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

• Check out our latest job openings
• Create an account and sign up for job alerts to stay updated.

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.

How to Write Your Personal Statement

Preparing to write your personal statement

Your personal statement is your chance to show us why you should be invited to the next stage of assessment. Before you start, read the job advert and role profile.

We'll use the Essential Criteria listed in the "About the Candidate" section to decide who to invite to assessment. You can find this under the About the Candidate section. Your personal statement should provide examples on how you meet these criteria.

The role profile explains the role in more detail and outlines what you'll need to be successful. If you progress to assessment, this is what we will assess you against.

Writing your statement

Make sure to address each of the essential criteria. You'll need to provide clear examples of your relevant skills, knowledge and experience.

Use specific examples rather than general statements. This helps us understand what you have done and how your experience relates to the role.

A useful way to structure your examples is the STAR approach:

• Situation – What was happening?
• Task – What needed to be done?
• Action – What did you do and what skills or knowledge did you use?
• Result – What was the outcome?

Use examples from different areas of your life

Your examples do not need to be limited to paid work.

You might also draw on experience from:

• Previous jobs.
• Volunteering.
• Education or training.
• Community activities.
• Caring responsibilities.
• Personal interests or projects.

We recognise that people gain valuable skills and experience in different ways.

Focus on quality, not quantity

A good personal statement is clear, relevant, and supported by evidence.

You do not need to write a long statement. A few good examples are often more effective than lots of general information.

Using AI

You may choose to use AI tools to help you plan, structure or improve your application. However, your personal statement must be accurate. It should clearly reflect your own knowledge, skills, experience and achievements.

Accessibility support

We have accessibility tools to help you use this site and complete your application.

These tools can help you:

• Listen to content using a screen reader.
• Translate content into more than 100 languages.
• Change text size, fonts, colours and spacing.
• Simplify page layouts and reduce distractions.
• Use magnification and reading support tools.

To access them, select ‘Accessibility Tools’ from the top of the page.

Need help?

If you have any questions about applying for a role, please email [email protected].

Eligibility, Sponsorship and Checks

Before applying, please make sure you meet any eligibility requirements listed in the job advert. Some roles also require additional checks before an appointment can be confirmed. The requirements for each role will be clearly stated in the advert. This page provides details on each type of check that may be listed on the job advert.

Right to Work in the UK

You must have a valid legal right to work in the UK before starting employment with Manchester City Council. If you're invited to join us, you'll be asked to provide evidence of your right to work.

Visa Sponsorship

We can provide Skilled Worker visa sponsorship for certain roles in line with our sponsorship policy. If sponsorship is available, this will be clearly stated in the job advert. For roles that are not eligible for sponsorship, applicants must have a valid right to work in the UK and be able to provide supporting evidence before starting employment.

Manchester Residency Requirements

Our Grade 3 and below roles, apprenticeships, and some trainee opportunities are only open to Manchester residents and internal candidates. If a role has a residency requirement, this will be clearly stated in the job advert.

To be eligible, you must live within the Manchester City Council boundary when you submit your application. If you are offered the role, you will be required to provide proof of your address.

Applications from candidates who do not live within the Manchester City Council boundary cannot be considered. Please note that intending to move to Manchester in the future does not meet the residency requirement.

Unsure whether your address is within the Manchester City Council boundary? Use the GOV.UK tool to find your local council.

Qualifications, Licences and Professional Registration

Some roles require specific qualifications, licences, professional registrations or technical certifications. You'll need to meet these requirements and may be asked to provide evidence before an appointment can be confirmed.

References

We'll normally ask for two references. Where possible, these should cover the previous three years of employment, education or other relevant activity.

Disclosure and Barring Service (DBS) Checks

Certain roles that involve working with children, young people, and/or vulnerable adults are subject to a DBS check. The required level of check will be clearly stated in the job advert.

Baseline Personnel Security Standard (BPSS) Checks

Some roles require access to government systems or secure networks. These roles require BPSS clearance, which includes checks on:

• Identity
• Nationality and immigration status
• Employment history
• Criminal record (Basic Disclosure)

If BPSS clearance is required, this will be stated in the job advert.

Police Vetting

If police vetting is required for the role, this will be stated in the job advert. The successful candidate will be required to complete and satisfy the Greater Manchester Police vetting requirements before appointment.

Medical Checks

Where certain duties are required as part of the role (for example, working shifts or moving heavy loads), a pre-placement health clearance 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.

Car Documentation

If the role is designated as an Essential Car User post, you must hold a full, valid driving licence and provide your own vehicle for work-related travel. You will also be required to provide the necessary vehicle and insurance documentation. Business mileage will be paid at the applicable rate.

Driving Licence

If the role requires a driving licence, you must hold a full and valid driving licence and comply with all relevant council driving and vehicle-use policies and regulations.

Additional Requirements for CQC Regulated or MLCO roles

Certain health and social care roles are regulated by the Care Quality Commission (CQC). To meet the requirements of CQC Regulation 19: Fit and Proper Persons Employed, successful candidates are required to provide:

• Evidence of conduct in previous employment involving health or social care services; or children and/or vulnerable adults
• Proof of identity, including a recent photograph
• A full employment history

These requirements apply only to roles where they are necessary and will be specified in the job advert. If appointed, you will be required to provide the information needed to complete these checks.

Other Checks

Depending on the role, additional checks may be required. This will be explained in the job advert or during the recruitment process.

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:
  • Preparing for Assessments and Interviews

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

We offer Guaranteed Assessment to improve employment opportunities for certain groups.

If you are eligible and meet the essential criteria for the role, you will move to the assessment stage.

You can use the scheme if you:

• consider yourself to be disabled or if you have a long-term health condition
• are currently in care, or have previously been in care
• are a member of the Armed Forces or a veteran
• are a graduate of GM Elevate* or any of our Corporate positive action programmes.

*GM Elevate, the guaranteed assessment scheme applies to roles with a salary of £50,000 or more and/or G10+.

You can tell us if you want to use the scheme when you fill in your application form.

If you are disabled or have a long-term health condition, we will also ask if you need any changes to help you take part in recruitment. This applies whether or not you use the scheme.

For help with your application, visit How to apply.

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 Adjustments During Recruitment 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.

Adjustments During Recruitment

We offer support if you consider yourself to be disabled or have a long-term health condition. We will ask you to confirm what support or adjustments would help you take part at each stage of recruitment.

Applying for Roles

You can access the accessibility tools on our website. This includes text-to-speech, translation, and options to change text size and colour.

Assessments

If you're invited to an assessment, we'll ask whether you need any adjustments before it takes place.

We'll discuss your requirements with you to understand your needs. This is to make sure assessments and interviews are accessible and that you can take part fully.

Adjustments will depend on your individual needs and could include:

• Extra time during assessments
• Information in alternative formats
• Accessible interview locations
• Assistive technology or equipment
• Adjustments to online assessments
• Support with communication requirements

Support doesn't stop once you're appointed. We also provide workplace adjustments and ongoing support for our employees.

For more information about recruitment support and adjustments, visit our How to Apply page.

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 Adjustments During Recruitment 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 Adjustments During Recruitment 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.