Working for FCDO Services, it all matters – so our application process might be different to what you’re used to. Here, you’ll find the support you need to make the best application.
I remember the first time I came here: I expected it to be daunting, but people were so friendly.
Before we get into how to apply, we want to be upfront: if you have a physical disability or a long-term health or mental health condition, or any other reason that means you need adjustments to any part of application, all you need to do is tell us. We’re Disability Confident committed which means we actively encourage applicants with disabilities, so if you disclose what you need, we’ll do everything we can to help. It won’t affect your application at all. Please also let us know if you have any issues with using our website that you’d like to report.
If you have any questions, feedback on our website, or would like to ask us about your application, please email us at FCDOServices.recruitment@fcdo.gov.uk and we’ll be in touch as soon as we can.
We strive to make our interview process accessible for everyone – and part of that is making sure that our building is accessible too. As well as making any reasonable adjustments you need, our building is equipped with:
Both sites:
– Wheelchair-accessible ramps
– Rooms with heading aid loops
– Accessible toilets
Hanslope Park only:
– Ground-floor interview rooms
– Accessible parking
King Charles Street only:
– Interview rooms accessible by lifts
– Step-free access from Green Park and Westminster tube stations (for more information see here)
Once you’ve found a job you’re interested in, the first thing you’ll do is apply online. Filling in pre-application eligibility questions, outlining how you meet the roles criteria and submitting your CV. Below we’ll tell you about every step involved, so that you’re well-prepared.
Our team conduct a sift, assessing applications against the essential criteria for the role. Our sifting process anonymises the personal data in the application form. At this point, you don’t need to do anything.
Next, we invite candidates to interview. Here, we’ll usually run through your CV, then ask a combination of competency-based and job-specific questions. We might also set you a job-specific exercise or a presentation, but we’ll let you know in advance. You can find out about the competencies framework we use here.
We sometimes do psychometric testing at interview stage, to aid the interview panel in understanding how you work and manage others. If that’s the case, we’ll let you know in advance. If you’d like to prepare, you can take a look at some practice tests through Saville Assessment and TalentLens.
If we offer you the role, you’ll then go through our pre-employment enquiries, including referencing and medical assessment. This assessment helps establish any reasonable adjustments we can make for you, and in some cases, establishes physical ability for certain roles, e.g. those that require climbing. You’ll also undergo the relevant vetting process to make sure you’re suitable for the position. Find out what’s involved and why it’s necessary, below.
Once you’ve found a job you’re interested in, the first thing you’ll do is apply online. Filling in pre-application eligibility questions, outlining how you meet the roles criteria and submitting your CV. Below we’ll tell you about every step involved, so that you’re well-prepared.
Our team conduct a sift, assessing applications against the essential criteria for the role. Our sifting process anonymises the personal data in the application form. At this point, you don’t need to do anything.
Next, we invite candidates to interview. Here, we’ll usually run through your CV, then ask a combination of competency-based and job-specific questions. We might also set you a job-specific exercise or a presentation, but we’ll let you know in advance. You can find out about the competencies framework we use here.
We sometimes do psychometric testing at interview stage, to aid the interview panel in understanding how you work and manage others. If that’s the case, we’ll let you know in advance. If you’d like to prepare, you can take a look at some practice tests through Saville Assessment and TalentLens.
If we offer you the role, you’ll then go through our pre-employment enquiries, including referencing and medical assessment. This assessment helps establish any reasonable adjustments we can make for you, and in some cases, establishes physical ability for certain roles, e.g. those that require climbing. You’ll also undergo the relevant vetting process to make sure you’re suitable for the position. Find out what’s involved and why it’s necessary, below.
The exception here is if you’ve served overseas with HM Forces or in some other official capacity as a representative of HM government, or you’ve lived overseas because of a parent or partner’s government employment.
Find roles that match your skills, then check if you’ve got all the essentials on the role profile. Search for roles here.
Once you’re ready to apply, make an account, or log in if you’ve registered with us before. Your account lets you save draft applications and come back to them – you don’t have to complete it all in one session.
Next, we’ll ask you some pre-selection questions on whether you have the right to work in the UK. It’s important that you’re honest at this point because the nature of the job means we can’t accept non-British Citizens. If this is discovered later in the process, we won’t be able to progress your application any further. Unfortunately, there aren’t any exceptions.
You’ll be asked for your name, address, and contact details. Because we have an anonymised approach to recruitment, all this detail is removed before your application is assessed – all the assessors will see is a reference number, to avoid any possible bias.
Next, we’ll ask you to detail the answer to two key areas. The first is to outline your interest in the role and the second is for you to demonstrate how you feel you meet the skills and essential qualification, knowledge and experience criteria outlined in the Role Profile and advert. You’ll then also upload your CV, so make sure you’ve prepared it in advance, with any personal data removed.
We’re a Disability Confident employer, so if you identify as having a disability, and you meet the minimum criteria for the role, then we’ll guarantee you an interview. All you have to do is let us know at this point. You can also use this space to let us know about any adjustments you’d like us to make – though don’t forget, you can also do this before you start your application. Find out about that here.
Next, we’ll ask you to confirm that you understand and agree to our privacy policy in how we store your data.
Now we’ll ask you a little about yourself, including your gender identity, ethnic origin, and more. These questions are purely for statistical purposes, so that we know whether we’re reaching a diverse audience and won’t affect your application in any way.
Finally, you’ll review all your details and confirm that everything you’ve told us is accurate. If it’s not, you can go back and amend it, but otherwise, you’re ready to send your application.
If we’ve received your submission, the next screen will thank you for your application and tell you you’ve successfully applied – and we’ll be in touch after the role’s closing date. For what happens next, see the next section.
Find out more about the vetting process, why it’s necessary and what’s involved, along with guidance here.
No, you’ll only be vetted if you’ve been made a conditional offer of employment. At that point we’ll ask you to fill in an online form to start the process, operated by UKSV.
As a secure organisation, we work to protect government buildings and data, so all our employees hold security clearance. Security clearance enables us to give assurances to ourselves and our customers. Being trusted is vital to everything that we do.
UK Security Vetting run the process independently from FCDO Services. They’ll look at both your character and your circumstances, to assess whether you’re right for this level of responsibility and see whether there are any causes for concern or things that could make you vulnerable. For instance, a history of debt caused by serious gambling could make you susceptible to bribery in post.
It depends on the role you’re applying for and the level of vetting you need.
For some roles, you’ll have a Security Check, (SC), where UKSV will look at your character and personal circumstances, starting with a written questionnaire.
For other roles, with a higher level of security clearance required, you’ll go through the most thorough method of security vetting: Developed Vetting, (DV). You’ll begin with a written questionnaire, then UKSV will complete criminal records and security service records checks, then you’ll also sit down with an interviewer who’ll ask questions to build a complete picture of you.
It starts with making sure you’ve got all the right personal details ready to enter into the questionnaire. Find our more information here
A vetting interview will look in real detail at all aspects of your life: your family background, your relationships, habits, financial affairs, hobbies, travel, interests, etc. Some of the questions will feel very personal and intrusive, but it isn’t an interrogation and you haven’t done anything wrong: your interviewer will be checking whether you’re vulnerable to pressure.
UKSV are also looking for complete honesty. Your Vetting Officer will be highly experienced, and there’s nothing you could say that would shock or surprise them.
Find out more about vetting interviews here.
Vetting is thorough, so it takes time. We’ll keep in touch with you throughout the process, but SC clearance takes, on average, a month. And, on average, DV clearance takes six months.
The role description will tell you what level of clearance is needed. Please remember that to apply for the role, you will need to meet the minimum eligibility criteria for that level of clearance. Details of the criteria are in our Eligibility section.
To make a complaint about any part of the vetting process, you can find out more information here.
Our employees are civil servants. Recruiting into roles means that we are appointing into the civil service. The Civil Service recruitment principles guide our approach to recruitment and we’re monitored by the Civil Service Commission. All appointments have to be made on merit on the basis of fair and open competition. But what does that mean?
Based on the published job description, each position is offered to the person who matches the criteria best – and no-one is offered the role unless they’re competent to do it.
There’s no bias in our assessment of candidates: selection processes are objective, impartial, and consistent.
All our roles are advertised publicly, with the same access to information for every applicant – including the criteria, salary, and selection process details. Anyone interested must be allowed to apply.
Find out about the Civil Service recruitment principles in full here.
If at any point in your application, you need to make a complaint, you can do that here.
Want to join FCDO Services but can’t find a role right now? Then join our talent pool. Sign up, upload your CV and if you match the specifications and qualifications for a job you’ll get an alert to apply.
Want to join FCDO Services but can’t see a live role to suit you? Great news: you can sign up for job alerts or add your CV to our talent pool and we’ll be in touch when something comes up.