DWP Recruiting Again - 2012

Red3806

JessStar wrote: »

Think it's only people under the specified pass mark that are being told 'no thanks'... and i've not seen anyone offered an interview yet...?

Borderline cases are being held until all sifts are done and then they'll take the top ones to interview

I got 84 in the online test and someone I know got less we applied for the same area they have their marks back and I don't have mine so I don't think there is any method in the sifting process or the merit of application. Seems more like you're lucky if you hear anything! I'm fed up with it now!

mwddrwg

I applied to North Wales (English & Welsh posts) but haven't got any scores for competencies yet. So frustrating! Anyone else heard anything from this area. I know that one person on this thread has. Thanks

VeryBusyMummyX3

Hi
I'm west of scotland and still under review. :mad:

A friend works for dwp in west scotland and the test scores have been low so they've lowered the pass mark and the comp sift will most likely be at least another week.

This area has had 1300 applications.

hth (or not )

pixiechick_2

cake_baker wrote: »

Hi all,
I'm a long time lurker, and I've found this thread very useful so I wanted to share some interesting feedback I got along with my competency scores for Manchester today :

"A good example satisfying many relevant descriptors. Please note – this feedback does not mean that you will or will not be invited to interview. Once all application forms for this vacancy have been considered we will then decide which applicants are to be invited to the interview stage. You will receive a further notification to confirm the outcome of the application stage shortly."

Despite the fact that I scored 96 percentile (22/24, 252/336) and 4,5,6,6,6 I can't help thinking that they're letting me down gently

Has anyone else had similar feedback from Manchester (or anywhere else)?

I've had my competency scores for Manchester (got them yesterday like you) but there's no message like that. You got better scores than I did (94th percentile and 5,5,6,5,5)

I don't think I'd read anything into it - it probably just depends on who marked your application - like a lot of things it seems!

Arsh

JessStar wrote: »

Think it's only people under the specified pass mark that are being told 'no thanks'... and i've not seen anyone offered an interview yet...?

Borderline cases are being held until all sifts are done and then they'll take the top ones to interview

Applicants for the internal Lancashire posts either received rejection e-mails or invites to interview yesterday. But as I said it was internal and they probably only had half as many application to go through. Having said that you didn't have to do the online test only the competencies so they would have had to sift each and every application they had.

swtqtnel

Can anyone please rate this for me? Your feedback will be very much appreciated. Thanks.

Building Capability - Behavioural

I was promoted to the position of a team leader. My role required that I led a sales team of ten people struggling with customer relationship building which reflected in their performance.

I helped them to understand the importance of high performance and encouraged them to adopt techniques that I used in the past. I arranged meetings and outlined different examples of how I strengthened business relationships with existing customers like offering gifts, and how I established relationships with prospective customers like identifying similar interests and engaging them in conversations about them. I asked them to think of effective and consistent ways to building better relationships that also demonstrated their passion for customers. I then encouraged them to align their strategy with enhancing communication and organisation skills so as to develop their capabilities on the job. I encouraged my team to build on my techniques to improve their relationship with their own customers. In the process, I learnt more, developed my skills and strengthened my relationship with my team.

Consequently, they learnt that responding to challenges with their own initiative and creative tactics developed their capability to deal with future difficulties. This increased performance levels, strengthened team spirit and fostered positive working relationships.

devilot

swtqtnel wrote: »

Can anyone please rate this for me? Your feedback will be very much appreciated. Thanks.

Building Capability - Behavioural

I was promoted to the position of a team leader. My role required that I led a sales team of ten people struggling with customer relationship building which reflected in their performance.

I helped them to understand the importance of high performance and encouraged them to adopt techniques that I used in the past. I arranged meetings and outlined different examples of how I strengthened business relationships with existing customers like offering gifts, and how I established relationships with prospective customers like identifying similar interests and engaging them in conversations about them. I asked them to think of effective and consistent ways to building better relationships that also demonstrated their passion for customers. I then encouraged them to align their strategy with enhancing communication and organisation skills so as to develop their capabilities on the job. I encouraged my team to build on my techniques to improve their relationship with their own customers. In the process, I learnt more, developed my skills and strengthened my relationship with my team.

Consequently, they learnt that responding to challenges with their own initiative and creative tactics developed their capability to deal with future difficulties. This increased performance levels, strengthened team spirit and fostered positive working relationships.

Sounds a great example but I'm not sure I'm the best person to ask as I wrote all mine in that style and got 5,3,4,3,3!

I would give it at least a 5. Has it been scored?

athenajm

I was wondering how they can plan for an April start for staff when they presumably need to CRB people first? Last recruitment drive the CRB checks took over 6weeks to do.

Angelina82

athenajm wrote: »

I was wondering how they can plan for an April start for staff when they presumably need to CRB people first? Last recruitment drive the CRB checks took over 6weeks to do.

I was thinking the same thing as I know someone whom has currently been waiting 10 weeks for their CRB

Svenena

I've been reading this thread with interest as I know someone who's applied for one of these jobs (currently working as an EO on a FTA).

Reading swtqtnel's example above, it seems far too generic compared to the STAR guidelines (not to be harsh). I believe you're supposed to talk about a specific incident, rather than a general process. So maybe focusing on discussions you'd had with one particular staff member would have been better, and outlining what particular difficulties you'd identified they were having and the specific suggestions you'd made to help them, etc. (Just my opinion!)