DWP Recruiting Again - 2012

SpiralGalaxy

Gael21 wrote: »

If they have to sift down through the test scores to find better competency statements, that shows the limitations of the test to assess 'ability levels' in a broader sense. Another poster wrongly described the tests as measuring intelligence but they were nothing remotely like IQ tests.

I think it is too simplistic to try to hold up the online tests as the definitive test in the recruitment process. It was simply one way of weeding out weaker candidates (those scoring less than 35% were rejected straight away, I believe).

In my opinion, those above the basic pass mark are as entitled to have their applications considered as anyone else - particularly since it was such a labour-intensive process - and if some of the lower scorers have produced good competencies, then well done to them!

If the passmark is lowered to get better competencies, then theoretically they could hit the 10th percentile before they found enough of them. It's not an IQ test of course, but the numeracy and situational judgement tests have to be pretty important for the job itself. So you could get good competencies, but folks who thought it would be a good idea to fire Joe for not wearing agtershave. I jest and don't begrugde a lower pass mark because I have a friend who didn't get a high score, but competency questions ought to complement a process rather than be so rigidly adopted that you wind up sacrificing people whose situational judgement was very good for someone whose SJ was not but adhered rigidly to the format. That's just my take and will remain so even if I do well on the comps.

(sent from my phone so excuse the formatting/sp. errors)

mommarat

northerntake wrote: »

That has happened where I am too.We were told that under no circumstances could we apply in work time.But in part of our office managers were sat helping some people for a couple of days.We were also told to refer customers to an information session about applying and writing competencies , although we couldn't go.Very slow progress in my part of the country,they are leaving it a bit late if interviews are from 24.02.12.We will not have much time to prepare.
There is a lack of consistency with DWP recruitment.
Cant understand why that there has been no internal promotion excercise first,as there are people with so much experience/knowledge.But then this is the civil service and it never seems to behave logically.

It was agreed at management level staff were entitled to 1 hour in work time to do comps and line mgrs were ment to offer as much help as necessary. Also if you get to interview you are entitled to an hour to prepare for that too. Any probs have a word with the union. Some staff will always get extra help it's if your face fits

northerntake

Thanks for that , your right about if your face fits.Also comes down to office managers , as our office was told under no circumstances could you do any of your application in work time . If I get through to interview will get in touch with union if needed.

SpiralGalaxy

mommarat wrote: »

It was agreed at management level staff were entitled to 1 hour in work time to do comps and line mgrs were ment to offer as much help as necessary. Also if you get to interview you are entitled to an hour to prepare for that too. Any probs have a word with the union. Some staff will always get extra help it's if your face fits

That sounds depressingly like dodgy callcentres I've worked in.

daidai

Gael21 wrote: »

Sorry - but they did. As I posted earlier, there was a clear link to a whole booklet about it. It was in the first paragraph of the Recruitment Support Pack.

I do feel for people who appear to have missed this information, but we've all made painful mistakes in our lives. You just have to suck it up and get on with life.

There were links and links to links and pdf brochures to download but none of it would win a plain English award.
There should have been one clear link at the start of the section and a proper example of what was required.
The fact that they need to hold special training seminars on writing competency statements but still end up with poor results shows their failure to clearly communicate what they wanted.

mommarat

northerntake wrote: »

Thanks for that , your right about if your face fits.Also comes down to office managers , as our office was told under no circumstances could you do any of your application in work time . If I get through to interview will get in touch with union if needed.

I'm sure PCS agreed it with mgt I will have a look and send u a private message

daidai

Jeez, if all you internal candidates couldn't get it sussed what with line managers helping you and special training sessions in how to write competencies then what hope have us external applicants got who've never come across competency statements before and can hardly spell the word let alone decipher what it means !! lol :eek:

rober

Hello first post been lurking around on this thread for a while but just thought it was time to share my thoughts as a DWP employee myself. I myself am an AO but also deputise for my team leader and cover the EO position.
Just got my first feedback results and scored 2 across the aboard (consistent at least), my own fault rushed it, didn't take the advice I had in front of me. Same story generalised instead of telling the "story".
But the DWP does need some new blood so hopefully this recruitment exercise will provide it.
Good luck.

mommarat

daidai wrote: »

Jeez, if all you internal candidates couldn't get it sussed what with line managers helping you and special training sessions in how to write competencies then what hope have us external applicants got who've never come across competency statements before and can hardly spell the word let alone decipher what it means !! lol :eek:

What northerntake said was staff wernt given any help but were expected to signpost customers to a group which showed them how to write competancies

Gael21

SpiralGalaxy wrote: »

If the passmark is lowered to get better competencies, then theoretically they could hit the 10th percentile before they found enough of them...

10th percentile? Nooooo!

As I understand it, the pass mark here appears to be around 35% (and probably always was). However, it is common practice in civil service recruitment to start off by setting a higher (and therefore moveable) pass mark to cream off the top scorers and consider them first. Makes sense if they have large numbers of applicants, but they would never go below the 'real' pass mark for any test. (By that I mean the mark recommended by the designers of the test - not just some random figure.)