Applicant guidance

For all posts the completion of an application form is required.  It allows the shortlisting panel to assess how closely your knowledge, skills and experience match the criteria on the job description.

Submitting the Online Application Form 

Some people find it easier to complete the application form in a different order to the job description, for example, starting with the areas that they have most experience in. Answering competency based questions well often takes some time, and many candidates will find it useful to write an answer and re-read it later, before submitting their final application.

Please note that if you leave your application inactive for a period of 15 minutes you will be logged out automatically and you will lose any unsaved work. To remain logged in and to ensure that your work is saved, please click the 'Save', button regularly while completing your application.

Applying for more than one role

You may apply for more than one role at the same time, but you will have to complete a new application for each role. This is to make sure that we have a record of each application in the system, and also because different applications may have different key skills and may be assessed by different shortlisting panels.

If you use the same login details for each application, you will find that some sections, for example your personal details, will automatically be carried over into the new application

Character Limit

Each section has a character limit attached to it, this is clearly indicated on the application form.

Step by Step Guide

A step by step guide to completing the application form

Competency-based selection process

The HCPC uses a competency based selection process to recruit candidates to and within the organisation.

We ask candidates to provide evidence from previous employment, voluntary work or education to demonstrate to the recruitment panel that they can perform in the areas and to the standard specified in the job description.

For each of the essential and desirable criteria in the person specification, the recruitment panel will consider how well the evidence provided meets the standard required for the post.  Criteria will be assessed at different stages of the selection process; the person specification will specify which criteria are being assessed at each stage.

Candidates who do not provide any evidence against one or more of the essential criteria for the role cannot be offered the post, so it is important that you answer all the questions in the application form.

You should use actual examples, rather than describing how you think you would do something, using simple and easy to understand language. You also need to include enough background information so the recruitment panel can understand the situation and how it demonstrates your knowledge, experience and skills.

Completing the Application

The application form has 8 – 12 sections depending on the requirements of the role.  We have provided guidance on what is required in each section, a step by step guide to completing the online application form is available here.

Qualification Details

The person specification will indicate what qualifications and Education level are required.

Provide details of your secondary and higher education (or equivalent) - starting with the most recent - together with any other relevant qualifications indicated on the person specification.

If offered the post, you will be asked to provide original certificates to evidence your qualifications prior to your first day of employment.

Employment Details

The person specification will indicate what experience is required to successfully carry out the role.

Provide details of your work experience. You can include any periods of voluntary work, travel, career breaks and unemployment.  When asked for the main duties and responsibilities, you should refer to the job description and indicate where your experience matches that required for the role.

Communicating Effectively

The person specification will indicate what communication skills are required to successfully carry out the role.

You should use this section to describe how you have previously demonstrated excellent communication skills both written and verbal.  Depending on the level and type of role this could include clearly conveying messages, exercising tact and discretion or persuasion skills.

The examples you provide should be at a similar level to those indicated in the person specification.

Building Relationships

The person specification will indicate the nature and level of relationship building skills are required to successfully carry out the role.

You should use this section to demonstrate how you have successfully built relationships with colleagues, and internal and external stakeholders in the past. This may include working as part of a team, engaging with external stakeholders or to effectively challenge, persuade, negotiate and influence senior colleagues.

The examples you provide should be at a similar level to those indicated in the person specification.

Planning and Organising

The person specification will indicate what planning and organisational skills are required to successfully carry out the role.

You should use this section to demonstrate how you have previously managed your workload.  Depending on the level and type of role examples may include how you have delivered on deadlines, maintained high quality standards and managed projects or budgets.

The examples you provide should be at a similar level to those indicated in the person specification.

Problem Solving and Initiative

The person specification will indicate the nature and level of problem solving and initiative required to successfully carry out the role.

You should use this section to describe where you have previously demonstrated the ability to solve problems and use your own initiative.  This may include working effectively under pressure to achieve an objective or solve complex problems.  At a more senior level this may include working autonomously and with a high level of decision making authority.

The examples you provide should be at a similar level to those indicated in the person specification.

Producing Reports

The person specification will indicate what reports, papers and management information the post holder is required to produce.

You should use this section to provide examples of where you have had to produce reports or committee papers either to support organisational decision making or instigate a change to a process or a new initiative.

The examples you provide should be at a similar level to those indicated in the person specification.

Leadership and Management

The person specification will indicate what leadership and management capabilities the post holder is required to possess in order to successfully carry out the role.

You should use this section to describe how you have previously demonstrated leadership and management skills.  For example, coaching, setting direction, leading change, monitoring performance and supporting the development of employees.

The examples you provide should be at a similar level to those indicated in the person specification.

Knowledge of Understanding Required for the Role

The person specification will indicate what technical or role specific skills, knowledge and abilities are required to carry out the role.

You should use this section to demonstrate how you meet these criteria, describing how you have previously displayed the skills.

The examples you provide should be at a similar level to those indicated in the person specification.

Reference Details

We will obtain two employment references which confirm at least three years of work history and are satisfactory to the HCPC.  Please provide contact details for your references and ensure that they cover the preceding three year period.  You may be unable to take up employment if we do not receive satisfactory references prior to your start date.

Additional Questions

We use this section to confirm that candidates have the right to work in the UK and meet the conditions of employment.  It is also used to gather information on the success of our advertising strategies.  This section is not shared with the selection panel.

Hints and Tips

The most successful applications tend to follow the S.T.A.R. technique. This means that responses include the following information:

• Situation. Set the context for your example
• Task. What was required of you
• Activity. What you actually did personally
• Result. How well the situation went and what was the outcome

Your emphasis should be on providing evidence of how you meet the job criteria/competence. If you have not had direct experience of the criterion, think about other situations where you have demonstrated the same or similar skills. For some criteria one example may be enough, for others you may wish to give two or three examples to demonstrate your competence. This is especially the case for more senior roles.

What to avoid

• Do not make generalised statements such as ‘I am a good communicator” or “I always do this in my current role”
• Do not make statements about what your team has achieved without making it clear what your personal role was
• Avoid statements that describe your personal qualities or approach - focus on specific challenges and results
• Only tell the panel what they need to know about the situation to be able to understand your example - keep your answer focused and relevant to the criteria