Civil service interview - worried

[Fixedterm]

I have a civil service interview coming up and have the to speak about the following behaviours :

Making effective decisions
Communicating and influencing
Delivering at pace
Managing a quality service ( have this example )

Im struggling with examples for the first three. Could anyone give me any hints/tips ?

Also do you use the same employment for all 4 or different . I have one relevant role and 1 semi relevant role was thinking of mostly taking about them ?

[Fixedterm]

To give more information it is for a work coach . The interview is blended so will be strength and the above behaviours. Thanks :)

[4amWitchingHour]

You can use whichever employment has relevant examples, although is often better to use more recent ones.

Which grade is it for? Take a look at this doc: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachmentdata/file/436073/cscfffulla4potrait2013-20177v2d.pdf

It gives full descriptions of each competency, including expectations at that grade.

Making effective decisions - this one's a fucker. Find an example where you've gathered evidence, weighed up the pros and cons of various options, and made a decision based on that evidence and those options. This is the kind of thing that everyone does without thinking, so you really have to state the bloody obvious a lot of the time.

Communicating and influencing - demonstrate a range of communication techniques, and where you've changed someone's mind / influenced someone's decision to come closer to the outcome you wanted. In the context of a work coach I suspect the sophisticated communication might be more important than the influencing, but look at the job description to see what you think.

Delivering at pace - managing delivery of a project under tight pressure of some sort. It's largely about thoroughness of preparation and taking a step by step approach even when you might be under time constraints - it is NOT about doing things fast!

Hope that helps a bit - it's been a while since I did a job application, but I did several in a row with those three competencies and always got interviews (just not the jobs unfortunately!)

[4amWitchingHour]

Ah, just seen it's an interview, not job application - can be trickier depending on the question you get. Try and have a few examples up your sleeve for each, as if you only prepare one then the it might not fit the question which could throw you.

Also - I may have linked you the wrong doc. Try this one: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachmentdata/file/717275/CSSBehaviours2018.pdf

[PlomBear]

Does everybody else just make up the examples for these questions too?

[4amWitchingHour]

Fuck no. I can't lie in a quick thinking situation like that, and it's stupid to lie in an interview anyway.

[PlomBear]

I got 5 civil service jobs in a row so I must be doing something right!

I always make up interview scenarios. I can’t think of any examples in real life where I’ve actually changed and improved things or an excellent example of working at pace. I practise my scenarios at home so that they are word perfect.

Everyone lies, the interviewers are probably lying telling you what a great place it is to work at or how friendly and sociable the team is!

[gothicsprout]

In my experience as an interviewer it’s pretty obvious when someone has made up an example, as it becomes quite difficult to answer follow up questions well when you’re trying to make up what you did on the fly.

OP - you can absolutely use the same employment for your examples. What I would try to avoid though is using the exact same situation as an example of all the different behaviours, as you can run out of steam going over the same ground.

Try to think of a specific time when you demonstrated that behaviour, not just a general example. And if you can, structure your answer with STAR: 1 sentence on the Situation/Background, 1 sentence on the Task, 2 sentences on what Action YOU took, 1 sentence on the Result. Then you can expand on any of those if needed. Good luck!

[gothicsprout]

Ha - cross post with PlomBear!

I think there’s a difference between those who entirely fabricate an example and those who embellish their contribution to a scenario. More power to you if you’re able to completely make it up. I’m surprised if from 5 civil service jobs you couldn’t come up with a couple of decent C&I/Delivering at Pace examples though.

[PlomBear]

I’ve got 5 civil service jobs in a row as in, successful at interview, all in the past month. And I’ve previously worked for the CS.

I find it easy to make up scenarios. Normally I just to go work and go home again without any exciting scenario based things happening to me!

[Isleepinahedgefund]

It might have worked for Plombear (and I hope you're not the person I've just hired because I don't want someone who would lie in their interview like that). I find it pretty easy to tell who is making stuff up anyway.

OP - they will ask you the questions, just take a moment to recognise what they are asking about (eg making effective decisions), think of something you've done and tell them what you did.

Be clear eg "I needed to decide...." "I needed to change x / improve x"

I've found recently that outside candidates who have thought about examples but not overly rehearsed them are more successful - civil servants can get a bit institutionalised with the old recruitment framework and parrot answers for each behaviour rather than answering the question.

Work coach - EO grade right?

[Isleepinahedgefund]

I've just PM you some advice I've sent to a few other people re CS interview tips recently - do ask if you want clarification on anything.

[penguin246]

STAR technique is good.

Are you sure there won't be group work assessment too?

[PlomBear]

Out of interest, how would you ever know if people are making up or embellishing scenarios? I’ve interviewed before and it’s a tick box scenario. I don’t then go home pondering if it was real or not.

[PlomBear]

But then this is Mumsnet so I take everything I read with a pinch of salt!

I’ve just been offered a non civil service job that I’m going to take instead. I’m obviously really good at getting jobs!

[Isleepinahedgefund]

Often pick it up when you probe them on the deeper details - they just aren't there, or aren't consistent.

I used to conduct forensic interviews though so I'm well attuned to pick up when I'm being fobbed off.

[Fixedterm]

Thanks for the replies, have come up with provisional answers . I got 5 for my competency score on the form so was mostly on the right track with it. Not good at making things u unfortunately even though I find a lot of people say that’s what they do .

Will be first civil interview so will be good to get feedback from it as previously not really had any feedback.

[Vieve1325]

Look at the competency framework and the behaviours expected at the grad you’re applying for, and make sure your answers show the level of skill relevant to the grade.

Look at the key skills And essential criteria required in the job Description, and try and think of answers that tailor to that.

I worked in civil service HR and did a lot of work with the new competency frameworks too, PM me if you like

[wobytide]

"Delivering at pace"

Not a job with HS2 or Crossrail then

[Maya0108]

@Isleepinahedgefund
I have a Skype interview next week for a Band B vacancy. I am really out of touch with the whole interview process as I was in my previous job for 20 years. Is it likely that the interview will focus solely on the 4 strengths & behaviours listed in the application because the advert uses the word 'including', thus suggesting others are applicable? If it's just the 4 mentioned then should I be prepared with examples in addition to the ones in my application?

Also are they likely to ask me what I know about the department and reasons for leaving my previous job?

Thanks in advance

[Maya0108]

Does anyone know if there are any current (success & behaviours profiles) civil service interview Qs I can access to practise?

[Isleepinahedgefund]

They aren't standard questions, each recruitment will use different ones.

[Maya0108]

Appreciate that the questions would be tailored to the vacancy but is there any material available that I can use to practise, please?

Also do they focus on just the strengths and behaviours mentioned in the application or would they ask about the others?

[Bouledeneige]

Wow. CEO here. I'd never make things up in an interview. I think its a very bad idea. I would take it from real life examples from your work experience - its good if you can reference more than one role but it really depends on whether they are strong enough examples.

For me an interview is not a box ticking exercise. I want to find out whether the candidate's work experience is relevant, how they approach issues, their values, whether I think they are a good fit for the team. I will follow up with further questions if I'm not clear about an example given and if someone was bullshitting I think it would come across as them not being able to adequately explain the experience they are describing. I'd not want to work with or employ a liar.

So for instance in effective decision-making I would be looking for an example that might include working as a part of a team, collecting evidence and different viewpoints, ensuring you had included relevant expertise, evaluating the risks etc. It doesn't need to be heroic in terms of knowing the right answer on your own straightaway, I like answers where people show that they had to change their mind or assumptions because of the evidence before making a final decision. I like team players who value other peoples' skills and knowledge.

For communicating and influencing I might be looking for examples of influencing peers or higher up people, or external audiences. I might look for things like showing that you understand the goals and objectives of the people you are trying to influence, how you evidenced your argument. A good example might include anticipating further questions or issues the person you're trying to persuade might have, understanding the strengths and weaknesses of your argument, demonstrating that you had considered and evaluated other options, and being able to communicate effectively in a number of different ways.

Delivering at pace - try to find an example where you were working at pace and under pressure, how did you manage and plan the work, how did you ensure you didn't drop the ball or make mistakes, how did you ensure others were ready to make their contribution/input. Again, I like examples where plans had to be changed to respond to a new issue or opportunity.

And going back to the honesty point. I'm not looking for perfect answers - I'm looking for thoughtful and considered answers that demonstrate how you think and approach things. People who demonstrate self knowledge and an ability to adapt and learn would be a good fit for a job with my organisation.

[Maya0108]

@bouledeneige. Agreed re making things up in an interview.

What advice would you give for 'managing a quality service'? pls

[Bouledeneige]

Hmm. This really depends on the type of service you've run. I think the key thing is to discuss how you set the benchmarks and what metrics you are using to measure quality. And how you induct, train and support staff to meet them. And how you work to continuously improve and develop the service with feedback from the users of it. Sorry - its hard to suggest an answer without reference to a specific service.