civil service hr fast stream 2014 recruitment presentation
DESCRIPTION
Presentation by the Civil Service HR Fast Stream, October 2014TRANSCRIPT
The Civil Service Fast StreamThe Fast Stream is one of the UK’s leading graduate schemes employing a large number of graduates into different professions.
It consists of a variety of different schemes that involve contrasting postings in different departments and different locations.
The Fast Stream is a demanding, varied and exciting programme that allows you to amass a wide range of experience in a very short time.
The Civil Service Fast StreamThere are 6 Fast Stream Schemes which you can apply for:
Generalist Fast Stream – central departments, diplomatic service, Houses of Parliament, science and engineering
Analytical Fast Stream – economists, statisticians, social researchers and operational researchers
Commercial and Finance Fast Stream
Digital and Technology Fast Stream
European Fast Stream
Human Resources Fast Stream
Government Communication Fast Stream
Northern Ireland Fast Stream
The HR Fast Stream The HR Fast Stream is one of the Schemes in the Fast Stream which is aimed at those with an interest in the HR Profession.
It consists of two challenging 18 month placements in different departments and different geographic locations.
The HR Fast Stream allows you to gain a wide range of HR experience in a very short time with the aim of equipping you to become the future HR leaders of the Civil Service.
What is Human Resources?
Workforce
PlanningRecruitment
HR Business
Partners Organisational Design
Staff
Engagement
Employment
Law
People
Management
Equality and Diversity
Learning and
Development
Employee Policy
Talent
Management
Succession
planning
Did you know?… that HR impacts upon many different
areas of society?
HR in the Civil Service • The Civil Service has the largest variety of HR roles available
within any given organisation.
• Imagine any type of HR role, in any company and you can find it within the Civil Service.
• There are a huge range of broad and specialist opportunities.
• Your role will have a direct impact on society.
• You will have responsibility from day one.
Our Offer • Diverse, challenging and interesting opportunities available across
the country.
• A strong support network.
• Generous Terms and Conditions
• Full support to gain associate membership of the CIPD and a recognised qualification – a MSc in Human Resource Management.
• A competitive starting salary of c. £25,000 - £30,000
Salary entry point & progression SCS
G6 – (circa £59-75k)
G7 - (circa £45-61k)
AO - (c.£16k)
AA - (c.£15.5k)
SEO (SO) - (circa £30.5k)
HEO (HO) (c. £25k - £30k for HRFS)
EO (O) - (c.£21.5k)
Rapid progression to G7 in only 3 years
Bypass the lower grades
Progress quicker with the HR Fast Stream compared to other Fast Streams
What we’re looking for Prospective candidates should:
Hold or expect to achieve at least a 2:2 degree (any discipline)Have a genuine interest in all areas of the HR profession and in pursuing a career
with Civil Service HRBe flexible and geographically mobile
During the assessment process we’ll look for:
Inner confidence, strength and resilience Motivation to learn and develop The ability to apply analytical thinking and to bring fresh ideasA keen focus on achieving positive outcomes for the Civil ServiceThe ability to communicate clearly and persuasively and to create a positive
impact The ability to work collaboratively
The Selection Process
Online Tests: October 2014 - January 2015Consists of verbal reasoning, numerical tests and a competency questionnaire.
Practice tests are available on the Fast Stream website.
E-Tray Exercise: October 2014 - January 2015There is a practice exercise available on the Fast Stream website.
Assessment Centre: January 2015 - March 2015Full day exercise at our assessment centre in London where you will be given a range of verbal and
written exercises.
Submit your application: 01 Sept – 03 Nov 2014
Online tests: Tips for SuccessFamiliarise yourself with verbal and numerical reasoning;
Make sure you work through the practice assessments which are available on the Fast Stream website;
The assessments are timed – always be aware of how much time you have left;
Consider the questions carefully to ensure you have fully understood what it is they are asking;
Base your answer on the information provided; and
If you are stuck on a particular question it is best not to dwell on it but to move on to the next question.
Fast Stream E-tray portal
Fast Stream E-tray portal
The Assessment CentreThe Assessment Centre takes place at our testing centre in London and it consists of the following activities:
A policy writing exercise
This written exercise (for which you will use a customised PC) is in two parts which last 15 minutes and 90 minutes respectively. Part one is designed to test your capacity for constructive thinking by asking you to come up with innovative ideas to address a particular challenge or problem. Part two is designed to test your ability to make decisions and communicate with impact.
A group exercise
This oral exercise lasts approximately 45 minutes and is designed to test your ability to build productive relationships, to communicate with impact and your drive for results. You will be given approximately 30 minutes to prepare for the exercise by yourself after which you will come together as a group to discuss the scenario.
A leadership briefingYour task is to give your assessor an oral briefing on how you plan to take on the role of team leader and handle the various issues that will be presented to you in advance in a written brief. You will have 30 minutes to read the brief and prepare for the meeting with the assessor. You will be given up to 10 minutes to deliver your oral briefing to the assessor, after which the assessor will ask you some further questions and engage in discussion with you for the rest of the 30 minutes’ exercise time. Immediately after the exercise, you will be asked to complete a short Self Review Form.
An interviewThe one-to-one interview will last around 40 minutes. Your assessor will be evaluating your ability to learn and develop and your ability to build productive relationships.
The Assessment Centre
Be confident Demonstrate determination
Speak to people who work in HR
Be yourself
Get plenty of rest
Believe in yourself
Draw on your past
experience
Research online – read
the guide
Show your passion for HR
Show drive
Assessment Centre: Tips for Success
If you’re unsure – ask!
Practice your presentation
skills
Policy Recommendation Tips• Don’t panic, and don’t attempt to read all the info – scan and pull out
key info.• Remember the objectives• Use the data, assessors look for good use of financial and numerical
data in particular• Consider a grid, fill in your grid as you go along – when you’ve
scanned all the material put to one side and don’t touch it again• Use the grid to write your recommendation and tick off boxes as you
cover them – helps structure your time• Think structure (use sub headings)
– Introduction, general overview and context of decision– Recommendation– Analysis of each option against ALL the criteria (usually 4), trying to group
the pros and consAnalyse the options you’re not recommending in as much depth as the one you are and avoid emotive language
– Conclusion– Risks and mitigating actions
• There is no right answer!
Interview
• Questions likely to be drawn from themes within those competencies.
• They will normally start with something such as “Tell me about a time when...”
• Useful to have answer prepared for questions about:-– Situations where you have had to work under pressure– Experiences of working with diverse groups of people and
commitment to building relationships– Times where you have had to deal with conflict or respond to
setbacks– Times where you have had to learn and adapt to situations
quickly, particularly those outside of your comfort zone– Your commitment to self development (e.g. seeking feedback)– Why you are applying for the Fast Stream now and why that
particular scheme?
STAR(E) Method
• Situation - Describe the situation that you were confronted with. With the STAR approach you need to set the context. Make it concise and informative.
• Task – Describe the task that needed to be accomplished and concentrate solely on what is useful to the story.
• Action - Demonstrate and highlight the skills and personal attributes that the question is testing.– Be personal, i.e. talk about you, not the rest of the team.– Go into some detail. Do not assume that they will guess what you mean.– Steer clear of technical information, unless it is crucial to your story.– Explain what you did, how you did it, and why you did it.
• Result - Explain what happened eventually – how it all ended. Also, use the opportunity to describe what you accomplished and what you learnt in that situation. This helps you make the answer personal and enables you to highlight further skills.
• Evaluate – What did learn as a result of the activity and your role.
Interview Tips
• Take your time, don’t rush into an answer.• Prepare examples in advance, ideally more than
one for each competency.• Really consider what the question is asking you.• Don’t use “we”, don’t use examples where you
have not affected the outcome.• Pull examples from lots of different areas: work,
uni, volunteering, clubs etc• Don’t be afraid to use an example where
something went “wrong”-it often gives you more to talk about!
Group Exercise Considerations• It’s not about winning!• Time awareness – set the time at the beginning
and watch the time• Remember the criteria- this might determine how
you proceed• Agree a structure at the beginning.• What are the priorities for the group?• Identify common ground• How do you personally want to capture the
information? (other group members will have details you are not aware of).
• Focus on what you need out of the exercise, are you demonstrating what is required?
• Use arguments to support your case• Get to grips with the facts
Group Exercise Tips• Don’t interrupt, unless you have to. If you do, Praise before interrupting –
“sorry to cut over you, that was a really good point…” • Deal with aggressive individuals calmly• Be natural, don’t try to be somebody that you are not, but also be wary of
your “default settings”• Lean forward and look engaged, nod (show active listening and be aware of
your body language- smile!)• If someone is difficult, possible suggest a compromise – give someone a
ladder to climb down• If someone is passive and not contributing bring them in – give them a
ladder to climb up• Use creative compromises and solutions – don’t present them as facts• Build rapport. Use names and refer back to previous points made by other
people.• Don’t ignore or dismiss other peoples opinions!• Tailor your style to the different individuals.
Briefing Tips• Think practically – costs, communications, risks, what would you
actually do and in what order. Show awareness of the bigger picture (avoid getting bogged down in the detail).
• Anticipate typical questions – e.g. what problems might arise, and how would you deal with them? Who does it affect? What are the implications? Be prepared to defend your proposals.
• Be persuasive, but don’t ignore any difficulties there might be with implementation. Try to consider what might be a problem so that you can suggest a solution.
• Be positive rather than confrontational.• Don’t forget body Language, eye contact, tone (lively manner), smile.• Consider structure:
– The issue– Your recommendation/approach– Each of the things to consider– Risks and possible mitigating actions
How to apply
Apply online from 2nd September 2013:https://www.gov.uk/faststream
Find us on Facebook:Civil Service Fast Stream (UK)
And finally…
“There is no better place to be an HR professional than in the Civil Service, and HR can, and does, make a difference to the way
the Civil Service does business”
Chris Last
Head of Human Resources
in the Civil Service
Thank you for listeningAny questions?