Selection Process
This vacancy is using Success Profiles , across the recruitment process. To assess your full capability and potential we will use a blended approach of profiles across Ability, Experience and Strengths. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
We will endeavour to conduct the selection process in line with the dates indicated below, but cannot guarantee that these will not, where necessary, be revised.
Personal Information & Eligibility
The first step will be to complete an application form. This captures some basic personal information to allow us to check you are eligible to apply for the role, as well as some equality and diversity information and evidence of the desirable criteria. You will not be able to progress to the next stage until this is complete.
Caseworker Suitability Assessment
After submission of this first stage, you will be invited to complete the Caseworker Suitability Assessment.
This consists of three tests designed to assess a range of skills relevant to the Caseworker role. You will be tested on a range of areas to allow us to obtain a full picture of your capabilities.
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Personality questions to better understand your strengths, motivations and preferences at work.
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Verbal critical reasoning questions to assess how you interpret written information and reach decisions.
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Role-specific decision making within scenarios you may experience in-role, to understand your interpersonal and critical thinking style.
You should set aside 45-50minutes to complete the Assessment and you will need to do so within 48 hours of receiving the invite. You will be sent a reminder 24 hours before the final deadline. If you fail to complete the online test or full application before the deadline, your application will be withdrawn.
Guidance for the test will be available when you are invited to take it.
If you wish to apply for multiple vacancies, which are being advertised at the same time, you will only be required to complete the Caseworker Suitability Assessment once and your score will automatically carry across. Please be aware that each vacancy has an individual pass mark and, whilst assessment scores may meet the minimum benchmark criteria for some roles, they may not meet the minimum benchmark criteria for others.
Your score will be banked for 6 months and may be used for other Home Office Caseworker vacancies.
The assessment can be completed on a mobile device however, wed strongly recommend completing it on a laptop or desktop where possible. In either event, please ensure youre in a quiet and private environment in which you can concentrate.
If access to suitable technology may present a barrier to completing the assessments, please contact the recruitment team to discuss support options available.
Pre-Recorded Video Interviews
If you are successful at sift stage, you will be invited to a Strengths-based pre-recorded video interview.
Strengths are the things that we do regularly, do well and that motivate us. When we assess your strengths, we are considering if the job role would be a good fit to your skills and interests. Your interview will only feature Strength questions. Questions cannot be provided beforehand, as we are looking for a natural, unrehearsed response.
Please note: You will have 5 calendar days to complete the video interview. Failure to complete your video interview within the 5 calendar days will result in your application being withdrawn.
For guidance and information on what to expect and how to prepare for an interview, you are encouraged to visit Candidate Advice , Home Office Jobs and Applying - Home Office Careers.
This role is being advertised at different locations via multiple linked adverts. Should you wish to apply for the role but at locations listed on different adverts, the first application you make will be treated as your lead application and assessment scores from this will be automatically carried over to any subsequent applications.
Reserve List
A reserve list may be held for a period of up to 12 months from which further appointments may be made. There is no guarantee that being held on a reserve list will lead to a job offer. Further information can be found on our website.
Breaking Tied Scores
The strengths have been ranked in order of importance to enable us to differentiate between candidates with tied interview scores. This will be applied first and only if candidates remain tied will we score evidence of the desirable criteria.
Candidates judged to be a near miss at interview may be offered a post at the grade below the one advertised without the need to go through a further selection process, providing the role has the same Success Profiles elements and essential skills. There is no guarantee that further such vacancies will arise.
Standards
All Civil Servants are expected to comply with the Civil Service Code, and its core values of integrity, honesty, objectivity and impartiality.
Integrity Check
As well as successfully obtaining UK Security Vetting clearance, you will also be subject to an additional Integrity Check, as part of the pre-employment process, to determine your suitability to work for Border Force or Immigration Enforcement. For further information on what this involves, please visit our website.
Reasonable Adjustments
If you require a reasonable adjustment, you must discuss this with us before you start the assessments. You can do this by following the instructions in your invitation email or by contacting us at the earliest opportunity.
We want to support you if you need an adjustment in the recruitment process, even if you do not feel you qualify for the Disability Confident Scheme.
As part of the application process, you will be given the opportunity to request any additional assistance or adjustments required at any stage of the selection process.
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
We are committed to ensuring that disability is not a barrier to recruitment. We provide individuals with the support they need to excel in their role and develop their career.
If you feel you require adjustments during the selection process, please complete the relevant section of the application form and provide as much detail as you are comfortable sharing.
In exceptional circumstances, if you require adjustments for a condition or disability not originally disclosed in your application, please contact us at [email protected]. We will review your circumstances to ensure appropriate support is in place during the assessment process.
Criminal Record Check
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure Scotland on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.
If you will be doing this, please advise Sopra Steria of your intention by emailing [email protected], stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email [email protected]
Feedback
Due to the size of the campaign, it will not be possible to provide candidates with feedback at assessment or interview stage.
Please therefore disregard the following statement.
Feedback will only be provided if you attend an interview or assessment.
