Civil Service interviews - success profiles
Discussion
The behaviours are available online. Tailor your examples around these.
Incorporate the 'buzz' words in your answers and make sure the behaviours you use are the grade appropriate ones.
The interview will feature questions on strengths and behaviours, you'll be expected to expand on your examples so don't use blag ones.
Incorporate the 'buzz' words in your answers and make sure the behaviours you use are the grade appropriate ones.
The interview will feature questions on strengths and behaviours, you'll be expected to expand on your examples so don't use blag ones.
Northern monkey is correct - for example if it's a technical job look at the Government Science and Engineering Framework here:
https://assets.publishing.service.gov.uk/governmen...
And incorporate it into your answers. Your answers will be word limited so be very ruthless with what you write. I could cut my last sentence there in half to: Answers are word-limited, be efficient in answering. Do that!
Make sure and make the answers STAR based (Situation, Task, Action, Result) and focus on yourself - what you did not what the team did. My most recent experience of interviewing showed that candidates were good at STA and not great at R. Don't forget the results - they're what count.
Good luck - let me know if you've any more questions.
https://assets.publishing.service.gov.uk/governmen...
And incorporate it into your answers. Your answers will be word limited so be very ruthless with what you write. I could cut my last sentence there in half to: Answers are word-limited, be efficient in answering. Do that!
Make sure and make the answers STAR based (Situation, Task, Action, Result) and focus on yourself - what you did not what the team did. My most recent experience of interviewing showed that candidates were good at STA and not great at R. Don't forget the results - they're what count.
Good luck - let me know if you've any more questions.
Success profiles is the general name for the suite of different methods. In the past it was all about competencies but now there are other means, notably strengths, to score. Most exercises still major on competencies which are now called behaviours. Definately present them as STAR and spend as little word count as you can on the ST and the majority on A. The Result is important too but look at this as a qualifier re context of just how amazing your Action(s) were! I would also look at the behaviour criteria of next grade above that which you intend role is at to see the angle you should be aiming towards. The Strength based interviewing is meant to be snappy and impulsive but if you can establish what strenghts the role is seeking you can obviously tailor your responses to pick up on this.
Edited by rix on Thursday 12th December 21:55
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