How to Apply
Recruitment process
The application process at GCHQ can be a lengthy process. So we want to let you know why it takes a little longer than usual and exactly what to expect.
Before you apply, we advise you to consider setting up a separate email address for your contact with us, to ensure your personal and application correspondence remain separate. Try to avoid having identifying features in your email address, such as your first and/or surname and date of birth. This is good practice and will help you to securely manage your application with us.
We can offer you some fantastic support during the recruitment process. If you have a disability or neurodivergent condition and would benefit from any reasonable adjustments (like extra time), please contact our recruitment team. And, if you’re not sure how we can help, we’d still encourage you to get in touch as there are many ways we can support you.
The recruitment journey
1
While you can begin your application from a mobile, we recommend using a desktop or a laptop as the form is thorough and you’ll need to provide attachments.
2
You’ll need to register on our website and let us know a little more about your skills, experience and immediate family.
3
Then we’ll ask you to complete an online application form and you could be asked to complete an online test.
4
If you meet our requirements, you’ll be invited to attend an interview or assessment centre. If successful, we’ll then make you a conditional offer.
5
Next we’ll start our security checks. During this stage, you’ll meet your Vetting Officer and we’ll contact your referees. Upon successful completion, you’ll receive your start date.
Reasonable adjustments
As Disability Confident leaders we are committed to providing equitable opportunities throughout the recruitment process, so everyone feels comfortable, supported, and able to do their best. If you have a disability, are neurodivergent, have a long-term health condition, or require reasonable adjustments for any other reason*, please let us know if we can help in any way. There is a wide range of support available. Examples of reasonable adjustments we have provided in the past include, but are not limited to, providing extra time, adjusting room set-up, and changing the colour of printed documents. You can request reasonable adjustments at any stage of the recruitment process and we will do our best to accommodate and support you.
When requesting an adjustment, please let us know the following information to help us assess your request: what it is about the recruitment process you believe disadvantages you and why, as well as what adjustment(s) you require to remove the disadvantage. If you are unsure how to answer these questions, please let us know and we will do our best to help you.
You might not know if/when you need adjustments, so we’ll provide prompts at stages throughout the process to ensure you have the help and support you need, when you need it. Simply let us know, and we’ll support you. Should you be offered a role with us, we’ll make sure to confirm with you any adjustments you may need in the workplace, so that it becomes an environment where you can excel and focus on the mission.
*e.g. private space to pray or to express breast milk, or flexible interview times for those with caring responsibilities.
Medical devices and assistive technology
Our organisation values inclusivity and is recognised as a Disability Confident Leader. Due to our stringent security protocols, there may be restrictions on the use of certain medical devices and assistive technologies within our premises. We endeavour to accommodate all employees, however, there may be instances where specific arrangements cannot be made.
We will discuss any workplace adjustments, including the use of medical devices and assistive technologies, once a conditional offer of employment has been made.
Thank you for your understanding.
Our competencies
At GCHQ, we measure the aptitude of our staff and candidates against three key competency themes: Future, People, and Delivery. We also have varying levels of requirements which depend on the role you are applying for. You can expect to be asked competency-based questions at interview to ensure you are at the required level. The competencies focus on behaviours rather than skills, knowledge or abilities. A little more information about each of our competencies can be found below:
Future
Seeing the big picture
I understand how my goals support and align with other teams and organisational objectives. I recognise wider priorities and ensure work is in the national interest.
Driving innovation and change
I seek out opportunities for experimentation and suggest ideas for change and improvement. I review and adapt ways of working to prepare for the future, including seeking and providing feedback.
Continuously developing
I prioritise continuous learning and development for myself, others and the organisation. I recognise different contributions and embrace all learning, even when things do not go as planned.
People
Communicating and influencing
I engage and listen to the perspectives of others, respecting their needs, responses and opinions. I make sure I understand others and am prepared to adapt. I communicate purposefully with clarity, integrity and empathy.
Working collaboratively
I develop effective partnerships and relationships internally and externally, seeking out a range of diverse perspectives, sharing information, resources and support generously.
Leading inclusively
I show pride in my organisation’s work and role model our values. I create, engage and empower others to deliver a shared vision. I value equality, diversity and inclusion, ensuring fairness and opportunity for all.
Delivery
Making effective decisions
I use data, evidence and knowledge to support advice and transparent decision making, taking account of compliance standards. I consider alternative options and consult others. I recognise bias and the implications and risks of decisions.
Delivering outcomes
I take responsibility for delivering timely and high-quality results with agility, focus and drive. I plan, review and adapt my approach to meet priorities.
Providing customer value
I form an understanding of customers and manage their requirements. I deliver with professional excellence, expertise and efficiency, taking account of diverse needs and expectations.
What should I expect during an interview?
A competency-based interview is timed and structured and comprises specific questions relating to each competency area being assessed. The interviewer selects the most important competencies for the job and asks you for specific examples of your past behaviour in relation to each of them.
The interviewer will want to learn about your past situations. So instead of asking how you feel about working in a team, you’ll be asked to talk about actual examples of working in a team.
You will typically have around five to ten minutes per question. During that time, the interviewer will ask the initial question followed by a series of probing questions to gather all the information they need.
"Tell me about a situation where it was important that you worked as part of a team."
- "What was the situation?"
- "What part did you play in the team?"
- "What difficulties did you encounter and how did you approach these?"
- "What have you learnt from this experience?"
How do I prepare?
1. Check key skills on job listings
Unfortunately, we can't tell you exactly what we are assessing at the interview. However, spend some time looking at the key skills that are listed in the job advert and on the website
2. List key words and phrases and provide examples from work
List key words and phrases, and for each one, think of two or three examples from your previous work experience where you used your skills to achieve a positive result and what you learnt from that experience
3. If you don't have work experiences, you can pull from school or personal life
If you don't have work-related experience, use examples from school, sport, voluntary work, hobbies or even your personal life. Use recent examples where you can remember lots of detail about what you did and why
4. STAR is a useful mnemonic to structure answers
Situation - define the context
Task - What were your aims?
Action - What did you do and why?
Result - What was the outcome of your actions?
Use "I" rather than "we" so can get a clear picture of your own role.
General Tips
- Be yourself, we want to get to know you
- Listen attentively and take your time answering questions
- It's okay to ask the interviewer to repeat a question or check your understanding of what's being asked
- Don’t be distracted by the interviewer taking notes, it’s their job to accurately record the interview
- Telephone interviews are just as important as face-to-face interviews
Use of AI in applications
We welcome candidates keen to embrace new technologies, which is an important part of working in GCHQ.
The application process is an opportunity to tell us about yourself and show us what you can do. Therefore, if you use AI to help with your application, it is important that it is done in a way that is secure and does not distort your application.
AI cannot be used during the online tests stage of your application, which need to be undertaken without any third-party assistance.
If you choose to use AI in your application, it is important that you protect your privacy as you are about to apply for a job in national security. When using AI, avoid entering the names of organisations and your personal data (like your name, date of birth, address, etc.). Take steps to delete your data after you no longer require it being in the AI platform. We would suggest looking at guidance from the National Cyber Security Centre - ChatGPT and LLMs: what's the risk - NCSC.GOV.UK
Guidance is available online on how to use AI prompts effectively and the weaknesses and limitations of AI, including its propensity to make up information. Whether you choose to use AI or not, please ensure your application is accurate, error free and showcases the real you.
Please check individual campaign details for any unique information.
Eligibility
Residency
You’ll usually need to have been a resident in the UK for seven out of the last ten years before applying for a role with us. This is particularly important if you were born outside the UK. But we do assess each case individually. There are some common exceptions like studying abroad, living overseas with parents or serving with HM Forces. We’ll just need references for the time you lived abroad.
Eligibility
To be eligible to apply, you must be a British Citizen. If you hold dual nationality, of which one component is British, your application will still be considered.
You can apply at the age of 17 years. If successful, you will not be offered a start date prior to your 18th birthday.
Vetting
What is vetting?
Vetting is our way of understanding whether it’s appropriate for you to have access to classified information and it ensures that we minimise any risks to you or us. As you’ll have access to sensitive government information you will require the highest level of security clearance, which is known as Developed Vetting (DV).
Advice to candidates
It’s important that you’re discreet about your application. You should not post about it on social media, and you should strictly limit who you tell. You should also only launch your application from within the UK. If you are based overseas and wish to apply, please contact our recruitment team.
Drugs and criminal activity
We have a strict no drugs policy. We don’t accept the use, possession or supply of illegal drugs, (including use of drugs that are illegal in the UK but are legal in other countries) or misuse of prescribed medication. You must adhere to our policy from the moment you submit your application form. You’ll also be required to undergo a drug test as part of your application. Having a criminal record isn’t necessarily a blocker to getting DV, and each case will be assessed on an individual basis.
About our vetting process
What does the process involve?
You’ll need to complete detailed questionnaires, agree referees and have an interview with a Vetting Officer.
The vetting interview is designed to ensure that the Vetting Officer can fully understand you and your life experiences. In the vetting interview you and the Vetting Officer will discuss your personal, professional and online life to date. The Vetting Officer will ask you to cover topics including, but not limited to, your family, friends, finances, health, relationships and lifestyle.
Your Vetting Officer will explore if there are any risks to you holding DV and will work with you to mitigate those risks where appropriate. Some of the questions you will be asked will be personal in nature. Whilst some of these questions may be uncomfortable for you to speak about, please be assured that Vetting Officers are trained in how to create a environment safe for you to have these conversations.
Our commitment
The Vetting team is committed to equality, diversity and inclusion and our promise is to treat you with respect throughout the vetting process. Any information obtained during the vetting process is treated in strict confidence and in line with our statutory obligations. Your vetting information is held separately from recruitment information.
Honesty is the most important part of the vetting process, so please be aware that deliberately withholding or minimising information about yourself might mean your clearance is refused.
What about referees?
Some of your referees may be contacted and spoken to either face-to-face or by telephone. We may also write to others. We won’t contact any of your referees before gaining your permission. If you are finding it difficult to identify a referee, don’t worry, you will have the option to talk it through with your Vetting Officer.
How do we make a decision?
For national security reasons we can’t go into details on how we make decisions on vetting. However, each vetting case is put through an established and rigorous process before a decision is made on whether to grant or refuse DV.
Will I get feedback on the vetting?
Unfortunately, we do not offer feedback on vetting applications due to considerations of national security. If your DV clearance application is refused you will not have the right to appeal the decision. However, you may appeal the vetting process itself if you think that something has gone wrong or if you feel that there were procedural issues. If your DV is granted, you’ll be given an unconditional offer of employment.
Do I have to maintain my DV?
Yes. Once you are granted DV clearance, it becomes your responsibility to maintain it. Our vetting team will be on hand to help you do this. You will have an ongoing relationship with vetting and your clearance will be reviewed at regular intervals during your career with us.
Our secrets are safe with you
Watch our video all about the vetting process, and learn more about how this helps ensure our secrets are safe with you.
Equal opportunities
Here at GCHQ, diversity and inclusion are critical to our mission. To protect the UK, we need a truly diverse workforce that reflects the society we serve. This includes diversity in every sense of the word: those with different backgrounds, ethnicities, gender identities, sexual orientations, ages, ways of thinking and those with disabilities or neurodivergent conditions. We therefore welcome and encourage applications from everyone, including those from groups that are under-represented in our workforce.
We’re also a Disability Confident employer, which means we aim to ensure that a fair and proportionate number of disabled applicants that meet the minimum criteria for a role will be offered an interview where practicable. You can also request reasonable adjustments during the recruitment process.
It was a really reassuring process.
Alex
Procurement Officer
I was quite anxious about the whole recruitment process. But the team understand that and help as much as possible. They’ve been through the same thing, so they know the kind of things that’ll cross your mind. And when you get to the vetting stage, your Vetting Officer will become a key contact. I was made to feel like there’s no such thing as a silly question. (Really!) So, to be honest, the whole process wasn’t as bad as I thought it would be. And when you remember where you’ll be working and what you’ll be doing, it’s worth the wait.