How we recruit

We are very keen to recruit motivated bright graduates and school leavers as well as experienced professionals and specialists.

We recruit as and when external vacancies arise. Most posts are offered on a permanent basis, although some jobs may be for a fixed term.

All posts are advertised on our website, professional journals, online job sites and occasionally in the traditional press.

Recruitment Principles

The Recruitment Principles explain what the fundamental requirement of selection for appointment on merit on the basis of fair and open competition means. The Recruitment Principles also set out the circumstances in which appointments can be made as exceptions to this requirement.

The Recruitment Principles describe what responsibilities departments and agencies have in meeting this requirement, for example the extent to which Ministers may be involved in the selection process.

Departments and agencies are however free to develop their own approaches to recruitment as long as they are consistent with the Recruitment Principles.

Diversity

Creating an Inclusive Workplace

We are committed to recruiting a workforce that is representative of Scotland’s diverse population and we are striving to create a workplace where all colleagues feel respected, valued and celebrated, with a strong sense of belonging.

Key benefits include:

  • Joining a diverse and inclusive workforce
  • A dedicated workplace adjustments team supporting staff
  • An Employee Passport scheme, considering personal circumstances and removing barriers to help staff members meet their full potential
  • Active staff diversity networks, allies networks and community groups
  • Inclusive Culture training and annual diversity objectives for all staff
  • A Developing Diverse Leaders Programme
  • An extensive diversity and inclusion curriculum offer
  • Senior staff championing the interests of equality groups
  • A calendar of recognised and celebrated religious and cultural events
  • Consistently high inclusion scores on our staff survey.

Helping our staff to find the right work-life balance

We provide a range of flexible working and leave options to help staff find a work-life balance that meets organisational needs and individual requirements and circumstances.

Key benefits include:

·       35 hour working week

  • 25 days annual leave rising to 30 days after 4 years service
  • An additional 11.5 days public and privilege holidays
  • Working patterns including full-time, part-time and job-share
  • Flexi-time, term-time and compressed hours
  • A wide range of roles suited to hybrid working
  • Maternity, paternity, adoption and shared parental leave
  • Career breaks, phased and partial retirement
  • A ‘Right to Disconnect Policy’ to enable staff to disengage from work outside normal working hours.

Hybrid Working

As part of our current Hybrid Working Policy, staff members in roles which are suitable for hybrid working may have the opportunity to informally deliver work from home, in addition to time spent at their office-base.

Our current work arrangements require all employees to spend 2 days every week working in an office (pro-rata)  and / or with stakeholders. Office base locations are defined based on team location and individual arrangements are agreed in advance with line managers. If you have a question about hybrid working contact our recruitment team.

Applying to work with us

How the application process works

Success Profiles

On 1 October 2024, we adopted a new assessment framework called Success Profiles which evaluates candidates against a range of criteria, using a variety of different assessment types.

The Success Profiles Framework is flexible and allows candidates to showcase their suitability for a role in different ways, helping us to identify the best candidate for the role and ensuring we meet our commitment to recruiting a diverse workforce.

Elements Assessed

The Success profiles Framework includes five key elements on which candidates are assessed.

  • Technical skills: the demonstration of specific professional skills, knowledge or qualifications.
  • Behaviours: the actions and activities that people do which result in effective
  • Strengths: the things we do regularly, do well and that motivate us.
  • Ability: the aptitude or potential to perform to the required standard.
  • Experience: the knowledge or mastery of an activity or subject gained through involvement in or exposure to it.

The elements selected for assessment depend on the role and candidates are not required to demonstrate all of them. You can find the specific elements required for each vacancy on the job advert, in the Success Profile section. We will be using a combination of Behaviours, Experience and Technical Skills to recruit for roles in the Scottish Government.

View the Framework

We have created a new Success Profiles Guide withal of the information you need to make a successful application using the framework.

Nationality guidance

Commonwealth Citizens

This means any person who has the status of a Commonwealth citizen under the British Nationality Act 1981. This includes:

  • Antigua and Barbuda
  • Australia
  • Australian External Territories
  • Australian Antarctic Territory
  • Bahamas, The
  • Bangladesh (formerly East Pakistan)
  • Barbados
  • Belize (formerly British Honduras)
  • Botswana
  • Brunei Darussalam
  • Cameroon
  • Canada
  • Christmas Island
  • Cocos (Keeling) Islands
  • Cyprus
  • Dominica
  • Fiji Islands
  • The Gambia
  • Ghana
  • Grenada
  • Guyana
  • India
  • Jamaica
  • Kenya
  • Kiribati
  • Lesotho
  • Malawi
  • Malaysia
  • Maldives, The
  • Malta
  • Mauritius
  • Mozambique
  • Namibia
  • Nauru
  • New Zealand
  • New Zealand Territories
  • Nigeria
  • Norfold Island
  • Pakistan
  • Papua New Guinea
  • St Kitts and Nevis
  • St Lucia
  • St Vincent and the Grenadines
  • Samoa
  • Seychelles
  • Sierra Leone
  • Singapore
  • Solomon Islands
  • South Africa
  • Sri Lanka
  • Swaziland
  • United Republic of Tanzania
  • Tonga
  • Trinidad and Tobago
  • Tuvalu
  • Uganda
  • Zambia
  • Zimbabwe

European Economic Area (EEA)

The European Economic Area comprises the member states of the European Community (EC) and the European Free Trade Area (EFTA).

The EC Member States (besides the UK) are:

  • Austria
  • Belgium
  • Bulgaria
  • Cyprus
  • Czech Republic, The
  • Denmark
  • Estonia
  • Finland
  • France
  • Germany
  • Greece
  • Hungary
  • Italy
  • Latvia
  • Lithuania
  • Luxembourg
  • Malta
  • Netherlands, The
  • Poland
  • Portugal
  • Republic of Ireland, The
  • Romania
  • Slovakia
  • Slovenia
  • Spain
  • Sweden

The EFTA Member States are:

  • Iceland
  • Liechtenstein
  • Norway

Although Switzerland is not part of the EEA, Swiss nationals enjoy many of the same rights, including employment in the Civil Service.

Turkish nationals are not automatically eligible for employment in non-reserved posts in the Civil Service. They are only eligible if they have been lawfully employed in the United Kingdom for four years in any job, or if they have been lawfully employed for three years in a job within the same "occupation" as the post which they wish to take up within the Civil Service.

United Kingdom dependent territories

  • Anguilla
  • Bermuda
  • British Antarctic Territory
  • British Indian Ocean Territory
  • British Virgin Islands
  • Cayman Islands
  • Falkland Islands and Dependencies
  • Gibraltar
  • Montserrat
  • Pitcairn, Henderson, Ducie and Oeno Islands
  • St Helena and Dependencies (principally Ascension and Tristan da Cunha)
  • Turks and Caicos Islands
  • The Sovereign Base Areas of Akrotiri and Dhekelia

British protected person

The status of British protected person (BPP) is a status held by certain persons under the British Nationality Act 1981. It is not traditionally considered a form of British nationality - as British protected persons are not Commonwealth citizens in British nationality law, they do not have full civil rights in the United Kingdom. However, BPPs, like Commonwealth citizens and Irish citizens, are not considered aliens in the United Kingdom, and it has been submitted that as they are not stateless, they must have some kind of nationality, and that nationality must by necessity be a form of British nationality. Their position is therefore sui generis.

As BPPs are not Commonwealth or Irish citizens, they are not eligible to vote in the United Kingdom. However, as they are not aliens, they are eligible for most public positions, e.g. in the armed forces, civil service, etc.

Minimum qualifications

For Senior professional posts

You shall have formal academic qualifications, broadly at degree level, together with several years’ relevant experience.  We would expect you to be a member of an appropriate professional institution. You will be able to demonstrate the key competencies required for these posts, including; self-management, managing others, project and programme management; analysis and use of evidence and financial management.

For professionals working towards chartership

You will have formal qualifications, broadly at degree level, relevant experience and working towards Corporate Membership of an appropriate professional institution. You will be able to demonstrate the key competencies required to work for Transport Scotland including self-management, managing others, project and programme management; analysis and use of evidence and financial management.

Generalist posts – no formal qualifications required

Well, a wide range of personal attributes really, all of which are vital to your success. A self-starter, you'll have well-developed organisational abilities, strong interpersonal skills and the ability to work in a team while exercising your own initiative.

Additionally we work with Skills Development Scotland offering a number of Modern Apprenticeships. These are initially a one year fixed term appointment at A3 grade for 16-24 year olds which will lead to permanent employment if the Modern Apprentice successfully completes probation; passes the Level 2 SVQ; and then passes an interview at the end of the year.  Please visit Skills Development Scotland for more details.

Skills for Success

Success Profiles

Depending on the type of assessment, for example in an application form or at an interview, you may be asked to give examples of when you have demonstrated a particular behaviour. This might be at work or somewhere else such as work experience, volunteering or in connection with a hobby.

Alternatively, you may be asked how you would behave in a given situation, for example by using Situational Judgement Tests or through situational interview questions. You could also be asked to demonstrate a behaviour in real-time, for example during a role play or group exercise assessment.

Behaviours may be assessed alongside other elements of the Success Profile to get a more rounded picture of your suitability for the role. The job description will outline the elements required for the role and the selection method(s) that will be used.

Band A

SKILLS FOR SUCCESS – Band A Core Skills
Managing and Leading Delivering Outcomes
Self Awareness Team Work Customer Service Information Management Communications and Engagement
Responsible for personal behaviour and is accountable for own actions, health and wellbeing. Knows and understands the contribution the team makes to the Directorate Plan and Government Purpose. Knows and understands internal and external customers & how they fit into the SG and the wider public sector. Uses a range of corporate systems and is aware of security and organisational procedures. Contributes views, ideas and experience, identifying appropriate methods of communication and target audience.
Aware of personal strengths, takes pride and responsibility for performance at work and is responsive to constructive feedback. Can be relied on to deliver agreed personal objectives and is aware of how their work connects with the work of others. Understands customer needs and expectations and responds in a helpful and professional way. Accesses, manages, stores, retrieves information through effective use of SG Management Information Systems. Identifies and sources information to produce accurate numeric work and concise, well structured written work using SG guidance.
Adaptable, contributes to and embraces new ways of doing things, seeking the support of others when needed. Builds networks and maintains good working relationships with colleagues, valuing their contribution and open to different points of view. Builds positive working relationships with customers and works to agreed time scales and standards of quality. Shares and presents information of all kinds in an appropriate format, accurately and on time. Verbal communication is confident, contributing ideas in a clear and concise way.
Identifies personal development needs and actively manages own development plan. Contributes views, ideas and experience to improve the team’s performance, offering and/or seeking practical help when necessary. Takes responsibility to review and improve customer service, listening to and acting on feedback. Contributes to the continuous improvement of Management Information Systems. Inquisitive and actively listens, responding appropriately using clarifying questions to test understanding.

Band B

SKILLS FOR SUCCESS – Band B Core Skills
Managing and Leading Delivering Outcomes
Self Awareness People Management Communications and Engagement Improving Performance Analysis and Use of Evidence Financial Management
Responsible for personal behaviour and is accountable for own actions, health and wellbeing . Prioritises and agrees objectives aligned with the Directorate Plans to engage staff, manage workloads and build capacity to deliver. Engages and is credible with stake-holders and is connected to a range of internal and external networks. Demonstrates ongoing use of relevant performance improvement tools and techniques including skills development. Use evidence to assess, measure and evaluate projects and policies, considering the impact on other policies and government outcomes. Uses accurate and relevant financial data to create objectives and targets relevant to budget responsibilities.
Aware of personal strengths and takes pride and responsibility for performance at work and responsive to constructive feedback. Credible with staff, creating conditions to build confident effective teams that empower, value, develop and motivate people. Communicates clear & creative ideas that meet the needs of a range of audiences, ensuring objectives & outcomes are achieved. Uses SG Programme and Project Management Principles effectively and proportionately. Engages with analytical specialists at appropriate stages of policy and programme development. Takes responsibility for the monitoring and controlling of expenditure.
Adaptable and embraces new ways of doing things, contributing ideas and energy to continuous improvement. Raises performance using constructive challenge, feedback and coaching skills, seeking support and advice from HR professionals when needed. Produces concise, clear, well structured written work using SG guidance. Adapts quickly to fit skills and resources to changing circumstances and expectations.   Interrogate analytical and management information to draw out key messages and findings to support decisions. Understand & apply the principles of Budgeting, Financial Management & Resource Accounting outlined in the Scottish Public Finance Manual.
Takes control of personal and professional development, actively managing own Personal Learning Plan as well as supporting the development of others when needed. Aware of impact on others and creates a positive environment for innovation, is aware of diversity and equality and supports health and wellbeing. Considers and communicates the impact of decisions on wider policies and programmes. Applies risk management principles to decision making and controls opportunities and threats to achieving objectives. Organises and collates robust information from a variety of sources in decision making, sharing knowledge and information across the wider system. Maintains regular contact with relevant finance staff, and knows when to seek advice from audit, risk, procurement and finance professionals.

Band C

SKILLS FOR SUCCESS – Band C Core Skills
Managing and Leading Delivering Outcomes
People Management Leading Others Communications and Engagement Improving Performance Analysis and Use of Evidence Financial Management
Prioritises and agrees objectives aligned with the Directorate Plans to engage staff. Responsive to change, managing workloads and building capacity to deliver. Communicates a clear vision which supports actions and engages others. Contributes to and develops clear, creative and detailed policy communication strategies to achieve SG outcomes. Uses relevant tools, techniques and skills development to facilitate continuous improvement. Develops policy options and decisions using a range of evidence and research, to ensure that polices are aligned to outcomes. Interprets and uses accurate financial data to inform decision-making, investment appraisals and risk management implications.
Credible with staff, creating conditions to build confident and effective teams that empower, value, develop and motivate people. Takes responsibility to deliver consistent services, managing risk and resources to support continuous improvement. Manages internal and external relationships, creating positive networks and maintaining trust and credibility. Understands SG Programme and Project management Principles and uses PPM effectively and proportionately Uses relevant evidence, recognising validity and limitations, in evaluations & assessment of risks against desired outcomes, e ngaging analytical specialists appropriately. Delivers objectives within budget, applying procurement policies & procedures and knows when to seek advice from audit, risk, procurement and finance specialists.
Raises performance issues using constructive challenge, feedback and coaching skills, seeking support and advice from HR professionals when needed. Promotes collaborative working and is able to respond creatively to tough challenges. Knows when to engage with Communications specialists and considers the impact on other policies and programmes across SG & wider system. Adapts quickly to fit skills and resources to changing circumstances and expectations. Captures and securely organises knowledge & information for wider use across the organisation. Set targets to improve the value achieved from resources, utilising financial data in business cases for change and monitors outcomes using performance measures.
Self aware, recognises impact on others and creates a positive environment which supports diversity and equality and promotes health and wellbeing. Actively manages authorising environment, making connections across boundaries to build strong networks and partnerships. Communicates complex information clearly, presenting strategic ideas in a clear and positive way. Maintains and promotes risk management processes to improve strategic planning and resource allocation. Shares knowledge and information across the wider system, to obtain best value from it across the wider public service . Understands the wider public expenditure and financial decision making environment as outlined in the policies of the Scottish Public Finance Manual.