Welsh Government jobs: external candidate recruitment guidance

Thank you for your interest in joining the Welsh Government team. 

Our mission is to support the First Minister and Welsh Ministers in building a fairer, more equal, and greener Wales. We are proud to serve the people of Wales and are committed to delivering high standards of transparency, whilst demonstrating honesty, objectivity, integrity, and impartiality in everything we do.

Collaboration is at the heart of our approach. We value people who can build strong, respectful relationships across a wide range of roles and backgrounds. The First Minister’s social partnership framework encourages working together with our partners to solve problems and find solutions to the challenges facing Wales. 

We have a strong tradition of partnership working with trade unions and actively encourage staff to join a recognised trade union. This is an important way to ensure that everyone’s voice is heard in the workplace.

We strive to create a working environment that is inclusive, stimulating, supportive – where people can thrive, grow and contribute meaningfully. Diversity of thought and experience is key to our success, and we welcome applications from individuals of all backgrounds. 

The Welsh Government is accountable to the people of Wales through the Senedd Cymru/Welsh Parliament, and we take that responsibility seriously. We aim to reflect the values of creativity, fairness, partnership and professionalism in all that we do. 

For more information about the benefits of working for the Welsh Government, please view: Welsh Government jobs: employee benefits. 

We hope this candidate guidance will support you with your application. It includes advice on:

• the assessment process
• how to evidence your skills, experience and ability
• terms of appointment

If you have any questions about this guidance or the application process, please email: sharedservicehelpdesk@gov.wales.

We recruit on merit and on the basis of fair and open competition as outlined in the Civil Service Commission recruitment principles.

As a Civil Servant, you are appointed on merit based on fair and open competition and are expected to carry out your role with dedication and a commitment to the Civil Service and its core values. For more information on the Civil Service code, please visit:

The Civil Service code on GOV.UK

Please see information on nationality requirements:

Civil Service recruitment: nationality rules on GOV.UK.

Roles are broadly open to:

• UK nationals
• Nationals of Commonwealth countries who have the right to work in the UK.
• Nationals of the Republic of Ireland.
• Nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS).
• Relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service.
• Relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service.
• Certain family members of the relevant EU, EEA, Swiss or Turkish nationals.

Sponsorship

Unless specified in the advertisement, Welsh Government does not offer sponsorship support. Candidates applying must have the legal right to live and work in the UK.

Diversity and equality

The Welsh Government is committed to providing services which embrace diversity and promote equality of opportunity. These principles are underpinned by the Equality Act 2010 and are upheld throughout every stage of the recruitment process. Our goal is to ensure that these values are embedded not only in recruitment, but also in our everyday working practices with customers, colleagues, and partners. We are committed to increasing diversity across the organisation, removing barriers and supporting all staff to reach their full potential. 

We welcome applications from everyone regardless of age, marriage (including equal and same sex marriage) and civil partnership, sexual orientation, sex, gender identity, impairment or health condition, race, religion or belief or pregnancy and maternity.

We are a Stonewall Diversity Champion and in their top 100 list of employers with a Gold award in 2023. We are a Disability Confident (Leader) organisation. We have signed Victim Support’s Hate Crime Charter, Business in the Community’s Race at Work Charter and Changing Faces’ Pledge to be Seen which supports people with visible difference. Key to supporting this work and providing peer support are 5 Board sponsored Staff Networks (Disability Awareness and Support (DAAS); Mind Matters; Minority Ethic Staff Network (MESN); PRISM (Lesbian, Gay, Bisexual, Transgender, Intersex +) and Women Together).

Name-free recruitment

The Welsh Government operates name-free recruitment. The recruiting panel will not see personal information such as a candidate’s name and address during the sifting process. This policy is in line with our commitment to end bias and promote equality and diversity.

Inclusive Interview Schemes

We are committed to the following schemes:

Disability confident

Welsh Government accepts the social definition of disability, in which it is recognised that barriers in society act to disable people who have impairments or health conditions or who use British Sign Language. We are committed to removing barriers so that all (or potential new staff) can perform at their best. The Equality Act 2010 uses the medical definition of disability (“a physical or mental impairment which has a substantial and long-term impact on a person’s ability to carry out normal day to day activities”).

The Welsh Government is a Disability Confident Leader. As part of our commitment to this scheme we interview any candidate with an impairment, health condition, who is neurodivergent or who uses British Sign Language if they meet the minimum criteria for the post (usually defined as a minimum score of 4 per criteria). Eligible candidates should tick the relevant box on the application form if they wish to be considered as part of this scheme. After the assessment stage prior to interview, the Recruitment Team will inform the panel of any eligible candidates who meet the minimum criteria but were not initially selected for interview. 

We are committed to the employment and career development of disabled people. If you have an impairment or health condition, or use British Sign Language and would like to discuss adjustments to support you during any part of the recruitment process - or explore how we can support you if you’re successful - please email SharedServiceHelpdesk@gov.wales as soon as possible. A member of the team will contact you to discuss your needs and answer any questions you may have. You can also contact the Diversity in Recruitment Team directly for confidential advice.

A great place to work for veterans

If you have completed at least one year in his Majesty’s Armed Forces – either as a regular or reserve - and are in transition from the Armed Forces, or no longer a member, you can apply for roles in the Civil Service under the Great Place to Work Veterans initiative.As part of our commitment to this scheme we interview any eligible candidates who meet the minimum criteria for the post (usually defined as a minimum score of 4 per criteria). If you wish to be considered under this initiative, please tick the relevant box on the application form.

Redeployment interview scheme

Civil Service employers can offer an interview to a fair and proportionate number of civil servants who are at risk of redundancy and who meet the minimum criteria for the post (usually defined as a minimum score of 4 per criteria). For example, you may be at risk if your work area has launched a voluntary or compulsory redundancy scheme that you’re eligible for, or you are aware that your employer has begun consultation on how to reduce staff in your immediate team or work area. If you wish to be considered under this scheme, please tick the relevant box on the application form.

Wales is a bilingual country, with both Welsh and English used routinely in our daily lives and workplaces. The Welsh language has official status in Wales. There are measures in place to ensure it is not treated less favourably than English. The First Minister has set out his vision for the future of the language in our Welsh language strategy Cymraeg 2050: a million Welsh speakers. This government’s vision is to see the number of people able to enjoy speaking and using Welsh reach one million by 2050. It also wants to double the percentage of people using the language daily.

As an organisation we have a legal obligation to provide services and information to the public in Welsh, for example providing bilingual correspondence and newsletters and answering the phone bilingually. The details of this are set out in the Welsh Language Standards.

The standards also ensure that Welsh speaking employees have access to internal services in Welsh such as: a bilingual Intranet, Human Resources (HR) documents, IT tools to help us work bilingually.

We want to support our employees to improve their language skills at all levels. We have many opportunities for our staff to start learning or brush up on skills they already have. Our bilingual working strategy Cymraeg. It belongs to us all sets out our ambition to become a truly bilingual organisation by 2050. Our initial goal is to become exemplar in our use of the language over the next 5 years.

The Welsh Government therefore acknowledges the importance of developing and growing its bilingual workforce. Applications for any post can be submitted in either Welsh or English. Applications submitted in Welsh will not be treated less favourably than applications submitted in English. You can also request an interview through the medium of Welsh and deal with us through the medium of Welsh throughout the recruitment process.

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our AI candidate guidance for more information on appropriate and inappropriate use.

To apply, you will be asked to register for an account on the Welsh Government on-line recruitment system using an email address. It is recommended that you select an email address you can always access, as this will be our main method of communication with you.

Please allow sufficient time to complete the application. There is a ‘Save and Continue’ button at the bottom of each of the application pages to allow you to leave and return to your application. Please also note you will be timed out after a period of inactivity of 3 hours. You will receive a warning message one minute before the timeout where you can extend your session. 

We welcome applications in Welsh or English, and applications submitted in Welsh will not be treated less favourably than applications submitted in English. For some Welsh Essential roles, only applications in Welsh will be accepted. Please ensure you have understood what is required of you from the advert. To access the Welsh version of a vacancy, simply click on the ‘Change Language / Newid Iaith’ toggle button at the top right hand of the page. Please note, once you start an application in Welsh, you are not able to switch to an English application for that post, using the same user account.

If you experience any difficulties, or have any questions regarding the process, please contact SharedServiceHelpdesk@gov.wales.

The assessment criteria and process may vary depending on the type of opportunity being advertised, so it is important to refer to the job advert for specific details.

At the Welsh Government, we use the Success Profiles framework as the basis for our assessment process. This is a Civil Service wide approach that considers five key elements: Behaviours, Experience, Strengths, Technical and Ability. The specific elements used will vary depending on the nature of the role. Below is a brief overview of what each element aims to assess when included in a recruitment process.

Success Profiles elements

Behaviours

Behaviour questions focus on the actions you’ve taken - or would take - that demonstrate effective performance in a role. The panel will be looking for examples that show how your behaviour contributes to success, not just what you did, but how you did it and why.

Experience

Experience refers to the knowledge or mastery of a subject or activity gained through direct involvement or exposure. We’re looking for clear, practical examples that demonstrate your capability and understanding.

Strengths

Strength questions are only asked at interview stage and seek answers which are unrehearsed and natural. They explore what you do regularly, what you do well and what motivates you. There is no expectation or requirement for you to prepare for strengths questions in advance of the interview, though you may find it helpful to spend some time reflecting on what you enjoy doing and what you do well.

Technical

These are designed to explore your professional skills, technical knowledge, understanding and experience within a bespoke context. These may include questions relating to specific professional competency frameworks or explore your qualifications or professional knowledge.

Find out more information about Success Profiles. 

The number of assessment stages can vary by recruitment type but typically includes two stages: Application (Sift) and Interview. 

Some schemes may include additional stages, such as an online test. These may be a standalone stage or form part of an interview. Guidance will be provided at the point you are invited to take the tests. If you need a recruitment adjustment to be made (for example, if your assistive technology is not compatible with the test) you should contact SharedServiceHelpdesk@gov.wales as soon as possible. Failure to complete a test or exercise by the deadline given will mean an application will not progress to the next stage.

Application (Sift)

Before you make your application, please read the job advert carefully and ensure you can provide clear evidence against the listed criteria. If you have any queries about the assessment criteria or process, we encourage you to contact the recruiting manager for clarification. 

Plan your application with the closing date in mind; this is a fixed deadline and cannot be extended unless a recruitment adjustment has been agreed in advance.

When completing an application form you will be asked to provide details regarding your eligibility, education and employment history. You will then present your evidence against the assessment criteria in one of two formats:

• Application form format – which gives you a box to complete per criterion being tested
• Statement of Suitability format – where you respond to all the criteria being tested in one box

This is the most important part of your application as it will be assessed by a recruitment panel. When choosing what examples will best evidence the criteria required, consider the following advice:

• For criteria based on previous experience, reflect on specific examples of your achievements - ideally from the last few years. Choose situations where your actions made a clear impact and demonstrate the skills or behaviours being assessed.
• For scenario-based questions, you’ll be asked how you would respond to a situation. These questions are designed to explore your potential, creativity, and problem-solving approach, not just your past experience. Think about:
  • How you would assess the situation
  • What steps you would take
  • How you would communicate and collaborate with others
  • What outcome you would aim for and why
• Draw from a wide range of experiences - not just professional ones. Strong examples can come from education, volunteering, community involvement, or other relevant life experiences.
• Select your strongest examples and ensure they fully address the criteria. Take time to refine your responses so they clearly demonstrate the required skills, behaviours, or knowledge.
• Be concise and focused. Make sure your evidence is presented clearly and stays within the word count. Avoid unnecessary detail—prioritise clarity and relevance.
  • Remember, a recruitment panel cannot assume what is not included in the example; they can only assess what you have written.
  • Use ‘I’ not ‘we’. Evidence your role and how you affected the outcome.
  • Some candidates find it helpful to use the STAR approach when presenting evidence as it provides structure and focus to examples in both the application form and the interview.
    • Situation: briefly describe the context and your role.
    • Task: the specific challenge, task, or job that you faced.
    • Action: what you did, how and why you did it.
    • Result: the outcomes and what you achieved through your actions.

Keep the situation and task parts brief. Concentrate on the action and the result.

The evidence you provide will be assessed by a recruitment panel. If the panel agree that you have provided sufficient evidence against the criteria, your application will progress to the next stage. You will be given a minimum of 5 working days’ notice for any further stages (unless a recruitment adjustment has been agreed in advance).

Interview 

Interviews are usually held online via Microsoft Teams but occasionally may be held in one of our offices. If, for any reason, the time and date for an interview is not suitable please contact the Recruitment Team.

Each interview is conducted by a panel consisting of at least two members - typically a panel chair and one other panel member. At least one member of the panel will be independent, meaning they are not directly involved in the role or team being recruited to. Their role is to bring an impartial perspective, challenge assumptions, and contribute to fair and inclusive decision-making.

Interview questions in advance

The job advert will outline which Success Profile elements will be assessed at interview. 

In line with our commitment to fairness, transparency, and supporting candidates to perform at their best, we now share opening interview questions in advance for certain Success Profile elements. 

If you are invited to interview, you will receive opening Experience and Behaviour questions in your interview invitation (if these elements are being assessed). 

Your invite will be sent at least five days before your interview to give you time to prepare and reflect on relevant examples.

If your interview includes a Technical assessment, it is at the discretion of the panel whether Technical opening questions are shared in advance. In some cases, sharing these questions beforehand may compromise the integrity of the assessment. Strength-based questions and any follow-up questions will not be shared in advance.

During the interview

The opening questions will be posted in the chat bar (for virtual interviews) and asked in the same order as provided in your invite. If you would prefer not to have the questions posted in the chat bar, please let the panel know at the start of the interview.

For in-person interviews, printed copies of the opening questions can be provided on the day.

Interview format

The Chair will introduce the panel and explain the format and timing of the interview. You will be asked if there may be any extenuating circumstances which may affect your performance at interview, such as a recent bereavement or car accident. This is to ensure that there is nothing which may inhibit your performance. If something has occurred, you will be provided with the opportunity to reschedule your interview. However, if you do choose to go ahead with the interview, you will not be able to reschedule for another time if afterwards you feel you did not perform at your best.

Each member of the panel will take it in turns to ask questions and at the end of the interview, the Chair will give you the chance to ask any questions you may have.

Interview duration

The interview will usually last between 45-60 minutes depending on the grade of the role applied for and type of assessment required.

Interview language

We will try to carry out your interview in your preferred language, English or Welsh (based on the preference you indicated in your application form). If we are unable to offer a full Welsh Speaking panel, simultaneous interpretation from Welsh to English may need to be provided. In such cases you will be informed of the arrangements prior to the interview.

You will receive the outcome of each stage of the process through the Welsh Government online recruitment system. If you are successful at any stage of the process, details of the next stage will be included in the outcome email. 

Anyone who believes they have been treated unfairly, or has a grievance or complaint should contact us via our Complaints Unit: How to make a complaint about Welsh Government.

If you are unhappy with the outcome of the complaint and feel that the principles of appointment on merit through fair and open competition have not been met, you have the right to pursue your grievance with the Civil Service Commission.

Permanent or Fixed term

Working hours

Posts are available on a part-time, job-share and full-time basis. We welcome applications from people who work part-time.

Leave

Full-time employees are entitled to 31 days annual leave, plus 10 public and privilege days’ leave, pro rata for part time employees.

You will be eligible for sick pay, holiday pay and any absence entitlements in accordance with Welsh Government terms and conditions.

Welsh Government also offers a range of family friendly and flexible working arrangements, which support modern working families. We have designed our policies to enable employees to combine work and family life so that we can retain their valuable skills in the workplace, and they can fulfil their potential.

Performance and training

Objectives will be agreed between you and the line manager at the start of the appointment with regular reviews carried out at agreed intervals. The line manager will arrange an induction programme or training as appropriate.

Everyone in Welsh Government is supported to develop their skills and capabilities, which includes access to learning and development. We are committed to learning and development and ensure our staff have a minimum of 5 days learning per year.

Location

Most posts are classed as pan Wales unless otherwise stated in the advert. ‘Pan Wales’ means that the location in which the vacancy can be based is flexible, subject to the needs of the business. A list of the Welsh Government’s offices can be found on GOV.WALES. Please note it may not always be possible to accommodate a preference for a specific office location.

Smart working

The Welsh Government actively encourages smart working. This means focusing on how you use your time, and where and how you work, to meet business needs in the most productive way. This provides staff with considerable flexibility with location and hours worked. Smart, flexible working is becoming a permanent feature of working life in Wales and the Welsh Government will lead the way in this.

Salary

Successful candidates will be appointed at the amount listed under “Actual Starting Salary”. This applies to all external applicants, regardless of whether they are already working for Welsh Government, are existing Civil Servants or have never worked for the Civil Service. Existing salary points for existing Civil Servants will not be matched.

Secondment

Eligibility

Sometimes posts are available as a secondment opportunity. It will be stated in the advert if this is the case. Secondments are for non-civil servants, and candidates must meet the eligibility criteria below:

• have the right to work in the UK and meet the Civil Service Nationality Rules.
• not have any immigration visa restrictions which specifies a particular place of work.
• have an employer willing to support a secondment arrangement.

If you are successful for an opportunity on secondment and:

• have been on secondment to the Civil Service within the last 12 months and/or,
• have been appointed to the Civil Service under an Exception within the last 12 months.

You must declare this so that the Welsh Government can seek the Civil Service Commission’s approval that the appointment can progress.

Salary

Secondees will remain employed by their current employer for the entire secondment period on their existing terms and conditions and payroll.

Secondees are not eligible for any Welsh Government pay award or reward during the secondment. They will remain on their existing basic salary, with no alignment to WG salaries, or spine points, during the secondment. WG is under no obligation to agree to cover any allowances, specialist pay or benefits that will not apply in the work they are undertaking whilst on secondment. Such allowances, specialist pay or benefits may continue to be paid to them by their Parent organisation, but WG do not have to reimburse these.

Our secondee policy and agreement can be shared with candidates applying on a secondment basis on request.

Loan

Eligibility

Sometimes posts are available as a loan opportunity. It will be stated in the advert if this is the case. Loans are only open for existing Civil Servants who meet the eligibility criteria below:

• have been recruited in line with the Civil Service Commission Recruitment Principles (appointment on merit through fair and open competition).
• have successfully completed their probationary period.
• have demonstrated acceptable performance and attendance levels.
• have the right to work in the UK.
• do not have any immigration visa restriction which specifies a particular place of work.

Individuals moving on Loan will be subject to the Civil Service Transfer Principles (How to Move Jobs Between Departments and Agencies) and typically transfer on a lateral basis. Unless the loan is for less than 6 months, successful individuals will move to the Welsh Government’s terms and conditions and payroll.

Unless otherwise stated in the Job Advert:

• loans are not expected to gain a permanent transfer or permanent promotion to Welsh Government.
• only those applying laterally are eligible to apply. Individuals on loan will be expected to return to their home department, at their substantive grade, at the end of the agreement.

Salary

Candidates joining the WG on loan will have their financial position protected during the transfer:

• If the current salary is below the minimum of the relevant WG pay scale, the individual will be placed on the first spinal point of that scale.
• If the current salary falls between 2 spinal points on the relevant WG pay scale, the individual will be placed on the lower of the 2 spinal points, and the difference will be paid as a *mark time allowance to match their current salary.
• If the current salary exceeds the maximum of the relevant WG pay scale, the individual will be placed on the highest spinal point of the scale, with any remaining difference paid as a *mark time allowance.

*A mark time allowance tops up the salary to match the individual’s current pay and remains in place until the pay scale spine points increase through pay awards or incremental progressions, gradually reducing the allowance until it is no longer paid.

If you have any questions about this guidance or the application process, please email: sharedservicehelpdesk@gov.wales.

Resourcing Hub, Welsh Government

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