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Our approach to recruitment

"We’ve a real focus on making the experience of applying to the council as good as possible."

Harriet Snodin, Recruitment Team Leader

A fair approach

We’re committed to recruiting a diverse and highly-talented workforce as we continue to build a council that is fitting and representative of our great city. That’s why we’ve designed our recruitment process to put you at your ease, make you feel welcome and bring the best out of you. We do all we can to make our recruitment process as fair as possible.

In particular, we have a duty to ensure that you and everyone else who applies to us is not discriminated against in any way. We aim to be open, fair and objective throughout the recruitment journey. So, while we want to find out about you, we also want you to really understand what it’s like to work here. We believe that’s how we ensure equal opportunities for everyone meaning we appoint the best person for the job every time.

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Our recruitment process


Before submitting your application it's important that you feel that Leicester City Council is the right employer for you. Have a look around our careers website and also visit our Leicester City Council website. You might also like to check out our social media presence on Facebook, Twitter and LinkedIn to get a better idea of who we are and what we do.

Apply online

Once you’ve found a job that suits your skills and experiences, click on the apply link at the bottom of the advert. Remember, this is your chance to make a good first impression, so try to highlight any experience and knowledge you have that are relevant for the role you’re applying for and as outlined on the person specification. You can upload this on a separate document i.e. Word, if you find this easier. After that simply submit your application. The whole process should take around 15-20 minutes.

Application review

The recruiting manager will review your application against the person specification of the role you’ve applied for. Based on the information that you’ve supplied to us; they’ll decide if we’re going to take you through to the next stage of the recruitment process. They’ll let you know if you’ve been shortlisted for the next stage, so make sure you keep an eye on your emails.


If we believe that you might have what we’re looking for, we'll invite you to undertake an assessment. This may be online, or in person at our offices either prior or on the same day as an interview. This is a great opportunity for you to demonstrate your skills relevant to the job role. If the role involves management, we'll ask you to undertake an occupational personality questionnaire, this is so we can determine whether you have the leadership qualities we are looking for.

Face-to-face interview

Depending on the outcome of your assessment, you may be invited to meet with us at one of our offices. This is your chance to impress us with examples of where your experience makes you right for the job. To make sure you’re prepared as best as possible, we’ll always be clear on what to expect during the interview process in our communication to you - so no need to worry! We want to see the real you, so let your personality shine through. It’s also an opportunity for you to find out more about us, so come prepared with some great questions.

The outcome

Once all interviews are complete, we’ll be back in touch to let you know the outcome of your application. Obviously, we’ll let you know if you’ve got the job as soon as possible. If you’ve been successful, we’ll call you to talk through the details of the offer and answer any questions you may have. We’ll make a formal offer and confirm it in writing. If you don’t quite have the required competencies or experience for the role you’ve applied for, we’ll let you know and if you’d like more details, we’ll be happy to explain why. If you’re not successful or the role isn’t quite right for you, don’t be disheartened, we’re always keen to keep in touch with talented people, so please sign up for our job alerts by email service.

Frequently asked questions

We want to see the real you - and we'll do everything we can to help you relax so that you can perform at your best and show us just what you can do. If at any stage you have a question, don't be afraid to ask.

We're always pleased to hear from talented people. So, if you have any questions about the opportunities that we have available at the council, or if there's anything else you'd like to know before you apply (or indeed during the application process), please don't hesitate to get in touch.

Do I need a work permit to work in the UK?

If you’re a non-EEA national, you’ll normally need a work permit. For more information please go to www.gov.uk/browse/visas-immigration/work-visas

Do any posts have minimum age requirements?

Yes. For some jobs, such as providing personal care, or being left in charge of an establishment on your own, you need to be over a certain minimum age. If this is the case, we’ll always advertise the minimum age requirement for the job.

What checks do you carry out?

This depends on the job you’ve applied for. It could include references, a medical assessment, a DBS check (previously called a CRB check), qualifications and proof of eligibility to work in the UK.

Do I have to tell you about a criminal record?

For any job you apply for, you must declare any unspent convictions at the point of applying, you can let us know this via email to centralrecruitment@leicester.gov.uk. For spent convictions, this will depend on the job you’re applying for and whether or not it’s covered by the Rehabilitation of Offenders Act.

For some jobs, such as working directly with children or vulnerable adults, you’ll need to tell us about any convictions otherwise considered spent. For help In deciding what you need to declare, further Information and advice can be found on the Nacro's website: https://www.nacro.org.uk/resettlement-advice-service/support-for-individuals/

Do any posts have political restrictions on them?

Some of our roles are politically restricted under the Local Government and Housing Act 1989 and the Local Government Offices Regulations 1990 (Political Restrictions). If the job you’ve applied for is covered by this, it will be included in the job description. This may mean you’ll be restricted from political interests or associations.

Must I complete an equality monitoring form?

We’ll ask you to give us this information, although this is voluntary. Any information you give helps us monitor the effectiveness of our Equal Opportunities Policy. We don’t share the information with the shortlisting or interview panel, and it won’t affect the selection process for the job you’ve applied for.

Collecting, storing and analysing data about people’s diversity helps us to identify possible inequalities, explore the causes and remove any unfairness or disadvantage. We only use this information lawfully. If we employ you, it will be part of your employment record and will be held and maintained in accordance with the Data Protection Act 1998.

How will I know if I’ve been shortlisted?

You'll receive an email at every stage of the process, even if it isn't good news. If you’re successful and we decide to invite you to a test or interview, we’ll give you as much notice as possible.

Can I apply for a job share?

Yes, our recruiting managers will consider all job share requests.

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Our commitment to fairness

We aim to create a workplace that promotes equality and eliminates discrimination, where everyone is treated fairly and respected.

If you work for us, you’ll be treated as fairly as anyone else, regardless of, for example, your colour, race, ethnic or national origin, religion, gender, gender identity, responsibility for dependants, disability, age, marital status, sexuality or trade union activity. This is true in all areas of our role as an employer, particularly in recruitment and selection, training and development policy and promotion. We recognise that individual people or groups who face discrimination on any grounds can potentially experience greater disadvantage.

Our recruitment process is anonymised, meaning any protected characteristics are withheld from both the recruiting manager, shortlisting panel and recruitment team until the shortlisting process has taken place. All recruiting managers are also trained on unconscious bias. This ensure optimum fairness in our recruitment process throughout.