We encourage applicants to apply using the online application form via Jobs go Public.
If for any reason you are unable to apply for a position online, you can request the Job Pack and Application Form by contacting us online.
Your application should address the criteria mentioned in the Person Specification as your selection for interview will be based solely on the information contained in your application form. It is not sufficient to say you match the criteria – you must provide examples where you can.
The information you provide on the Recruitment Monitoring section is not seen by those considering your application. This information is held in confidence by Human Resources and is used for recruitment and selection monitoring purposes only.
The closing date for applications will be detailed on Jobs Go Public and in the Job Pack and we will not consider applications received after this time. We do not acknowledge applications unless asked to do so. We will inform applicants of the outcome of their applications as soon as possible.
We notify all applicants of the outcome, whether or not they have been invited for interview, as soon after the closing date as we can. We hold interviews for all posts, with at least two people on the interview panel, typically the line manager plus one other. Depending on the role and level a HR Business Partner may also sit on the panel. Also depending on the role and level, candidates may be asked to perform a test and/or prepare a presentation. If applicable, details will be given in the invite to interview letter.
At the interview you will be asked questions about your skills and experience, but you will also have the opportunity to find out more about the position and ask any other questions you have for us.
Normally all interviews for a position are carried out on the same day or within a few days of each other. We aim to make a decision as quickly as possible and will advise all candidates regardless of whether or not they have been successful.
Offers of employment
Any offer of employment is subject to satisfactory references and medical clearance. You will be asked to complete medical questionnaire which is seen by the Medical Adviser only.
Under the Asylum and Immigration Act 1996 we are required to see documentary evidence of everyone we employ proving they are legally entitled to work in the UK. Therefore, we cannot permit anybody to start work with us until they have provided proof of this entitlement.
We are required to have a copy of a UK passport or a long Birth Certificate, a certificate of right of abode, a passport or ID card of a state which is part of the European Economic Area Agreement or a registration card which permits you to take up employment. We also need to see your National Insurance card, a P45/P60 or a HM Revenue and Customs document, stating your National Insurance number.
Due to the nature of the work some positions will also require us to apply for a Disclosure and Barring Service (DBS) enhanced disclosure, or Disclosure Scotland check. We cover payment and you will receive full information about the checks and guidance on how to complete the form.
Handling of DBS certificate information
Lewes District and Eastbourne Borough Councils use the Disclosure and Barring Service (DBS) checking service to help assess the suitability of applicants for positions of trust. We comply fully with the code of practice regarding the correct handling, use, storage, retention and disposal of certificates and certificate information. Download the Handling of DBS certificate information statement below for further details.
We are committed to ensuring that our activities are free from discrimination. We have in place an Equality Policy that applies to all staff, councillors and partner organisations and that supports our aim of equality of opportunity in recruitment and employment practices.