Guide to applying

Before applying you need to understand the job that you are interested in.

Every job that we advertise includes a job description and person specification to explain what the job is about and the type of experience, skills and qualifications we are looking for. They also help you decide if the job is right for you.

The job description explains what the job involves, reporting lines and main duties and responsibilities.

The person specification is particularly important. It details the essential and desirable qualifications, skills, experience and personal attributes you need to have to do the job.

On your application form you must explain clearly, and in detail, how you can demonstrate the skills, knowledge, qualifications and experience in the person specification. Tell us why you are the best person for the job.

The recruitment panel will not assume that you have any of the qualities we are looking for if you have not evidenced them on your application form. Applicants that most closely match the person specification will be those that are selected for an interview.

You will need to give examples that show how you meet the different requirements on the person specification. These examples can be from experiences at work, hobbies and interests, voluntary work or from any other area of life. Think carefully about your past and present employment to remind yourself of the range of skills that you have.

You may want to discuss your application with someone else that can help you to think of forgotten or hidden skills that you take for granted.

Remember that unpaid work and work at home can be just as valuable and relevant as paid work. 

Please use the following drop down menu for further guidance.

The Immigration, Asylum and Nationality Act 2006 requires employers to check your documents to establish your eligibility to work in the UK before you start work with us. We ask all candidates to bring proof of their right to work if they are invited to an interview. If you're successful at interview, copies of this documentation will be kept on your personnel file.

When you apply for a job with us, the Rehabilitation of Offenders Act 1974 means that you must tell us about any criminal convictions you may have which are not ‘spent’. If you do not tell us, we may dismiss you from your job if you are appointed.

For some jobs you must declare all criminal convictions, regardless of whether or not these are spent.

There are sections on the application form that ask for your past education and employment history as well as qualifications you hold, with dates and grades. Please make sure you fill these sections in fully, as the recruitment panel will not take for granted anything that you do not include.

Amber Valley Borough Council values equality, diversity and inclusion and recognises the importance of having a workforce that reflects the local community. We believe that people who apply for a job with us or who already work for us, have the right to equal opportunity and respect regardless of their:

  • Age
  • Disability
  • Gender reassignment
  • Marriage or civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

We will ensure that our employment practices and services are free from discrimination and prejudice. To help us achieve this we:

Details of how we use the personal information provided in support of your application can be found in our guidance document.

An offer of employment is provisional subject to satisfactory references and medical clearance. You should not hand in your notice to your current employer until the council has confirmed that both the references and medical clearance is satisfactory; once this has been confirmed you will be issued with a contract of employment and statement of particulars.

Please provide the contact details for two referees. One referee should be your current or most recent employer, or if you are a school/college leaver your tutor. Please do not include any relative as a referee.

References are only requested for the successful candidate once selected. No appointment will be confirmed without the receipt of satisfactory references.

Amber Valley Borough Council is fully committed to the principles of safer recruitment, ensuring that safeguarding and promoting the welfare of children and vulnerable adults is central to any recruitment and selection process.

We expect candidates to understand their duties and responsibilities in relation to child protection and safeguarding children, young people and vulnerable adults.

An offer of employment is subject to the following:

  • Receipt of two references, one of which should be your present or most recent employer
  • Where applicable, obtaining a disclosure and barring service check (DBS).
  • Any other checks relevant to the post. When you start work with us, a session on safeguarding with the Community Safety Manager is included in your induction programme.

When you have completed your application form, submit the document which will then be automatically saved to our online recruitment system. Please ensure that your application is submitted by the closing date shown on the job advert; we don't accept late applications.

When you think you have finished, read through your application form carefully and check that each section is fully completed. We recommend you ask at least one other person to look at your completed application before you submit it.

You should submit a new application for each job. Do not just copy the same information for each job you apply for; make sure the information contained in the application is relevant to the requirements of the specific job you are applying for.

Need further help or information?

Contact the team directly on 01773 841669 or email