Jobs and careers
Step 1 – Online application
All job applications must be made via the Epping Forest District Council iRecruit portal in response to an advertised vacancy.
Setting up an iRecruit account
Please click on the new user registration link and complete your details. Please ensure that the email address entered is accurate as this will be the address used for all future contact from us as regards the application process.
Once you have created your account you may apply for your chosen role.
Your job application should take no more than 30 minutes to complete and will be saved as you progress from page to page. However, the system will time out after a period of inactivity. We therefore recommend that if you do need to take a break or are interrupted for some reason, that you save your application.
Once you have completed all sections of the application form, the submit application button will appear on the summary page, allowing you to send your application to us. You will receive a receipt acknowledgement by email.
Please note that all system generated emails will come from the email address noreply_Pay&HR@webitrent.com, please add this address to your contacts list so as not to miss any important emails.
If you do not receive an acknowledge email, check your junk/spam folders. If you still have not received an acknowledgement, it may mean that you have not successfully submitted your application, in which case you should email firstname.lastname@example.org.
Whether you are successful or unsuccessful you will be notified via email within 2 weeks of the closing date.
Email email@example.com for requests for feedback on your application. This will be forwarded to the recruiting manager to reply to you.
Additional support for disabled applicants
If you have a disability which makes it difficult for you to apply online, please email firstname.lastname@example.org or telephone 01992 564291.
As part of the application process, you will be asked if you have a disability or require any adjustments to the application or interview process. Any specific requests will be discussed with you prior to the interview to ensure your needs can be met.
EFDC are members of the Disability Confident scheme and as such we guarantee an interview to all disabled applicants who meet the minimum criteria of the role profile and person specification.
Job vacancy email alerts
We do not accept speculative CVs. However, if there are no vacancies which match your skill set, you may set up a job alert to be emailed future vacancies.
Simply select your search criteria and the system will ask you if you want to save this search as a job alert. You will be asked to set up an iRecruit account and any future vacancies will be emailed to you. You can opt out of this at any time by accessing your account and deleting the search.
Step 2 – Shortlisting
Your application will be assessed according to how closely you meet the knowledge, skills, experience and behaviours indicated in the role profile. Your supporting statement should contain examples of how you meet this criteria.
When giving examples we recommend using the STAR method:
S – tell us of a particular situation
T – explain what you were tasked to do
A – what action did you take
R – tell us about the results, what was achieved, what did you learn
Use the STAR method to plan your answers to interview questions and to show your skills and experience on a CV or application form.
If you’ve never had to create a CV or supporting statement before, further advice can be found on the Online CV website.
Step 3 – Interview and assessment
Once the advertising process has closed, we will review our applications and let you know if we would like to invite you to interview or inform you that you haven’t been successful this time.
Due to the volume of requests, regrettably, we will be unable to offer feedback if you are unsuccessful at the application stage.
For senior positions, Team Manager and above, you will be asked to undergo a WAVE behavioural assessment interview as the first step of the selection process.
Interview dates will usually have been included in the job advert and wherever possible, we try to give 1 week’s notice of the interview date. It is not usually possible to offer an alternative interview date.
iRecruit has an interview booking system, we will determine the date, we will ask you to book a time that’s convenient for you. Please note that this is on a first come first serve basis.
If for any reason you are unable to attend the selection process, you can also withdraw via the iRecruit portal.
The interview panel will consist of at least 2 people. If you are required to give a presentation or undertake a test or task as part of the selection process, you will be given full details when you are invited for interview.
Step 4 – The decision
Following the conclusion of the interview process, the interview panel will independently score the responses for each candidate. The panel will then come together to discuss their individual scoring and come to a decision on who best demonstrated the required skills and behaviours required of the role and select the successful candidate.
If you are unsuccessful at interview, you can request feedback from the recruiting manager. Email email@example.com for requests for feedback, this will be forwarded to the recruiting manager to reply to you.
Step 5 – Compliance and safeguarding checks
Once you have been offered a position, we will begin our compliance and safeguarding check process. This usually consists of:
- Reference checks
- Fitness to work check via our Occupational Health provider
- Continuous service declaration
- Secondary employment declaration
- Disclosure of unspent criminal convictions
- DBS checks (if applicable)
If you are the successful candidate you will be asked to complete a declaration disclosing any unspent criminal convictions. We ask that you be open and honest with us in making your declaration.
If an unspent conviction is declared, then consideration will be given as to whether this will impact on the role that you have applied for and whether any risk can be mitigated. Regrettably, in some instances this may mean that we will have to withdraw our offer of employment.
Some of our positions will be Exempt from the Rehabilitation of Offenders Act and you will asked to complete a Disclosure and Barring Service (DBS) check, commensurate with the role applied for. As above, if a spent or unspent conviction is declared, we will look to see whether any risks can be mitigated but regrettably on some occasions, the offer of employment may be withdrawn.
Further information regarding the disclosure of criminal records can be found on the Nacro website.
Once satisfactory checks have been received, the Team Manager will contact you to arrange a suitable start date.
Step 6 – Onboarding and welcome to EFDC
We have developed a comprehensive induction programme in order to get you accustomed to the EFDC culture and settled into your new role as quickly as we can.
Your manager will ensure that on Day 1 you are given access to all necessary IT equipment and accounts to do your job.
They will go through your induction and training plan with you and book you onto essential training events and plan induction reviews with you.
You will be introduced to the council’s service plan and where you fit into that plan, clarify the role and set expectation, and go through our Values and Behaviours scheme.
Book you onto the new starters lunch with the Chief Executive (currently virtual) and connect you with the new starter teams group and other key contacts, including a buddy to assist you in the first few weeks.
Starting a new position can be daunting but it needn’t be and we hope our plan will put you at ease as quickly as possible.