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.
All candidates will be required to register to create an account, enabling them to apply for available vacancies and/ or to join the HCPC talent network.
This will entail completing the following:
Registration/Personal Details
Uploading CV
Uploading Supporting Statement
Additional Questions Section. This includes: your right to work in the UK; details of criminal convictions; and further information on how you heard about the vacancy being applied for.
Equal Opportunities Monitoring. The purpose of this form is to help us monitor and improve our standards of recruitment and employment practice. It is used to produce statistics so that we can analyse the diversity profile of those applying to the HCPC and meet the obligations of our Equality and Diversity Policy.
Any information gathered for statistical analysis will be used anonymously and will not be used to assess or score your application. The information you will be asked to complete includes Date of Birth (DD/MM/YYYY); gender; sexual orientation; self-described gender and/or sexual orientation; marital status; family status; ethnic origin; religion; disability status.Final Declaration
If you experience any difficulties using the site, please contact our dedicated recruitment team via recruitment@hcpc-uk.org.
Please make sure that you have received a confirmation email after submitting your application. Also, please check your email account's Spam or Junk folder to ensure that HCPC emails are not being filtered. The HCPC uses a variety of selection techniques to assess the suitability of candidates for our roles.
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.
Competency-based selection process
The HCPC uses a competency-based selection process to recruit candidates to and within the organisation.
We ask candidates to ensure that their supporting statements 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 address each of competencies in the person specification in your supporting statement.
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.
The information you will be asked and assessed on depending on the role you are applying for are:
Qualification Details
The person specification will indicate what qualifications and Education level are required. Provide details of your highest qualifications along with any other qualifications you wish to add. 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.
Managing and analysing data
The person specification will indicate the data analysis, metrics, reports, papers, and management information the post holder is required to analyse and/or 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.
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.
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.