The selection process:
We use the Civil Service Success Profiles to assess our candidates, find out more here.
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Online application form, including a personal statement of no more than 500 words demonstrating how you meet the person specification. Please ensure not to include any personal identifying information on your supporting information.
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Presentation, to be prepared as part of your interview, with further information being supplied when you reach this stage.
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Interview, which can include questions based on the Behaviour, Experience, Technical and Strengths Success Profiles.
Please submit an anonymised CV which sets out your career history, highlighting specific responsibilities and achievements that are relevant for this role and a personal statement of no more than 500 words explaining your suitability and how you meet the criteria set out in the person specification.
If we receive a large number of applications, we will hold an initial sift on the lead criteria of:
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Communicating and Influencing - Excellent communication and interpersonal skills both written and oral, with the ability to accurately and confidently communicate, influence and challenge staff and external contacts at all levels.
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Managing a Quality Service - Experience of maintaining multiple projects / programmes whilst ensuring all risks are mitigated. Proactively manage risks and identify solutions.
Closing date: 17 September 2026
Shortlisting date: 23 September 2026
Interview date: 1-2 October 2026
Candidates will be subject to UK immigration requirements as well as Civil Service nationality rules. Further information on whether you are able to apply is available here.
Successful candidates must pass a disclosure and barring security check as well as animal rights and pro-life activism checks. People working with government assets must complete basic personnel security standard checks.
Certain roles within the MHRA will require post holders to have vaccinations, and in some circumstances, routine health surveillance. These roles include:
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Laboratory-based roles working directly with known pathogens
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Maintenance roles, particularly those required to work in laboratory settings
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Roles that involve visiting other establishments where vaccination is required
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Roles required to travel overseas where specific vaccination may be required.
Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicants details held on the IFD will be refused employment. A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Any move to the MHRA from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax-Free Childcare. Determine your eligibility here.
Individuals appointed on level transfer will retain their existing salary and are responsible for ensuring they fully understand the financial implications of any potential move and the impact (if any) on their terms. If an individual is in any doubt, they should seek clarification before accepting a job offer.
Staff joining on promotion will receive up to a 10% increase of their current basic salary, or the pay band minimum, whichever is the greater.
The individual will not retain any allowances paid by the former department/Agency, unless there are special circumstances, such as a reserved right to those allowances on transfer.
Successful candidates may be subject to annual Occupational Health reviews dependent on role requirements. If you have any queries, please contact [email protected].
In accordance with the Civil Service Commissioners Recruitment Principles our recruitment and selection processes are underpinned by the requirement of selection for appointment on the basis of merit by a fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, you should firstly contact [email protected]
If you are not satisfied with the response you receive, you can contact the Civil Service Commission at: civilservicecommission.independent.gov.uk
[email protected]
Civil Service Commission
Room G/8
1 Horse Guards Road
London
SW1A 2HQ
Feedback will only be provided if you attend an interview or assessment.
