Appointments at Lambeth Council are made based on the applicant’s experience, knowledge, skills and ability to do the job. This ensures that the best person is selected for the job.
Lambeth Council is an inclusive employer. We’re a Timewise employer who encourages flexible working and we’ll consider flexible work arrangements for employees and new recruits subject to business need. As users of the disability confident scheme, we guarantee to interview all disabled applicants who meet the minimum criteria.
To apply for a job with us you must complete an online application form.
We do not accept CVs as they are unlikely to show that you fully meet the job requirements and make it difficult for us to compare candidates fairly. We also do not accept faxed application forms.
Sections in this guide (click title to view)
- 1. Completing your application online
- 2. The application form explained
- 3. Lambeth's behaviours
- 4. Demonstrating our behaviours
- 5. Jobs email alerts
- 6. Living Wage Employer
1. Completing your application online
The online application system is organised into the following sections:
- main details
- work experience
- behaviours questions
- references (two required)
- training and development
- equal opportunities.
We decide whether or not to interview you for a job from the information you give us on your application form, so it is important that you give us clear and relevant information and that you answer all the questions.
Before you start, read the job description, personal specification and any other information you have been sent. Applicants will be assessed on how they meet the requirements stated in the personal specification.
You might want to make a rough copy of your answers first so that you can decide exactly what you want to say before you complete the form itself.
You should submit your application before the closing date. If your application is successful you will be invited to attend the next stage of the assessment process.
2. The application form explained
It is important that you complete this section in full, as these details will be used to contact you if we need to invite you for an interview.
Please provide details of your employment history covering at least the last 10 years, if possible. Start with your present or most recent employer giving the title of your job and the dates you were employed and then work backwards. Make sure the dates are correct and in the right order. You may also want to give details of any community, voluntary, or unpaid work you have undertaken. It is particularly important that you note any periods of unemployment so that we can consider your full history in making employment decisions.
Please give details of your education history since the age of eleven including college/university courses and any qualifications obtained. You will be asked to produce copies of relevant certificates of your qualifications prior to an offer of employment being confirmed.
This is your opportunity to demonstrate that you have the skills and experience we are looking for based on the personal specification. You will need to answer each question within this section, so it is very important that you read the personal specification carefully. Think how you meet the requirements and show how you meet each of the behaviours giving examples where possible. Voluntary and unpaid work can be used in addition to more formal experience.
If you are working now or have been working, we need references covering the last three years for all applicants. For Social Workers we need references covering five years. If you have just left school or have recently obtained your professional qualification, you may want to give your teacher or tutor's name. For references please state in what capacity you know the referee, for example if they are your manager or teacher.
References will only be taken up after the interview process has been completed
Training and development
Please include in this section any training courses or development activities you have been involved with or attended. These may be courses provided by your employer or events you have participated in outside of work.
Equal opportunities monitoring
In order to make sure that our Dignity at Work policy is working effectively, and to measure the effectiveness of our advertising, monitoring information needs to be collected and analysed. This information is confidential and is monitored by Human Resources. It will not be used for selection purposes.
If your application is successful, you will be invited to take part in an interview process. However, due to the number of applications we receive, we regret that it is not possible for us to respond to every one. If you don't hear a response within four weeks from the closing date, please assume that at this time your application was not successful.
3. Lambeth's behaviours
Lambeth’s core behaviours inform what we do and how we do it. They also provide a structured way of highlighting the skills Lambeth staff need to demonstrate, to be able to deliver quality services.
Our core behaviours are relevant to every role at Lambeth Council, and are as follows:
Focuses on People
Focuses on people is about considering the people who our work affects, internally and externally. It’s about treating people fairly and improving the lives of those we impact. Put people at the heart of our work, after all that’s our business. It’s about making our processes fit people.
Takes ownership is about being proactive and owning our personal objectives. It’s about seizing opportunities, driving excellence, engaging with the council’s objectives, and furthering our professional development.
Works collaboratively is about helping each other, developing relationships, and understanding other people’s roles. It’s about working together with colleagues, partners, and customers to earn their respect, and get the best results.
Communicates effectively is about how we talk, write and engage with others. It’s about using simple, clear, and open language to establish positive relationships with others. It’s also about how you listen and make yourself open to conversation.
Focuses on results
Focuses on results is about ambition and achievement. It’s about orienting ourselves towards the end product and considering the effect of our service. It’s about making the right impact, having the right result and changing things for the better
Our core behaviours are built into all of our human resources and organisational development processes and link our recruitment, probation, induction, learning and development and performance management processes.
4. Demonstrating our behaviours
Here are some examples of how to address Lambeth’s core behaviours in your application. These are only suggested answers, and you don't have to conform exactly to the examples given below.
Focuses on People
Being approachable and showing empathy. Treating all people equally.
In my role as a XYZ officer I was responsible for monitoring home care services. In this role I would do monthly calls and visits to service users to find out if they were happy with the service. Where there were complaints I would always raise them with the provider to ensure that service users’ concerns were addressed. For example, one service user complained that her care workers were always late. I raised this with the agency so it was addressed; I also ensured that I followed up with the service user a month later to see if there had been an improvement. I now also carryout annual customer satisfaction surveys. This allows me to get feedback from our clients about the service they are receiving and make changes to the service that we provide.
Taking ownership of my task, breaking it down, engaging with persons involved, and reflecting if there is a more efficient way of achieving it.
At XYZ Council, I was responsible for preparing the year-end accounts for the Social Care department. To achieve the required level of accuracy within the tight deadlines, I first met the chief accountant to discuss her requirements and understand the overall programme. I then organised a meeting with departmental staff to agree objectives and understand key issues. This meant that any potential problems were addressed and resolved early, and we were the first department to close our accounts.
A particular issue in this project was the accountancy breakdown for Section 31 partnerships with the NHS. I obtained signed agreements and researched accounting standards through my professional contacts. I then verified with the chief accountant that this would meet required standards, and was able to arrange for the necessary accounting entries to take place in good time. The auditors were very satisfied with the papers provided in the audit.
Being a good team player, finding out what other colleagues do and working closely with them.
While working as an administrator at ABC I was responsible for setting up an outreach event targeting lone parents. My role involved meeting with other colleagues across the organisation, exchanging ideas and opinions and setting up a programme for the day. I booked the venue, clarified team roles and responsibilities and arranged for representatives from various teams to contribute on the actual day. I worked with departmental representatives to create marketing material and dispatch invites to our target audience.
The event was very successful and feedback received was positive. As a result of this, I have been asked to consider hosting a similar event on a quarterly basis.
5. Jobs email alerts
We receive a high volume of applications at Lambeth and competition for jobs is strong. If you are not successful the first time, please do consider trying again.
Keep an eye on our website or register your details to receive email notifications of vacancies that may interest you.