UNDERSTANDING THE SUCCESS PROFILES

SECTION 1: OVERVIEW

WHAT YOU’LL LEARN

What the success profiles are, how recruiters use them and how they are assessed.

How to identify which success profiles you are being asked to demonstrate.

How the scoring system works and what you can do to get a high score.

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SECTION 2: WHAT ARE SUCCESS PROFILES?

SUCCESS PROFILES

Success profiles are the recruitment framework used by the UK Civil Service, which assesses candidates using the range of elements listed below.

Behaviours: The actions and activities that people do which result in effective performance in a job.

Strengths: Questions on points of strength that we do well and that motivate us.

Ability: The aptitude or potential to perform to the required standard.

Technical: The demonstration of specific professional skills, knowledge or qualifications.

Experience: CV and Statement of Suitability, a strength-based approach mostly used for vacancies that require previous skills and experience.

3 THINGS TO KNOW ABOUT HOW RECRUITERS USE SUCCESS PROFILES

None of the five success profiles are mandatory.

Any combination of success profiles can be used, depending on the vacancy holder’s preference that aligns best with the job on offer.

A range of assessment methods are used to match people to the essential requirements of the job. A combination of these approaches can be used and more than one element may be tested at a time.

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SECTION 3: BEHAVIOURS

BEHAVIOURS

Behaviours are the actions and activities that people do which result in effective performance. Below are the nine different behaviours that you may asked to demonstrate during the recruitment process. They are designed to give an overview of what is expected of individuals at each level.

1. Seeing the Big Picture

2. Changing and Improving

3. Making Effective Decisions

4. Leadership

5. Communicating and Influencing

6. Working Together

7. Developing Self and Others

8. Managing a Quality Service

9. Delivering at Pace

HOW BEHAVIOURS ARE ASSESSED

● Application form

● CV

● Civil Service Judgement Test

● Interview

● Presentation

● In-tray exercise

● Written analysis/exercise

● Job-related simulation

● Personality test

● Group exercise/discussion

● Role play

● Oral briefing

● Assessment centre

SECTION 4: STRENGTHS

STRENGTHS

Strengths are the things we do regularly, do well and that motivate us. There are three elements which determine whether something is a strength:●

Performance: you can perform an activity/behaviour to a high level of capability or proficiency.

Engagement: you feel motivated, enthused and empowered when doing the activity.

Use: you do the activity regularly and as often as possible.

Here you can see how the strengths relate to the behaviours.

HOW STRENGTHS ARE ASSESSED

● Interviews

● Bespoke situational strengths tests

● Personality tests

● Recorded video interviews

● Simulation assessment

SECTION 5: DEMONSTRATING SUCCESS PROFILES

THREE STEPS TO FIND THE JOB THAT’S RIGHT FOR YOU

Read the job application carefully - and then read it again.

Look for details about what elements will be assessed and how they’ll be assessed.

Think about your own strengths, behaviours, experiences, and abilities. Do they match with the job description?

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Did you answer yes to question 3? If so, you’re ready

to start applying! If not, you may need to keep searching

for the job that’s right for you.

DEMONSTRATING SUCCESS PROFILES

Elements of the success profiles are assessed in a number of different ways. Here are a few of the most common, and some tips for how to demonstrate that you’re the right fit:●

Application form: you may be asked to provide examples of behaviours in an application form. Make sure to demonstrate the behaviour clearly and fully explain your example.

CV/Supporting statement: you can use your CV to show skills, experience, and achievements. Clearly include examples that highlight the skills and experience specified in the job description.

Interview: the interview is used to assess whether or not you are a good fit for the role. Think through your strengths and behaviours, and the ones specified in the job description, before you have your interview.

SECTION 6: SCORING

SCORING

Here you can see how recruiters score candidates on the success profiles.

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Not demonstratedNo positive evidence of the competency

Minimal demonstration Limited positive evidence of the competency

Moderate demonstrationModerate positive evidence of the competency

Acceptable demonstrationAdequate positive evidence of the competency

Good demonstrationSubstantive positive evidence of the competency

Strong demonstrationSubstantial positive evidence of the competency and includes some evidence of exceeding expectations

Outstanding demonstrationEvidence provided wholly exceeds expectation at this level

CIVIL SERVICE LEVELS

Civil service jobs are divided into different levels. Each level will require varying examples and demonstrations of the success profiles.

Level 1 Level 2 Level 3 Level 4 Level 5 Level 6

Administrative Officer or Administrative Assistant equivalent

Executive Officer or equivalent

Higher Executive Officer and Senior Executive Officer equivalent

Grade 6 and 7 or equivalent

Deputy Director or equivalent

Director and Director General

EXAMPLE

Below you can see what is expected at the different levels for the behaviour ‘Seeing the Big Picture’.

Level 2 Executive Officer or equivalent

Understand how your work and the work of your team supports wider objectives andmeets the diverse needs of stakeholders. Keep up to date with the issues that affectyour work area. Take a keen interest in expanding knowledge in areas related to yourwork. Focus on overall goals and not just specific tasks to meet priorities.

Level 3 Senior Executive Officer or Higher Executive Officer or equivalent

Understand the strategic drivers for your area of work. Align activities to contribute towider organisational priorities. Remain alert to emerging issues and trends which mightimpact your work area. Seek out and share experiences to develop knowledge of theteam’s business area. Understand how the strategies and activities of the team createvalue and meet the diverse needs of all stakeholders.

SECTION 7: KEY TAKEAWAYS

KEY TAKEAWAYS

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1Every job will require a different combination of the Success Profiles. The different elements of the Success Profiles can be assessed in a variety of ways. Before you apply for a role it’s key to understand which of the Success Profiles are being asked about and use these to help you understand if the job is right for you.

When putting together your CV, application form, written exercise, or interview, make sure to review the job description to identify any of the Success Profiles that are being assessed, and consider how you can demonstrate them.

Different level jobs will require varying degrees of demonstration of the behaviours and strengths etc. It is important to know what kinds of evidence and examples you should be able to demonstrate at each level. This will also give you a good indication of how successfully you’re likely to be if you apply.