Merseyside Fire & Rescue Service

Our Mission: Safer Stronger Communities - Safe Effective Firefighters.

The Recruitment and Selection Process

The recruitment process for support staff roles within the Service may vary depending on the level and nature of the role.

If you apply for a job with the Service, you will be provided with details of the recruitment process. All jobs will also have a Job Profile setting out what the job involves and responsibilities and also a Person Specification that outlines the skills and attributes we are looking for from candidates.

The Person Specification will form the basis of the selection process as we seek to establish whether candidates have got the skills we require. The recruitment and selection process may form some or all of the following stages:

Application Form

The application form provides all information about you, details of your qualifications and experience and all other relevant information. You will receive a document with guidance on how to complete the application form.

Initial Sift

All application forms are sifted initially to see if all sections have been fully completed and to review information provided in relation to candidates absence records and criminal records.


At the shortlisting stage, all personal details of the candidate are removed from the form and it is then assessed against the criteria set out in the person specification.

Job Related Assessment

Many selection processes will include a job related assessment that will focus on establishing on whether a candidate has some of the practical and/or technical knowledge required for the post. This is information that cannot be established at the application stage (eg word processing speed, knowledge of legislation)

Assessment Centre

For specialist and senior posts the selection process may include an Assessment Centre that may consist of a series of psychometric ability, personality and job-related tests.


The interview panel will usually involve a representative from HR and a manager from the department in which the role is vacant. It IS a usually a semi-structured interview and will ask questions about the candidates skills and experience and suitability for the post.


For all permanent posts and also all manual posts (perm or temporary), candidates must undertake a pre-employment medical to assess their general health and fitness for the role they have applied for.


The Service will seek two references for each candidate - one from an employer or college tutor and one other character reference. The employer reference will seek clarification of absence records and other details supplied in the application form.


The Service may seek a disclosure from the Criminal Records Bureau for some roles. This may be a standard or enhanced disclosure depending on the nature of that role. This information will be made clear at the outset of the recruitment process.

Merseyside Fire and Rescue Service is an equal opportunities part of this commitment we have signed up to the Employment Service's Two Tick Srneme 'Positlve Towards Disabled People'. Under the Scheme, Merseyside Fire and Rescue Service has made the following commitments:
  1. To interview (or invite to the next stage of the selection process) all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities. The aim of this commitment is to encourage disabled people to apply for jobs by offering an assurance that should they meet the minimum criteria they will be given the opportunity to demonstrate their abilities at assessment or interview stage.

  2. Consulting employees with a disability: To ensure there is a mechanism in place to discuss at any time, but at least once a year, with disabled employees what you and they can do to make sure they can develop and use their abilities. The aim of this commitment is to ensure that disabled employees are getting the same opportunities as others to develop and progress within their job.

  3. Retaining people who become disabled: To make every effort when employees become disabled to make sure they stay in employment. The aim of this commitment is to make sure that employees know that, if they become disabled, they will have the Service's support to enable them to continue in their current job or an alternative one. Retaining an employee who has become disabled means keeping their valuable skills and experience and saving on the cost of recruiting a replacement.

  4. Developing Awareness: To take action to ensure that all employees develop the appropriate level of disability awareness needed to make your commitments work. The aim of this commitment is to provide the appropriate level of disability awareness to all staff in order to improve the working environment.

  5. Reviewing progress and keeping people informed: Each year, to review the five commitments and what has been achieved, to plan ways to improve on them and to let employees and Jobcentre Plus know about progress and future plans.

    The aim of this commitment is for the Service to monitor their own practices and achievements in meeting their symbol commitments, and to identify areas for further progress or good practice to share with others.

    In accordance with the terms and provisions of the Disability Discrimination Act, the Service will consult with disabled candidates to ensure that we make any reasonable adjustments necessary throughout the recruitment and selection process and should a disabled candidate commence employment with us.

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