • have had an Adult Social Care Assessment and been told that you can use Adult Social Care services.

To find out if you can use the ChoicES service, contact us for an assessment.

ChoicES services

ChoicES can help you to find paid work, voluntary work or work experience.

ChoicES job clubs

Learn about:

  • writing a CV
  • practising interview skills
  • finding work

Training

ChoicES can help you to get any training you need. They also run some courses of their own. They make sure people are ready for work before they start a new job.

Starting work

When you start work, someone from ChoicES will support you to settle in.

As you become more confident your supporter will visit less often. But they will visit every now and again to make sure everything is going well.

Support for employers

ChoicES work closely with employers to make sure they have the information and support they need to make working together with you a success.


Training for jobseekers

Training can help you to improve your skills, knowledge and career prospects. It can also be a good way to meet new colleagues and business contacts.

Here are some ways to access training both in and out of the workplace.

Apprenticeships
If you’re over 16, you can learn while you earn with an apprenticeship.

Jobs and work based learning – Connexions 360
Advice for young people on beginning work experience before finishing secondary school.

Courses we provide

East Sussex County Council corporate training service
Details on the extensive range of open and bespoke training courses the Council provides including leadership development, personal development and IT skills.

Childcare training – Czone
How to set up a home based childcare business, and other training for existing businesses.

Free training courses for independent care providers
Directories of free residential and domiciliary training courses for managers and frontline workers in the independent care sector.

Children’s Services Training & Development – Czone
Courses for Children’s Services staff and some external partners – aimed at children’s services professionals.

Workplace training
How we help our staff continue their career development and details of our work training schemes.

More resources online

Find business training courses – GOV.UK
Advice on how to keep learning in the workplace.

Training and learning for business
Vocational training and training partners in East Sussex for local business.


How we seek employment references

  • The County Council seeks employment references in order to provide a factual check on a candidate’s employment history and experience, and to help confirm the candidate’s suitability for the job they have applied for.
  • As standard, we request the contact details of two referees from all applicants: their current, or most recent employer and a second employer. If you have not previously been employed, are self-employed, or have only worked for a single employer, please provide contact details for an academic and/or a character referee. In addition, where your application indicates you have worked for the County Council before, we may also seek a reference from your former line manager.
  • For some posts covered by more rigorous safer recruitment standards, such as those in Children’s’ Residential Services, we reserve the right to contact any and all previous employers.
  • References are generally taken up after interview. For some posts, such as those in Children’s’ Residential Services and teaching staff in schools, references may be sought at an earlier stage. Candidates that state they do not wish us to contact their referees prior to interview will not be penalised in any way. The exception is candidates applying for residential posts in Children’s Services whereby given the nature of these services, candidates cannot refuse permission for the County Council to contact their referees prior to interview.
  • To ensure authenticity and accuracy, we seek references direct from the referee, and cannot accept open references or those addressed ‘to whom it may concern’
  • Our standard reference pro forma asks for confirmation of job title and employment dates, the referee’s views on your suitability for the post, and any warnings/disciplinaries. For people that will be working with children or vulnerable adults, we also ask the referee to provide any information they have concerning convictions for the candidate under the Rehabilitation of Offenders Act 1974 (Exemptions) (Amendments) Order 1986.
  • If we seek a reference prior to a conditional offer of employment being made, this will not include questions about sickness absence or medical history. However, we will confirm absence dates with your referees after a conditional offer of employment has been made.
  • There will be some occasions where recruiting managers take up telephone references, for example where the preferred candidate can start immediately and a quick response from the referee is required to avoid unnecessary delays, or in other circumstances where it is more pragmatic to take this approach. In these circumstances, the recruiting manager will ensure that the reference is factual, and that clear written notes are made.
  • All references must be kept confidential at all times. This means they will only be disclosed to colleagues directly involved in the recruitment process or involved in the administration of an employee’s contract of employment. Where a referee supplies a reference on a confidential basis, the Council cannot disclose the reference to an applicant.
  • For more information about the information we process as part of the recruitment process and beyond, please see our privacy notices for job applicants and employees.