Success profiles for candidates

The aptitude or potential to perform to the required standard.

The Civil Service has a set of psychometric tests integrated with the Success Profiles Framework, which are used to access people fairly and consistently.

These include the:

• Civil Service Verbal Test (CSVT), which measures the ability to critically evaluate complex, written information 
• Civil Service Numerical Test (CSNT), which measures the ability to evaluate numerical information critically, understand patterns and trends in data, and the ability to draw valid logical inferences from the information presented
• Civil Service Judgement Test (CSJT), which measures judgement and decision making ability in relation to the Civil Service Behaviours. The candidate presented with realistic work scenarios and action options and is asked to identify the most appropriate response. The test will be designed to reflect the pay band that you are applying for

The test will be designed to reflect the pay band that you're applying for. If you pass, your results will be ‘banked’ for 6 months and you'll not have to complete the tests again during this period if applying for other roles. 

Read about Civil Service online tests (UK Government website)

The demonstration of specific professional skills, knowledge or qualifications.

If there's a requirement for a particular qualification or membership of a professional body, you may be asked to provide evidence of your qualification(s) or membership.

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

Recruiting managers will choose a selection of behaviours which are best suited to the specific role.

You'll not be asked to demonstrate all behaviours.

When looking at behaviours, we want to get an understanding of the actions and activities that you've done (or would do) that result in effective performance in a job.

We strongly recommend using STAR to help you structure your behaviour statements. Star technique is a structured step by step method used when applicants have been asked to provide examples of how they meet a job description or specification.

Using this method allows employers to evaluate your examples in a structured and methodical way.

• S – Situation or context - describe the situation by providing a background, set the scene for your statement
• T – Task or target - outline what task you had to complete and describe your responsibilities
• A – Action - what did you do? Explain the steps you took or the decisions you made (refer to the behaviour description to ensure it relates)
• R – Result or outcome - what was the outcome? Explain the outcome of your actions, the results should be a positive one.

Make sure the statements are relevant to you and what's being asked.

Read about the Success Profiles: Civil Service Behaviours (UK Government website)

The things we do regularly, do well and that motivate us.

The knowledge or mastery of an activity or subject gained through involvement in or exposure to it.

When looking at your experience, we're looking for examples of things you have previously achieved or your knowledge in a particular field which are relevant to the job role.

Sometimes experience can be transferable from a non-work context.

Skills gained through voluntary work or a hobby, such as teamwork or communication, can demonstrate the experience needed for the role.