Recruitment process | Transferees
WE OFFER opportunities for development and a fulfilling career in the heart of the East Midlands
Why transfer to Derbyshire?
Derbyshire boasts a picturesque landscape that merges the bustling city centre with the breath-taking Peak District National Park. Regardless of where you reside in Derbyshire, the rolling hills and serene country trails are just a brief journey away. The county is alive with a dynamic atmosphere, hosting festivals, culinary events, live music, theatre shows, theme parks, and more. Additionally, it is home to historic country estates, charming towns, and a plethora of tourist attractions.
To find out more about transferring to Derbyshire, click here
Our recruitment process
The recruitment process can often be long and seem overwhelming. Throughout the process we will keep in touch with you and at the end of each stage, you’ll be notified by email whether or not you are eligible to proceed to the next stage. You can also log in to view your application status and guidance, via the recruitment portal.
Top Tip: Remember to check your junk mail/filter settings in case our emails have ended up there.
Eligibility Questions and Application form
The first step will be a short application form. The form will cover your personal details and some eligibility ‘killer questions’. There will also be shortlisting questions you need to complete around your experience within the role.
View our application top tips here
We understand the benefits of using AI in work. However, if you are thinking of using AI to support your application, we ask you to think carefully about what value it adds. AI tools tend to lack the personal touch and authenticity we value in candidates. Therefore, we encourage you to showcase your unique knowledge and skills using your own voice. The evidence you provide within your application or at interview should be your original work and thinking only. If at any point it is identified that AI has been used, your application will be rejected based on a breach of the Code of Ethics.
National Force interview and presentation
If successful at shortlisting, you will be invited to the national force interview at force HQ in Ripley. You will be provided with further details nearer the time, so you are able to prepare.
Sometimes, this can include a presentation depending on the job role you wish to transfer into.
Pre-employment checks
If you are successful at the National Interview, you will be allocated a cohort, and the pre-employment process will commence. Once you have successfully completed all pre-employment checks you will receive a formal offer of appointment, conditions of service, starter pack and joining instructions.
The Job Related Fitness Test (JRFT) looks to see whether you are fit for the job and are ready for Officer Safety Training, where you learn to protect yourself and others. You will be required to undertake a running test (known as a multi-stage shuttle run or bleep test) to level 5:4
TO PASS - improve your fitness before your medical. For the bleep test, aim for a hard run for 20 to 30 minutes, three times a week.
A medical assessment will generally be carried out by our Occupational Health Team. They will check the following:
- eyesight test
- colour vision
- lung function
- hearing
We do not carry out a Body Mass Index (BMI) check as part of the application process. However, please bear in mind that as part of the Occupational Health Assessment, BMI may be considered if there are other medical concerns.
You will be asked to complete a confidential medical history questionnaire. Depending on your medical history, we may have to contact your GP/specialist for further information.
Once you have been declared medically fit we will progress your application to the next stage.
To understand the medical process in more detail, watch the video below:
The Medical Assessment - Police Officer Recruitment - West Yorkshire Police (youtube.com)
We send reference requests to your current employer and all previous employers in the last five years. We also ask for a character reference. If you haven't been employed for five years, please speak with your dedicated recruitment officer and we will look over the options.
Our attendance criteria: Our strict absence policy sets a criteria of no more than nine and/or more than three separate occasions of sickness absence in the previous 12 months. This will be looked at upon receiving your references and during your medical appointment.
The force has a strict absence policy set of criteria of no more than nine and/or more than three separate occasions of sickness absence in the previous 12 months.
The vetting process is entirely confidential and the outcomes (other than pass/fail) are not shared with anyone else in the organisation (including future line managers or fellow trainees) or anyone outside of the organisation (including family).
We will carry out security checks on you and your:
- spouse/partner
- father
- stepfather/mother's partner
- mother
- stepmother/father's partner
- brothers/sisters (full/half/step)
- children/children of your partner (only those aged 10 years and over)
- any other adult living at your address
To understand the vetting process in more detail, watch the video below:
Vetting stage of selection process - info for candidates (youtube.com)
Applicants will have their financial status checked. These checks are carried out because police officers have access to privileged information, which may make them vulnerable to corruption.
Applicants with outstanding County Court Judgements (CCJs), Individual Voluntary Agreements (IVAs) or who have been registered bankrupt with outstanding debts, will be rejected. If you have discharged bankruptcy debts then you will need to provide a Certificate of Satisfaction with your application. At least three years will need to have passed since the date of discharge.
Applicants with cautions/convictions/reprimands, other than some motoring offences, may not be accepted.
As part of our pre-employment checks, we undertake drug screening. This is conducted by an external company called Abbott. The process involves samples of hair being collected and analysed to determine whether any of the following six core substances are present:
- Cannabinoids (cannabis)
- Amphetamines (including ecstasy)
- Cocaine Opiates (e.g. morphine and heroin) Benzodiazepines
- Methamphetamines
Before this you will be required to complete a consent form to confirm that:
- you consent to the screening taking place
- you accept that a positive screening will be recorded on your medical file (if applicable)
- you have declared if you have taken any medicines within the period relevant to the history
- you understand that a positive result could affect a successful application.