Find a job | Our Recruitment Process
THE DEDICATION THAT OUR COLLEAGUES SHOW FOR OUR COMMUNITY EACH DAY IS PRICELESS
Our approach to recruitment
We’re proud to employ some of the very best talent in the Derbyshire and beyond. Their talent and dedication are what make our force so successful. In order to select those people, we apply an objective process and provide a world-class candidate experience. Our process is built on ensuring equality of opportunity for all and appointing the best person for the job.
We celebrate diversity. Our community is incredibly diverse, so we should be, too. That’s why we’re working hard to build an inclusive workforce, where you can be yourself. Whoever you are. Wherever you’re from. We’re currently under-represented in a number of areas and recognise that this message needs to reach talented individuals who can add diverse skills and experiences to our organisation.
We're always pleased to hear from talented people. So if you have any questions about the opportunities that we have available across the force, or if there's anything else you'd like to know before you apply (or indeed during the recruitment process), please don't hesitate to get in touch.
The process
Click the drop downs to the right to find the relevant page to your desired career path within Derbyshire Constabulary.
Our recruitment process for Police Community Support Officers (PCSO) :: Derbyshire Constabulary Jobs
Help us, Help you!
Derbyshire Constabulary champions an inclusive culture, thriving on diverse skills, knowledge and backgrounds of our team. We work together in an environment that values each individual, with diversity driving our strengths, business performance and success. During the recruitment process, we aim to help candidates wherever we can.
Once you have submitted your application, please let us know if you require any reasonable adjustments going forward throughout the process. We offer adjustments at interview, and these are based on individual requirements, but can include extra time.
The College of Policing assessments (National Sift and Online Assessment Centre) have their own adjustments, and these often include extra time but all assessments have the ability to be read aloud to the candidate. Currently, the College is working on improving their assessments to ensure they can provide as many reasonable adjustments as possible to better support candidates. We do require an SpLD report, or advisory report, to ensure the reasonable adjustments are in place.
If you are successful at the application process and begin pre-employment checks, all candidates undergo a medical assessment. If you have a disability, including neurodivergent conditions (such as dyslexia, dyspraxia, autism, ADHD) which you believe may affect your performance, we’ll be happy to consider any reasonable adjustments for you and the medical assessments helps us to do this.
Sometimes reasonable adjustments are easy to put in place as this may include a specific desk or chair, extra screens or systems to help assist you in your role. However, sometimes they are a little harder and this is completely role dependent. Due to this, we have a ‘Fit to Proceed’ panel.
The panel's role is to evaluate the medical advice given during the medical review checks, specifically to assess whether the suggested reasonable adjustments are compatible with the role requirements. This review is to decide whether these adjustments can be reasonably implemented, or if it requires pausing or withdrawing the application. The panel is not a medical panel, but rather a review panel comprising of:
· Head of Recruitment
· Senior HR Business Partner
· Occupational Health Lead
· Training Sergeant
· Chief Inspector
We want all new starters and candidates to feel welcomed into the force and ensure they have all the support they need to be successful in their new role. Please be honest with us about your medical history and adjustments – we want to help you!