Screening process

We check all applications to see if candidates meet the requirements. We base this on professional registration, qualifications, experience and skills for the job.

Professional registration requirements

The HSE can only employ a regulated health professional if they are registered with the relevant professional regulator in Ireland.

The relevant regulator manages registration and recognises qualifications. For some health and social care professions, the Minister for Health acts as the competent authority.

Recognition of qualifications in the Department of Health - gov.ie

If you have not completed the required recognition or registration, you should start as soon as possible, as the process can take time.

If there is no professional body, statutory regulator, or competent authority the selection board will advise your non-Irish qualification is equivalent.

Recognition of non-Irish qualifications

Checking eligibility and shortlisting

We base the eligibility and shortlisting criteria on the requirements set out in the job specification.

When you complete your application, carefully match your experience to the job requirements. Provide a clear, accurate and complete description of your qualifications and experience, as we make decisions based on the information you give.

Relevant professionals review applications to check eligibility. We may shortlist applicants based on the information in their application form or from other assessment methods.

Only applicants who clearly show that they meet the required criteria will move forward to the next stage of the selection process.

Selection methods

The selection process may involve:

• additional assessments
• tests
• preliminary interviews

We will notify you of these additional stages if they apply.

Interviews

We usually give you 2 weeks' notice before an interview. We can shorten this in certain circumstances.

A panel of 3 people usually conducts the interview. The panel includes subject matter experts and a manager. There is an independent person on the interview board.

Most interviews focus on competencies and professional knowledge and skills. Candidates will score higher if they clearly show, in both your interview and application form, that you have the experience, skills, and competencies for the role.

The interview board keeps a record of the interview to support their decision-making and recommendations.

What you need to bring

If you are attending an interview in person or online, you will need to show a form of recent photo identification.

Examples of ID includes:

• driver's licence
• passport
• student ID

Interview results

We will let you know your interview results as soon as possible after the interview.

A recommendation from the interview board is not a job offer. It is only 1 step in the selection process. Only official interview results and job offers from the recruitment department are valid.

The selection process continues after the interview.

This includes checks such as:

• references
• Garda/police clearance
• occupational health
• statutory registration

References

The HSE reserves the right to request both written and verbal references from:

• current and previous employers
• educational institutions
• any other organisations with which you are associated

The HSE has the right to decide if the references and referees you give are relevant and appropriate.

Do not submit written references with your application form.

Pre-employment health assessment

You will need to have a medical assessment or fill out a form declaring your health status. The HSE’s Occupational Health Service will then recommend if you are fit to take up the role.

Creation of panels

For some campaigns, we create a panel of candidates, who pass the interview, in order of merit. If you are placed on a panel and meet all the selection requirements, we will consider you for future approved vacancies, while the panel remains active.

When a role becomes available candidates on the panel will be asked to confirm their interest in the role, or not.

The candidate ranked highest on the panel will be considered for any available position, subject to satisfactory checks and clearances. We then consider the remaining candidates in order of merit.

If more roles become available or the panel has been exhausted, we may create a supplementary panel.

A supplementary panel is an additional panel of candidates to fill additional roles, in order of merit, while it remains active.

If we interview candidate in phases, we form a primary panel from those who succeed in the first phase of interviews.