Application Process

Privacy Notices

Read our MyJobScotland and Managing Employees Privacy Notices.

Service Descriptions and Specific Privacy Notices

We assess each candidate consistently against our requirements and the competencies listed on the role profile. The better you can communicate your strengths, skills, knowledge and experiences during our assessment process, the higher your chances of going through to the next stages.

The Application Process


  • Candidates should submit an online application, however alternative application packs can be requested in other formats for example, Large Print, Braille, Audio and other languages. To request an alternative Application Pack please phone 0141 287 1054. Packs will be posted out to you within 3 working days of receiving your telephone request.
  • Please note the closing date of the job advert to ensure that you give yourself plenty of time to complete your application form and return it to us.
  • Applications received after the closing date will not be considered.


  • We will review the applications against the shortlisting criteria. Candidates who have not demonstrated how they meet the shortlisting criteria will not be progressed further.
  • Unsuccessful candidates will be notified via the online system.
  • Sometimes we receive a high volume of applications and it is necessary to rank candidates who have met the shortlisting criteria. Only the top scoring candidates will be invited to the next stage of the selection process.
  • We are a Disability Confident employer; therefore all candidates who have declared themselves disabled will receive an interview if the panel is satisfied that they have met the essential shortlisting criteria.


  • Shortlisted candidates will be contacted in order to arrange a date and time for interview. We may send the invite by email therefore it’s important that you check your emails regularly.
  • Unsuccessful candidates will be notified via the online system.
  • If you require any reasonable adjustments in relation to faith or disability, please let us know in advance of your interview.
  • If your invite to interview asks you to complete any forms or bring ID documents, please bring these along to interview and ensure that any forms are completed fully.
  • Interviews are competency based and may sometimes be accompanied by an additional assessment exercise such as a practical test, role play, or written exercise.

Preferred Candidate

  • Our top scoring candidate(s) are what we call our ‘preferred candidate(s)’, this means that you have been offered the post subject to satisfactory completion of pre-employment checks.


  • We will only request referee details once you are our preferred candidate.
  • You will be asked to provide at least two referees covering the last 3 years of your employment.


  • Some roles will require you to undergo a PVG or Disclosure check. The recruiting manager will contact you to arrange this after your successful interview.

Formal Written Offer

  • Only once pre-employment checks are satisfactorily completed will you be issued with a start date and formal offer of employment.
  • This is issued by our transaction team upon completion of your pre-employment checks. 


Tips and Advice

The Application Form

There are two different types of application forms at Glasgow Life. The application form you are asked to complete will depend on the role you are applying for.

You might be asked to provide details about the experience you have, why you are applying for the role and why you want to work for Glasgow Life. It is important that you study the person specification and provide as much information as possible so that we can assess your understanding of the role, motivation for applying, relevant experience and personal qualities which make you suitable for the role.

Or, you might be asked to complete a competency application where we are looking for evidence of how you meet each of the competencies in the role profile. Make sure you address each of the competencies and provide full but concise examples of how you meet these. Don’t just say you have a particular skill or quality, provide an example of how you have demonstrated that skill or quality by carefully describing a real-life situation you have been in. We are looking for specific examples of how you’ve approached problems, tasks and challenges in the past. Your examples should be relevant to the role so writing anything you should read all of the information in the person specification and role profile, paying particular attention to the competencies listed. We would recommend reading our competency guidelines prior to writing your application. If you can’t think of an example from a current or previous job, think about how you’ve demonstrated a skill in another area of your experience, such as in voluntary work or in education.

The Interview

Preparation is key to a successful interview. The questions you will be asked in your interview will be based upon the competencies listed on the role profile. Think about everything you have done and achieved which relate to the competencies for the role. You must choose examples that enable you to describe specific things you did, not what your team did or what your work area did.

Find out as much as you can about Glasgow Life. This will enable you to demonstrate your knowledge and interest in the role. You can find out more on our website or you can follow us on Facebook and Twitter.

Remember to listen carefully to the questions, do not be afraid to ask for clarification, and answer the question you have been asked, not the question you want to answer! Don’t feel you have to leap in immediately with an answer; take a moment to think about the most appropriate example you can give.

Make sure you give a full answer, and do not presume the panel has any background knowledge of your skills and abilities, even if you know the panel members because you are an internal member of staff or have worked with them in another capacity.

When giving examples from your past experience, remember to use ‘I’ and not ‘We’; if you are talking about a team effort, be clear about what your role and contribution was. Competency based questions usually begin “Give us an example of ……” or “Tell us about a time when …….”

Try to answer the questions using the SAOR technique:

  • Situation · describe the situation or problem
  • Action · describe what action you took to overcome the problem
  • Outcome · highlight the outcomes achieved
  • Reflection · what did you learn and how could you apply this to another situation

Interviews are a two way process, so think about what you want to ask the panel e.g. questions related to the job, the team, organisation, and your career aspirations.

Remember first impressions are very important. Plan ahead - be on time! Be aware of your body language, and use appropriate eye contact. It is normal to be nervous for an interview, the panel will expect this, however, try your best to remain calm and positive.


Click here to view our frequently asked questions regarding your online application. 

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