Before you start

Assess the vacancy

Before you start the recruitment process, it’s important to assess the vacancy.

Things to consider include:

• have the needs of the service changed or is a change imminent? 
• is there still a need for the same work and hours that the previous post-holder did?
• is there capacity for some or all of the work to be re-allocated within the service? 
• what is the reason why the previous post-holder left, for example too much or not enough work?
• is there funding to recruit to a vacancy on a temporary or permanent basis?
• are there options to recruit and advertise full time and part time to diversify the applicant pool?

Follow the vacant positions guidance

Make sure you've followed the vacant positions guidance on the if someone is leaving page.

Consider recruiting a graduate or apprentice

Consider recruiting using one of our Entry to Work programmes such as graduates or apprentices.

With salaries starting from National Apprenticeship Wage for the first year, and evaluated role profiles ready for you to use, it will make your recruitment process quicker and saves costs for your service. 

Contact the Entry to Work Team on work.placements@essex.gov.uk to discuss recruiting a graduate or apprentice. You can also visit the Working for Essex Entry to Work page for a list of all available pathways.  

If you are still unsure, you can contact work placements (PDF, 125 KB) to discuss your requirement.

Plan the recruitment

The Resourcing team can advise on recruitment timescales so you can plan and manage the process effectively.

Once you have confirmed your timescales, you will be responsible for:

• identifying who will be on the shortlisting and interview panel
• ensuring the panel's availability
• confirming interview dates, which should be included in the job advert 
• booking interview rooms (preferably hybrid meeting rooms) and adding the dates in diaries

Our recruitment standards

Our Recruitment standards (PDF, 124KB) outline our commitments to recruitment, the expectations of managers and the expectations of candidates.