Info & FAQs

You do not need to complete your application in one session. If you want to take time to think about your answers, just save your application and sign out. You can come back at any point before the closing date to complete your application.

Remember because of our commitment to treating the Welsh and English language equally job applications may be submitted in either language. Your language choice will not result in your application being treated less favourably.

The selection panel will make their decision on whether to invite you to interview by considering the information you provide in your application. Your personal supporting statement is therefore a very important part of your application. When writing your personal supporting statement you need to bear in mind the details provided in the job description and person specification so that you can show how you believe you can meet the requirements of the job.

Our recruitment process is designed to be both fair and consistent. As a result, we don’t accept CVs or any other supporting material unless you are specifically asked to provide it.   If you are interested in applying for a job then you must complete an online application.

There is nothing to stop you from making multiple applications.   Be sure your personal statement is tailored to reflect the requirements of each job.

You are able to make changes to your application if you haven’t submitted it and the closing date has not passed.

If you wish to make changes to a submitted application you are only able to do so by deleting your application and submitting a new one.  You will not be able to do this once the closing date has passed.

If you have submitted an application and no longer wish to be considered for the position, please email quoting the job reference.

If you experience any difficulties with our recruitment system please contact us on 01970 633949.

We appreciate that disabled applicants can face additional challenges to gaining employment and we are committed to promoting employment opportunities for people with disabilities. As part of this commitment we have gained ‘Disability Confident Employer’ accreditation. More information about this can be found here.

We are a bilingual organisation and as such some jobs have a Welsh language requirement. If this is the case it will be noted in the person specification. Further details regarding Welsh language standards, including how we support our people to learn Welsh, can be found here.

Because of our commitment to treating the Welsh and English language equally job applications may be submitted in either language. Your language choice will not result in your application being treated less favourably.

You also have the right to choose your language preference for interview.   If you have any concerns please do not hesitate to contact us.

ALTE Framework

Ceredigion County Council has adopted the ALTE framework to assess candidates’ language skills. Abilities are assessed against the ALTE Framework “Can-do statements” as listed below.

Listening & Speaking

Level 1
Can pronounce place names and personal names correctly. Can greet customers on a reception desk or on the telephone. Can begin and end a conversation.

Level 2
Can understand the essence of a conversation. Can receive and understand simple messages following normal patterns, such as time and place of meeting, request to talk to someone. Can pass on basic information and simple instructions. Can begin and end conversations and meetings bilingually.

Level 3
Can understand and participate in most day-to-day non-technical conversations in the office. Can advise the public on general matters within own area of work, but must turn to English for technical or specialist terms. Can contribute to meetings or presentations within own area of work, but must turn to English for technical or specialist terms.

Level 4
Can contribute effectively to internal and external meetings in the context of the job area. Can understand differences in language and dialect. Can argue for or against a specific case. Can chair meetings and answer questions confidently from the Chair. Can give presentations fluently and confidently in the context of the job area.

Level 5
Can contribute fluently and confidently in relation to all aspects of day-to-day work, including discussing and advising upon technical, specialist or sensitive matters.

Reading Skills

Level 1
Can understand short reports on familiar matters, if these are expressed in simple languages, such as elementary signs, simple instructions and agenda contents.

Level 2
Can understand most short reports and familiar instructions within his/her own area of expertise, provided enough time is given.

Level 3
Can understand most reports, documents and correspondence he/she is likely to encounter during his/her work.

Level 4
Can understand correspondence and reports expressed in standard language.

Level 5
Can understand reports, documents and articles he/she is likely to read during his/her work, including complicated concepts expressed in abstruse terms.

Writing Skills

Level 1
Can write personal names, place names, job titles and names of Council departments. Can write a simple request to a colleague, such as “Somebody has called, can you call back?”

Level 2
Can write a short simple message on paper or by e-mail to a colleague within the Council or a known external contact.

Level 3
Can write informal messages and reports for internal use.

Level 4
Can write business correspondence, short reports, e-mail messages and information literature with editorial assistance.

Level 5
Can write business correspondence, short reports, e-mail messages and information literature to an acceptable standard with the assistance of language tools. Can write detailed notes in a meeting whilst contributing fully.

If you do not have access to a computer, you can access one at any of our libraries.

It’s our responsibility to ensure that everybody we employ is legally entitled to work in the UK.   We must therefore ask you provide documentary evidence to demonstrate this. Visit to find out which documents you need to show us.

We pride ourselves on being an inclusive employer.  What we’re looking for is potential. We don’t believe a criminal record is necessarily a reason to reject your application.  

Everybody will need to show us proof of age and right to work in the UK. We may need to see other documents too.  This will depend on the job you’ve applied for.  For example, qualifications, driver’s license etc.

Requests for documentation form part of the pre-employment checks process. It is important that you don’t resign from your current job until the pre-employment checks are complete.

If your application has been successful, we will send you an email to let you know.  We aim to do this within 14 days of the closing date but sometimes this can take a little bit longer.

Interview dates are often noted on our job adverts so that you can keep the date free.   For the majority of posts those invited to interview will be sent an email which will contain a link to our recruitment system to allow you to book an interview slot that suits you.  It is likely that limited slots will be provided so try and book early so you have greater choice!

If you’ve already booked your slot and this is no longer convenient please contact us.

You will be asked a set questions which are intended to identify whether you have the knowledge and skills to do the job. You may also be asked to give a presentation or undertake a task to further support your application.   You will be told if this is the case in your ‘invite to interview’ email.  There will usually be three Ceredigion employees on the interview panel. Remember, our aim is to find the best person to do the job.  We will understand if you’re nervous and we will do our best to put you at ease.  The interview process is not about tripping you up but about giving you the opportunity to promote yourself.

To prepare for the interview, re-read the job description and person specification.  The interview panel will have chosen their questions by referring to these.

If your interview is successful we will let you know as soon as possible, usually by phone. If you’re unsuccessful, and we have been unable to reach you by phone, you might be notified by email or in writing.

We appreciate that feedback following interview is useful. You can get feedback by contacting the recruiting manager.  Alternatively you can contact us and we can arrange it for you.

Your information is held securely and treated in confidence. Until you submit an application, the information you provide will not be made accessible to the recruiting manager. When you have submitted an application, the information provided will be used to assess your suitability for the post according to the requirements noted in the person specification.

Any equal opportunities information completed during the application process will not be forwarded to the recruiting manager or interview panel.

The information you provide will be held for 12 months and then destroyed unless you are appointed. If you are appointed the information will be used as part of your employee record. The information will be kept and used in line with GDPR and Data Protection . More information about how we keep and use your personal information and how to contact the Data Protection Officer can be found here.

A Disclosure and Barring Service (DBS) check is an essential requirement if you’re applying to work with children or adults at risk (e.g. posts based in schools or social care settings). The check will provide us with details of relevant criminal convictions and cautions. More information on DBS checks can be found here: The information gained from the check helps us make safer recruitment decisions. Having a criminal conviction or caution may not necessarily prevent you from being offered a job.   Please see ‘criminal convictions’ above. Whether a job requires a DBS check should be stipulated on the job description or person specification.  If you would like to check this please contact us.