Success profiles: candidate guide

Behaviours

Behaviours are the actions and activities that people demonstrate which result in effective performance in a job. Behaviours are not role-specific and can be applied to different roles and contexts.

The Civil Service has defined a set of behaviours with different levels which are specific to the grade level of the job role.

It is important to remember that recruiting managers will choose a selection of behaviours which are best suited to the specific job. You will not be asked to demonstrate all of the Civil Service Behaviours for one role.

Examples of the behaviours are designed to give an overview of what is expected of individuals at each level. There is no expectation that all individuals will need to demonstrate every part of each example to be successful.

Why we assess behaviours

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

As behaviours can be observed and measured, they can help us to predict what your performance in the role could be.

Read the job advert carefully to see which behaviours are required for the job you are applying for.

How we assess behaviours

Behaviours can be assessed in a number of ways and at various stages of the recruitment process, including:

• the application form
• your CV
• a Civil Service judgement test
• an interview
• a presentation
• an in-tray exercise
• a written analysis or exercise
• a personality test
• a job related simulation
• a Group exercise/discussion
• a Role-play
• an oral briefing
• assessment centres

Depending on the type of assessment, for example in an application form or at an interview, you may be asked to give examples of when you have demonstrated a particular behaviour. This might be at work or somewhere else such as work experience, volunteering or in connection with a hobby.

Alternatively, you may be asked how you would behave in a given situation, for example by using Situational Judgement Tests or through situational interview questions. You could also be asked to demonstrate a behaviour in real-time, for example during a role play or group exercise assessment.

Behaviours may be assessed alongside other elements of the Success Profile to get a more rounded picture of your suitability for the role. The job description will outline the elements required for the role and the selection method(s) that will be used.