Support when applying for casual roles
Thank you for your interest in undertaking casual work with Hampshire County Council (HCC).
You need to be fully aware that as a casual worker, although work may be offered to you if it is available, HCC is under no obligation to do so, and you are under no obligation to accept any work from us. HCC does not undertake to offer any guaranteed regularity of work or a certain number of hours in any week. The work you will carry out is on a casual basis, as and when it is available and required.
The following information will explain how to complete your application.
The information that you provide will determine whether you’re shortlisted for interview. To be shortlisted you will need to show that you either meet the requirements of the post, or (where there are a large number of candidates who show that they meet the job requirements) that you meet the requirements to a high level.
We welcome applications from the whole community. If you have a disability, please read the section "People with Disabilities" below.
Guidance notes on completing your Application
Hampshire County Council has a number of different application forms that are used dependent on the position for which you are applying.
The following provides a brief outline of what information you need to include in your application.
You are recommended to read these guidance notes fully to ensure that you:
include all of the information we need
present yourself in the best light possible
provide yourself with the best chance of getting an interview.
You will need to provide the following personal information:
Whether you are an employee of Hampshire County Council
National Insurance number
Please be advised that this will be the email address with which we will contact you throughout the selection process.
Experience and personal skills
Before you complete this section, we would recommend that you go back to the job details in the Job Summary and Person Specification.
This section is critical, as it is the one we will use to assess the evidence provided by all of the candidates and ultimately who we decide to call for interview.
You should ensure that you:
provide clear evidence of how your background meets the specific aspects outlined in the job details
provide clear evidence of how you meet the essential skills, knowledge and experience outlined in the job details
provide clear evidence of how you meet any of the desirable skills, knowledge and experience outlined in the job details
We would like you to give us details of the work you have done or experience that you have obtained that is relevant to the role whether or not this was gained through paid employment.
You may like to consider experience gained from holiday, weekend or evening jobs, work experience, placements or voluntary work to demonstrate how you meet the requirements of the role.
You must provide evidence by giving examples of how you have applied your skills.
You will need to provide the following information so that we are able to see all of your educational qualifications.
You need to list all of your qualifications that you have taken (e.g. NVQ, GCSE, O-Level, A-Levels, AS Levels, Highers, Degree etc), covering all subjects and grades/ scores.
Name of the institution, school or training provider
Level (i.e. GCSE / A’Level / Degree)
Grade achieved (i.e. A, B, C)
When you started at the institution, school
When you left the institution, school
Job related / professional training
You will need to provide the following information so that we are able to see all of your job related and / or professional qualifications.
This is important not only to show your own personal development and achievements but also as a number of our roles require specific professional qualifications which will be clear in the job details enclosed.
In this section you will need to provide:
When the course started
When the course finished
The qualification / accreditation gained
Membership of professional bodies
In this section please provide details of any professional bodies you are a member of and the level at which you are a member.
In this section you will need to provide:
Name of the professional body
Level / grade of membership
Was the membership of the professional body gained by examination
Employment history (current employer)
This section requires you to provide information about your current employer. If this is going to be your first work after school or college, you may like to give details of any holiday, weekend, evening jobs, or work placements.
For posts within Children’s Services – You MUST state your reasons for leaving your current employer (if applicable).
Employment history (previous employers)
This section requires you to provide information about all of your previous employers including permanent, temporary or interim roles.
In this section you will need to provide:
The type of business
The position you held / hold
The date you were appointed
The date you left
The reason why you left
For posts within Children’s Services – You MUST state your reasons for leaving any previous employer.
This section covers a range of additional areas as outlined below:
Whether you would require a work permit should you be offered casual work with Hampshire County Council
Whether you have a relationship to a Councillor or senior manager within the Council.
Where you saw the advert. This information is critical in order to help us ensure we are advertising in the most appropriate publications for this type of role in the future.
As a part of the pre-employment checking process we need to take up formal references on all successful candidates.
The purpose of the reference is to confirm a number of key points such as your current / last employer and whether there are any issues we should be aware of in relation to your employment with them.
In terms of who you should provide as a referee, we will normally require two acceptable references prior to your commencing casual work with Hampshire County Council:
The first one should be your current line manager as they will be able to provide us with details around your current role
The second should be another person who knows you in a professional capacity (i.e. another manager within your organisation or a customer, if you provide a service)
There will be some candidates who are not able to provide an employment reference (eg school leavers). This is not a problem and we are able to accept a character reference which should be provided by someone who has known you for a considerable period of time (eg your tutor from school) but cannot accept a reference from a relative.
You can help speed up this process by letting your referees know that we will be contacting them should you be successful with your application and ask whether they would return the information as quickly as possible to us.
The Resourcing Centre reserves the right to contact any previous employer to provide a reference and not just those indicated on your application. You must therefore provide full details of all your previous employment including the nature of your work within the organisation and the full name and address of the employer.
References – additional information for people applying for positions in Children’s Services ONLY
Please note that for all positions within Children’s Services, references will be taken up prior to interview
If you have worked with children in the past but are not currently, we will ask for you to provide a referee from the employer where you most recently worked with children. If you have worked with children, on either a paid or voluntary basis, your employer will be asked about disciplinary offences relating to children, including any in which the penalty is ‘time expired’ and whether you have been the subject of any child protection concerns and, if so, the outcome of any enquiry or disciplinary procedure.
If you are not currently working with children but have done so in the past, that previous employer will be asked about those issues. References will not be accepted from relatives or from people writing solely in the capacity of friends. Providing false information is an offence and could result in your application being rejected, or summary dismissal, and possible referral to the police.
As previously noted, The Resourcing Centre reserves the right to contact any previous or current employer.
Hampshire County Council aims to effectively monitor the success of its equal opportunities policy and practice. The monitoring of equal opportunities data within the selection process is a vital element in ensuring it is both fair and that any barriers for candidates can be removed.
Therefore, would you please ensure that you fully complete the equal opportunities monitoring form with your application.
This information will be used for monitoring purposes only and is not considered in any part of the selection process.
Safeguarding children and vulnerable adults
Hampshire County Council is committed to safeguarding children and promoting the welfare of children, young people and vulnerable adults and expects all employees, workers and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment.
Rehabilitation of Offenders Form
For certain roles you will be required to complete this form with your application. The job details will indicate if this is required and a form should be attached. The information disclosed will be taken into consideration, but will not automatically prevent your application from proceeding.
The Rehabilitation of Offenders Act (ROA) aims to protect people who have been convicted of a criminal offence and who have not re-offended since . Under the Act, a person has a right to privacy and is not obliged to reveal a “spent” conviction for vacancies that do not demand it.
However, if a person wishes to apply for a position that involves working with children and / or vulnerable adults, these positions are exempt / set apart from the Act. Therefore, applicants for these positions are required to reveal all convictions (including driving offences), both spent and unspent, when they apply. The term “convictions” includes any cautions, warnings and reprimands.
People with disabilities
As part of our commitment to equal opportunities, we guarantee to interview people with disabilities who fulfill the minimum job requirements and will ensure that appropriate support is provided where required.
Please complete the ‘disability’ section of the equal opportunities monitoring form .
If, due to a disability, you’re unable to complete the application form, please provide your details in any alternative format, e.g. tape. Please ensure that you respond to each of the areas covered on the application form. If you require any assistance or particular equipment to enable you to apply or be interviewed for this post please contact The Resourcing Centre so that we can make every effort to meet your particular requests. You may, for example, wish for help in physical access to the building, or need the use of minicom systems or VDU screens.
What happens now?
If your application is not successful we will contact you to let you know as soon as possible.
If you would like feedback on your application please contact the Resourcing Centre in the first instance.
If you are shortlisted, you will be contacted to arrange an interview.
You will be required to complete a Health Declaration Form and where appropriate a Criminal Records Disclosure.
As well as an interview, other selection techniques such as psychometric testing, a presentation or administrative exercises may be required depending upon the post you applied for.
As part of our selection policies we must require all candidates to prove that they are entitled to live and work in the UK. You will be asked to provide evidence of your right to work in the UK and your qualifications at your interview.
The Data Protection Act 1998 : Your personal data will be processed for recruitment purposes. Information will be stored electronically as part of the recruitment process. Statistical reports will only be produced in anonymous form and your details will not be passed on to any third parties.