How to apply
How to Apply
We’re here to make applying and interviewing for a role with us as smooth as possible. Follow these steps and tips to give yourself the best chance of success.
Explore Our Vacancies
You will need to create an account to apply for jobs.
Set Up Job Alerts
When you create an account, you can choose to set up job alerts by choosing your job preferences.
You can choose three types of jobs that you would like to be sent alerts for.
Preparing Your Application
Most of our roles require a personal statement. This is the most important part of your application where you can show your personality, goals, and achievements. Please keep your personal statement under 1500 words and describe how you can demonstrate all the essential requirements for the role.
Some roles may need a CV. Your CV should include details of previous roles held and responsibilities / previous skills and experience. If you don't have one, our application process can help you create one for free.
Recruiting managers will evaluate applicants based on the knowledge, skills, and experience described in both the CV and personal statement, comparing them to the job profile.
Tips for a great personal statement
Understand the role:
Read the job advert and role profile carefully to know the skills and experience we need.
Be specific:
Tell us about the skills and experience you have that are relevant to the job. Use examples to show why you're a good fit for this role. We want to know what you can do, the skills you have, and any life experiences or passions that match the job requirements. Describe the situation, the skills you used, and the outcome.
Match your experience:
Give real-life examples of how your past jobs, volunteering, education, or life experiences meet the skills we need.
Show your strengths:
Highlight what makes you stand out.
Using AI for your Personal Statement:
We request that you do not use AI tools to complete this section, except where these tools are used as assistive technology if you have a disability. This will help us maintain a fair and inclusive recruitment process, ensuring that all candidates have an equal opportunity. We value authenticity and want to ensure that all applications reflect the true knowledge, skills, behaviours and experiences of the candidates. This personal statement section is your opportunity to show us why you should be shortlisted for the role, and we want to hear in your own words why you're going to be the best candidate.
Reasonable adjustments:
We want everyone to have a fair chance. If you need adjustments or extra support during the application process, or if you have a disability and find our online form difficult, please email us at [email protected] to discuss your needs.If you are successfully shortlisted for a role, you will receive a form in the interview email notification to request any necessary adjustments.
- Email us at [email protected] to discuss your needs.
- Let us know what adjustments or extra support you need to support you during the online application.
- Let us know hat adjustments or extra support you need if you are shortlisted at interview.
For more details on our diversity and inclusion efforts, visit Read how to request Reasonable Adjustments here our Equality, Diversity, and Inclusion page
Use our online accessibility tools
You can use the accessibility tools on our careers site to help with your application. Just click the accessibility tools button at the top of the careers page. These tools can help you:
You can choose three types of jobs that you would like to be sent alerts for.
- Listen to job information with a screen reader.
- Translate job information into one of 100 languages.
- Change the website's colours, text, font style, size, colour, and spacing.
- Simplify and focus job information using screen mask, text-only mode, margins, and cursor tools.
- Read job information with a magnifier, page summariser, and dictionary tools.
We hope this guide helps you feel confident about applying. Good luck, and we look forward to your application!
Contact point for applicants
If you have any questions about How To Apply, please email [email protected]
Learn more about our diversity and inclusion efforts
What happens after you have applied
We’ll assess your application against the requirements in the job advert. Applications that best meet the job profile will continue to the next step in the process.
Once we receive your application, our panel will begin the process of reviewing and shortlisting candidates.
Here’s an overview of what will follow:
Application review:
Review:
The recruiting manager will select suitable individuals to form a shortlisting and interview panel. The panel will review all applications submitted for the job role.
Score:
All applications, including those for guaranteed assessment, will be scored based on the knowledge, skills, and experience detailed in the CV and personal statement. These will be compared to the requirements outlined in the role profile.
Shortlist:
The recruiting manager will create a shortlist of applicants to invite to the interview or assessment stage.
Inform:
The recruitment team will notify you about the outcome of your application.
Outcome of your application:
How we will contact you: We will inform you of the outcome by emailing the address you provided in your application.
Check: Make sure to check your junk/spam mailbox for emails from Manchester City Council.
Your application will either be:
- Unsuccessful
- Invited to interview or assessment
Due to the high numbers of applications we receive, feedback may only be given after an interview or assessment.
Next Steps and Support
- If you are unsuccessful this time, we encourage you to keep applying for jobs with the council.
- To stay updated with our latest job opportunities:
- Create an account and sign up for job alerts
- Update your job preferences
- If you are invited to an interview or assessment, we have some handy tips to support you in the next stage:
Rearranging an interview
Interview slots are given on a first-come, first-served basis.
- If you can't find a suitable time, we might not be able to offer alternatives.
- Please contact the recruiting manager to reschedule. Their email address is in the interview invite email you received.
Guaranteed Assessment Scheme
As part of our commitment to inclusion, we guarantee the next stage of assessment/interview for specific groups of people.
To qualify, you'll need to meet the minimum shortlisting criteria for the role and identify with one of the below criteria:
- Members of the Armed Forces and veterans
- Are currently in care, or have previously been in care
- If you consider yourself to be disabled or if you have a long-term health condition
Disability or long-term condition
We’re proud to be a Disability Confident Employer, and do our best to support staff with physical and mental-health conditions, a disability or neurodiversity. Providing your application show how you meet the minimum shortlisting criteria for a role we will offer you a guaranteed next stage of assessment, if you consider yourself to be disabled, but you also have the option to opt out of the scheme during the application process, if you wish.
Looked after children and care leavers
As part of our commitment to the Care Leaver Covenant (CLC), and providing your application show how you meet the minimum shortlisting requirements for a role, we will offer you a guaranteed next stage of assessment, if you are currently looked after by a local authority, or a care leaver. This is part of our wider support given through CLC to help people leaving care make a transition to independence.
Current and former members of the Armed Forces
We are a signatory of the Armed Forces Covenant and committed to supporting members of the Armed Forces community, recognising and remembering the sacrifices they have made. This makes sure that veterans, reservists and serving personnel face no disadvantage throughout the recruitment process.
Preparing for Assessments and Interviews
If you're selected for an interview, you might be asked to do one or more assessments, like an interview, a written task, or a presentation. These can happen in person, online, or over the phone and usually last about 45 minutes to an hour. We'll inform you in advance.
How to Prepare:
Learn About Us:Read the Our Manchester Strategy and Our Manchester Behaviours on the Manchester City Council website to understand our goals and priorities.
Review the Role:Look at the role profile again and think about the skills and behaviours we are looking for. Prepare examples of when you've demonstrated these.
Adjustments or extra support:If you need adjustments or extra support during the interview please:
- Email us at [email protected] to discuss your needs.
- Let us know what adjustments or extra support you need at your interview.
Read how to request Reasonable Adjustments here
Plan Your Day: If the assessment is in person, plan your travel. For virtual assessments, test your technology beforehand.
Ask Questions: Interviews are also for you to see if we're a good fit for you. If there is anything you would like to ask about the job or the team or the organisation, this is your chance, so have some questions ready for us at the end.
Reasonable Adjustments
Manchester City Council is committed to attracting, developing and retaining more disabled people and people with long term health conditions Manchester City Council is committed to creating an inclusive recruitment process for all candidates.
If you need a reasonable adjustment, please let us know and we are commitment to ensuring you the things you need to thrive We're here to support you and ensure a fair and accessible experience.
How to ask for a reasonable adjustment
You can make a reasonable adjustment request through a form attached to the invite to interview/assessment email. If you request an adjustment you should provide:
- The reason you need an adjustment
- Possible adjustments which could help
After you have applied, the recruiting manager should contact you to understand and confirm the type of adjustment.
Examples of Reasonable adjustments available
- Changing the location of interview or assessment, either room or venue, to somewhere more accessible, for example with a lift or accessible toilets.
- Provision of BSL sign language.
- Allowing a support worker to accompany and assist candidate in interview or assessment.
- Adapting tests or selection exercises, for example, by granting some additional time for completion, or removing time limits entirely.
- Conducting interviews by online video instead of face-to-face.
- Providing a copy of the interview questions in advance, for example for candidates who may not have the ability to react quickly under pressure, but who may be able to demonstrate the skills, knowledge and behaviours required for the role.
- Allowing candidates to take notes during an interview
- Allowing candidates to bring notes into the interview with them, such as their application, CV or covering letter
- Adapting tests or selection exercises, for example, by granting some additional time for completion, or removing time limits entirely.
This list is not exhaustive and you may need none, one or a mix of reasonable adjustments.
Available support when you are offered a role:
Workplace adjustments:
If you are successful and offered a job you can discuss ongoing adjustments before starting work with your new manager
Workplace Adjustments Passport:
The Workplace Adjustments Passport is a document that records agreed workplace adjustments between an employee and their line manager. It remains with the employee throughout their council career, facilitating a smooth transition through potential changes like location, manager, or job role. By regularly reviewing and updating the passport, the employee can ensure they consistently receive the necessary support.
Staff Networks
Manchester City Council has 10 staff networks, including:
Neurodiversity Staff Network
The Neurodiversity Staff Network is a space for neurodivergent staff (including those with autism, ADHD, dyslexia, dyspraxia, or other neurodivergences).
Goals
- Community: Create a safe space for connection, support, and understanding.
- Awareness: Increase awareness and recognition of neurodiversity across the council, highlighting strengths and celebrating successes.
- Empowerment: Influence council policy, ensure our voices are heard, and inform service delivery to promote a neurodiversity-inclusive workplace, aligning with the 'We value our differences' principle.
Disabled Staff Network
The Disabled Staff Network aims to support MCC in creating a more inclusive workplace for disabled employees. We provide a platform for peer support, networking, and advocacy.
Goals
- Support: Offer assistance and resources to disabled staff.
- Advocacy: Address barriers and promote disability equality.
- Community: Create a supportive network for disabled employees.
Top tips for interviews and assessments
Visit the Right Place:
Make sure you know the interview location in advance.
Bring ID:
Remember to bring any ID you've been asked to provide.
Register at Reception:
Check in at reception so the team can inform the interviewer of your arrival.
Prepare Yourself:
You can bring your own questions, a notepad, and a pen.
In the Interview:
There will usually be 2 or 3 interviewers. Feel free to inform the interviewers of anything that will help you to be at your best. T ake your time to collect your thoughts, ask for questions to be repeated if needed, take notes, and if there is anything you would like to ask about the job or the team or the organisation, this is your chance, so have some questions ready for us at the end.
Try and relax:
We understand that interviews can be difficult, but we want you to be at your best. The interviewers' role is to help you showcase your skills, not to trip you up.
Adjustments or extra support:
If you need adjustments or extra support during the interview please:
- Email us at [email protected] to discuss your needs.
- Let us know what adjustments or extra support you need at your interview.
Read how to request Reasonable Adjustments here
Learn more about our diversity and inclusion efforts
Tips for Video Interviews
Whether you are an expert at video interviews or have never experienced one before, we want you to feel comfortable and confident. Here are some top tips to help you prepare:
Check your technology
- Device Requirements: Make sure you have a device with a camera, microphone, and internet connection.
- Microsoft Teams: We use Microsoft Teams for video interviews. You can join via your browser or download the app. Online guides are available if you need help.
- Calendar Invite: You'll get an email with the interview date, time, and a Teams meeting link. Click the link at the scheduled time to join.
- Test Your Setup: Before the interview, test your device to ensure the camera and microphone work well and your internet connection is stable.
- Power Supply Ensure your device is charged or plugged in. Turn everything on at least 30 minutes before the interview to test it.
Choose a Suitable Location
- Quiet Space: Make sure you have a device with a camera, microphone, and internet connection.
- Background Blur: We use Microsoft Teams for video interviews. You can join via your browser or download the app. Online guides are available if you need help.
- Minimize Distractions: You'll get an email with the interview date, time, and a Teams meeting link. Click the link at the scheduled time to join.
- Prepare Yourself: You can bring your own questions, a notepad, and a pen.
- Power Supply: Ensure your device is charged or plugged in. Turn everything on at least 30 minutes before the interview to test it.
- In the Interview: There will usually be 2 or 3 interviewers.
- Take your time to collect your thoughts
- Ask for questions to be repeated if needed or they can be added to the Teams chat
- Take notes
- If there is anything you would like to ask about the job or the team or the organisation, this is your chance, so it can be useful to have some questions ready for us at the end.
- Try and relax: We understand that interviews can be difficult, but we want you to be at your best. The interviewers' role is to help you showcase your skills, not to trip you up.
Adjustments or extra support:If you need adjustments or extra support during the interview please:
- Email us at [email protected] to discuss your needs.
- Let us know what adjustments or extra support you need at your interview.
Read how to request Reasonable Adjustments here
General Queries - Appointment Process
Accepting Your Conditional Offer
- You'll get an email with a link to view your offer details.
- Log into your candidate portal, review the offer, and accept or decline it.
- If you accept, you'll be directed to complete the new joiner form.
Pre-Employment Checks
All new external hires need to provide/complete:
- Legal Right to Work documents
- 2 References, one from your current and most recent employer and covering the last 3 years if possible. If not, additional references may be requested.
- Onboarding form to include personal, pay, and tax details.
- Any other role-specific checks listed in the 'this role is subject to' section of the job advert.
The Resourcing Team will confirm with the recruiting manager once all checks are done, and then you can arrange a start date.
We can't set a start date until all checks are complete.
Depending on the role, you might also need:
- DBS check
- BPSS check
- Police Vetting if you will be based at a Police Station
- Evidence of Qualifications
- Professional Registered Body check
- Manchester Residency proof
- Reference verification
- Medical clearance
- Full employment history check
- Evidence of Conduct in previous employment
- Car Documents
DBS Certificate
- You don't need to send us your DBS certificate. We'll get notified when it's cleared
BPSS Clearance
- A BPSS check is a UK background check to prevent illegal working and identity fraud. Only employers can request this check.
Manchester Residency
If a role was advertised as only open to Manchester residents, you may need to provide proof of address.
- You are considered a Manchester resident if you live within the City of Manchester boundaries, meaning your Council Tax is paid to Manchester City Council. To check if your address falls under Manchester City Council, please visit - https://www.gov.uk/find-local-council
References
- New hires must provide references during pre-employment checks.
- The recruiting managers will review and approve or decline them.
- The Resourcing Team may also verify references for certain roles, especially those involving Children’s and Families or requiring a BPSS check.
Who can be your referee?
The best references are written by people who know you well, so pick the person you worked most closely with at your last job or the tutor who you got on best with.
Reference should cover the last three years where possible. If the reference supplied do not cover this period, we may ask for further references.
Identifying a reference:
You will need at least two references.
- One must be from your current/most recent employers that will cover 3 years, we may need to request more.
- Make sure you use someone who knows your capabilities and can comment on your reliability and potential.
- If you have not previously been employed, you can provide a personal reference.
- If you have recently left education, please provide the details of the HR/admissions department, you can use the details of your Headteacher / Tutor if you are unable to provide the details.
We are unable to accept references from:
- Someone who only knows you as a friend.
- A family member or partner.
We recognise that each person’s situation is unique.
If you have been self-employed or unemployed and are having difficulties providing referees or have questions about who would be suitable as a referee, please contact us at [email protected].
Medical Checks
Where certain duties are required as part of the role (for example, working shifts or moving heavy loads), a medical check will be requested to ensure that any reasonable adjustments are identified.
- This usually involves a health questionnaire / a telephone appointment with an occupational health professional.
Agreeing a Start Date
- All pre-employment checks MUST be completed before agreeing on a start date.
- Only hand in your notice at your current job once we confirm all checks are done.
- You'll get an email once checks are complete, and then the recruiting manager will contact you to set a start date.
New Starter Salary Payments
- New starters will get their first payment 2 weeks after the start date.
- If you start after the 1st of the month, the payment will be made via BACs and can be received by the bank any time after 12:30 pm.
Reasonable Adjustments:
Manchester City Council is committed to attracting, developing and retaining more disabled people and people with long term health conditions Manchester City Council is committed to creating an inclusive recruitment process for all candidates.
If you need a reasonable adjustment, please let us know and we are commitment to ensuring you the things you need to thrive
We're here to support you and ensure a fair and accessible experience.
How to ask for a reasonable adjustment
You can make a reasonable adjustment request through a form attached to the invite to interview/assessment email.
- The reason you need an adjustment
- Possible adjustments which could help
After you have applied, the recruiting manager should contact you to understand and confirm the type of adjustment.
Examples of Reasonable adjustments available:
- Changing the location of interview or assessment, either room or venue, to somewhere more accessible, for example with a lift or accessible toilets.
- Provision of BSL sign language.
- Allowing a support worker to accompany and assist candidate in interview or assessment.
- Adapting tests or selection exercises, for example, by granting some additional time for completion, or removing time limits entirely
- Conducting interviews by online video instead of face-to-face.
- Providing a copy of the interview questions in advance, for example for candidates who may not have the ability to react quickly under pressure, but who may be able to demonstrate the skills, knowledge and behaviours required for the role
- Allowing candidates to take notes during an interview.
- Allowing candidates to bring notes into the interview with them, such as their application, CV or covering letter.
- Adapting tests or selection exercises, for example, by granting some additional time for completion, or removing time limits entirely.
This list is not exhaustive and you may need none, one or a mix of reasonable adjustments.
Available support when you are offered a role:
Workplace adjustments
If you are successful and offered a job you can discuss ongoing adjustments before starting work with your new manager
Workplace Adjustments Passport
The Workplace Adjustments Passport is a document that records agreed workplace adjustments between an employee and their line manager. It remains with the employee throughout their council career, facilitating a smooth transition through potential changes like location, manager, or job role. By regularly reviewing and updating the passport, the employee can ensure they consistently receive the necessary support.
Staff Networks
Manchester City Council has 10 staff networks, including:
Neurodiversity Staff Network
The Neurodiversity Staff Network is a space for neurodivergent staff (including those with autism, ADHD, dyslexia, dyspraxia, or other neurodivergences).
Goals:
- Community: Create a safe space for connection, support, and understanding.
- Awareness: Increase awareness and recognition of neurodiversity across the council, highlighting strengths and celebrating successes.
- Empowerment: Influence council policy, ensure our voices are heard, and inform service delivery to promote a neurodiversity-inclusive workplace, aligning with the 'We value our differences' principle.
Disabled Staff Network
The Disabled Staff Network aims to support MCC in creating a more inclusive workplace for disabled employees. We provide a platform for peer support, networking, and advocacy.
Goals:
- Support: Offer assistance and resources to disabled staff.
- Advocacy: Address barriers and promote disability equality.
- Community: Create a supportive network for disabled employees.