Guidance

Success Profiles: Candidate overview

Updated 14 October 2024

The Civil Service recruits using Success Profiles. This means for each role we advertise, we consider what you will need to demonstrate to be successful.

This gives us the best possible chance of:

• finding the right person for the job
• improving performance
• improving diversity and inclusion

Our Success Profiles are made up of five elements:

1. Ability - the aptitude or potential to perform to the required standard
2. Technical - the actions and activities that people do which result in effective performance in a job
3. Behaviours - the actions and activities that people do which result in effective performance in a job
4. Strengths - the things we do regularly, do well and that motivate us
5. Experience - the knowledge or mastery of an activity or subject gained through involvement in or exposure to it

Not all of the elements are relevant to every role. They will vary depending on the profession, level and type of role. You should read the job description carefully. It will tell you what elements you need for the job you are applying for.

There are separate guides to each of the elements. They provide more information about what you need and how you can demonstrate specific requirements.

How the elements are assessed

The Civil Service assesses candidates in a number of different ways. This depends on the type of role and level you are applying for. Using a range of assessment methods helps us match people to the essential requirements of the job. For example, you may be asked to complete an application form or to provide a CV and supporting statement.

They may help us assess your experiences, technical qualifications and behaviours. Or, you may be asked to attend an assessment centre or complete an online test to assess your abilities. Often a combination of these will be used. More than one element may be tested within the same assessment method.

Details of which elements will be assessed and how we will assess you are included in the job advert.

Reasonable adjustments

The Civil Service is a diverse and inclusive workplace. We want to help you show your full potential whatever type of assessment is used.

Examples of adjustments can include:

• providing documents in large print or braille
• allowing more time for a test or interview
• providing assistance at an assessment centre

If you need any reasonable adjustments, tell us when you submit your application that you need an adjustment and how it will help.

Civil Service assessment methods

Application form

You will usually be asked to complete an application form as part of the assessment process. In addition to your personal information you may also be asked to give examples of times when you have shown certain behaviours. Behaviours are the actions and activities that people do which result in effective performance in a job. The Civil Service has defined a set of behaviours that, when demonstrated, are associated with job success.

Civil Service behaviours are tailored to the grade level of the job role. However, you will not be asked to demonstrate all the behaviours for one role. Use the examples given in the Civil Service behaviours to think about times when you have shown the behaviour described. This might be at work or somewhere else such as:

• work experience
• volunteering
• in connection with a hobby

Do not assume the recruiting manager will know or understand the situation you were facing. You need to be clear how your example meets the behaviour being assessed.

Consider using the STAR method which allows you to set the scene, show what and how you did and the overall outcome.

CV and or supporting statement

You may be asked to submit a CV (and sometimes a supporting statement) as well as, or instead of, an application form. Your CV is one of the first opportunities you have to demonstrate your:

• skills
• experience
• achievements

and may be used to shortlist applicants for further recruitment stages.

We may ask you to provide your CV in an anonymised format. This will omit information that could identify you, such as your name, age or gender.

You may also be asked to only include educational qualifications which are relevant to the role you are applying. For example, professional qualifications. This is to make sure that:

• the process is fair
• irrelevant information is not taken into account during the selection process

If you need to provide a supporting statement

You should use this to further highlight how you meet the essential criteria required to do the role. You may wish to include examples of how you have

• tackled similar tasks
• demonstrated the skills outlined in the job advert

Consider using the STAR method which allows you to set the scene, show what and how you did and the overall outcome.

Online tests

You may need to complete one or more online tests as part of the recruitment process. You will usually be given a link to a website where you can do the tests. These tests help us to:

• identify if you have the skills needed for the role
• assess your suitability for the type of work the Civil Service usually does

The number and type of tests you may need to complete depends on the type of role you are applying for.

You can usually take the tests at any time within a specific number of days. The email sent to you will explain this. There will also be some practice questions you can try before taking the test. The tests may be timed. Make sure you can give them your full attention before starting the assessment.

Interview

Part of the assessment process will usually involve an interview. This may be face to face but sometimes we use telephone, video or recorded interviews.

The purpose of all the interviews is the same: to assess your suitability for the role. It will usually last 30-60 minutes. We may ask you to describe specific times when you have shown a certain skill or behaviour.

Before you attend an interview, look carefully at the job description. Think about examples you can give of times when you have shown the behaviours outlined in the job advert. You may also wish to think about how you would handle similar situations in the future.

We may ask you questions about your interests and what you enjoy doing. These questions help assess your strengths and preferred style of working.

The Civil Service Strengths Dictionary will give you an idea of the strengths we look for. However, you will never be expected to demonstrate them all for one job.

Before your interview it would be helpful to reflect on what you feel are your personal strengths and preferred ways of working.

Presentation

You may be asked to do a presentation as part of the assessment process. You may be told the subject of the presentation in advance to allow you to prepare, or it could be given to you on the day. The subject of the presentation may or may not be an area you are familiar with. You might be given some additional materials to help you prepare.

The email inviting you to the assessment will tell you:

• the format the presentation will take
• the time allowed for the exercise
• if handouts or presentation slides are expected

In the invitation you might also expect to see:

• what topic or behaviour the presentation will assess
• how the presentation should be structured

It is likely that the assessors will ask you questions about your presentation. These may focus on the subject matter but may also be about how you prepared for the assessment.

Assessment centre

An assessment centre will usually be a combination of different selection methods. For example, an interview, a presentation and an online test. The email inviting you to the assessment centre will tell you:

• which selection methods will be used
• what to expect on the day