How to Hire a Bailiff
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Bailiff Job Description
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We are seeking an experienced Bailiff to join our county court. Your main responsibility is to ensure the safety of staff, judges, and visitors to the court. Duties include preparing the courtroom for the sessions, screening everyone who enters the courtroom with a metal detector, assisting the judge as required, taking charge of jury deliberations, and maintaining the order of the courtroom. Outside of the courtroom, you will serve civil or criminal documents to the public and help process courtroom paperwork.
Bailiff Duties and Responsibilities
- Prepare courtroom for proceedings
- Screen visitors and anyone else who enters the courtroom with a metal detector
- Assist the judge when necessary
- Take charge of the jury during deliberations
- Answer questions from the jury to ensure they follow the instructions of the judge
- Maintain order in the courtroom
- Serve civil and criminal documents
- Help process court paperwork
Bailiff Skills and Requirements
- High school diploma or equivalent
- Completion of relevant training
- Ability to analyse scenes and act quickly to diffuse tense situations
- Valid driver’s licence and reliable transportation
- Must pass a background cheque and drug test
How to write a Bailiff Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
How to write a Bailiff job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
Personalising Your Bailiff Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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