Pre-Employment Checks

Depending on the role you have applied for, will determine which pre-employment checks are required.

If you are the preferred candidate after a selection process, the hiring manager will let the Workforce Resourcing Team know and they will start pre-employment checks.

All initial offers of employment are conditional until confirmation is received that all pre-employment checks required for the role are satisfactory. During this process you will be referred to as the Preferred Candidate.

References for External Candidates

External candidates will be required to provide two references, which the Council deems to be satisfactory. One reference must be from your current or most recent line manager.

On occasions, we may request an additional reference to confirm your suitability for the post if required.

If you have not worked since leaving school/college/university etc, you must provide a referee from your last educational establishment. In the event that school/college/university references are unavailable, the Workforce Resourcing Team can advise on suitable referees.

References for Internal Candidates

One reference will be required for current employees who have been successful in attaining a position in regulated work. This is in line with safer recruitment practices. This will be clearly defined in the employment advert.

When an internal candidate is applying for a post, and the candidate’s current line manager is participating in the recruitment process, it is not appropriate to ask that line manager for a reference. Candidates in this position should provide an alternative referee.

It is the responsibility of the Chair of the recruitment panel team to review and confirm a reference is satisfactory.

Health Questionnaire/Examinations

In line with the terms of the Equality Act 2010, job applicants will not be asked to complete a health questionnaire (or undergo a medical examination) until a job offer has been made to them.

All job offers are conditional, subject to receipt of satisfactory health information.

There will be occasions whereby the information provided by you on your health questionnaire needs further assessment. We will contact you if this is the case and, if required, request that you complete an additional online questionnaire to our occupational health provider MediGold.

The Council will consider reasonable adjustments to facilitate your employment where applicable.

Criminal Convictions

All job offers are subject to receipt of a satisfactory criminal convictions declaration. A number of jobs within the Council are covered (excepted) under the Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2013, as amended, and the Protection of Vulnerable Groups (Scotland) Act 2007.

Disclosure Checks & Protecting Vulnerable Groups (PVG) scheme

Depending on the role you have applied for, a Disclosure check or PVG may be required.

Disclosure Scotland checks and shares information about people’s criminal records. This helps organisations to employ the right people for certain types of work, like working with children or protected adults.

Protecting Vulnerable Groups (PVG) Scheme membership is required for successful applicants to posts that are deemed to be “regulated work” i.e. posts working with children and/or protected adults. Regulated work is usually jobs including:

  • caring responsibilities
  • teaching or supervising children and/or protected adults
  • providing personal services to children and/or protected adults
  • working directly with children and/or protected adults

Candidates will be expected to adhere to legislation and Council procedures concerning the declaration of convictions, Disclosure and PVG checks.

These pre-employment checks are there to safeguard and protect our staff and service users and are applied consistently to all of our regulated roles, including permanent, temporary, casual and volunteer positions.

Upon satisfactory completion of all pre-employment checks, we will contact you to confirm a mutually agreeable start date.


When invited to interview you will be asked to bring along your Right to work in the UK.  The Hiring Manager will take a copy of the documents and return the originals to you. 

Appropriate documentation to bring along:

If you are a British or Irish Citizen:

  • British Passport
  • An Irish passport or passport card

Your passport or passport card can be current or expired.

If you do not have a passport or passport card, you can prove your right to work with the following:

  • A UK birth certificate or adoption certificate
  • An Irish birth or adoption certificate
  • A certificate of registration or naturalisation as a British Citizen

AND a document with your name and National Insurance number.

If documents have different names, you must provide proof of the reason for change of name e.g. marriage certificate.

If you are not a British or Irish Citizen, you can prove your right to work with:

Additional Information can be found on the undernoted links:

Useful InformationLink to information on Website
Prove Your Right to WorkProve your right to work to an employer: Overview – GOV.UK (
Prove Your Right to Work to an Employer – Using Immigration DocumentsProve your right to work to an employer: Using immigration documents – GOV.UK (
Prove Your Right to Work – Get a share code onlineProve your right to work to an employer: Get a share code online – GOV.UK (
PVG Scheme Online - Applicant Guidance
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Date modified: 13-01-2021
Updated on 20th June 2024

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