DWP Recruiting Again - 2012

EKR13

I got 68% percentile, 19/24 - analysis and interpretation and 228/336 - action planning raw score.
My competencies still haven't been scored.

I'm nervously checking my e-mails and the website every day but still waiting for more news.

Can anyone shed any light on my chances of success for any interview by those scores? Please!?!

chara

EKR, there will be people who know more around in the morning, I think getting an interview depends on your competency rating for most areas/districts, but there are exceptions if you read back.

I am still waiting too, almost dreading it now.

EKR13

Chara, me too! I wish they would update us just a little. I've called the helpline but they just keep telling me the same thing. I understand that they have thousands of applications to go through but I just wish I had some idea of my chances. The suspense is killing me.

Which area have you applied to, if you don't mind me asking?

Sh05nia

Which area have you applied to EKR13?

EKR13

Sh05nia wrote: »

Which area have you applied to EKR13?

I've applied for Southern Wessex and West Yorkshire. Yourself?

melpg

Oh dear wanda.....

Firstly, well done. (Genuinely I would have meant it, if you’d left it that)

But........Secondly, as other people have said... you only appeared when you had something to celebrate and then proceeded to become a self appointed expert in the field of competencies – even marking someone’s !!!!

What you need to understand is – like so many have said before me – competencies are marked subjectively. The right person at the right time etc etc. Just look at the discrepancies that people have posted between different areas – do you get it??

And please take note - people are entitled to come onto this forum and express their opinion, disappointment, anger, confusion – whatever it may be, because that’s what this forum is for!

I’m sorry if it hurts your feelings but your scores may have been judged differently in a different area or even just on a different day by a different person. Do you get it now?????

Competencies are NOT the way forward in this type of recruitment.... Just take a look at this forum – a prime example! There are so many people who have posted on here from the start who I believe (and I am an ex-JCP adviser) would be great in the job but didn’t do too well in the competencies. But it seems that some (and I stress ONLY some) who have done well in the competencies are the type who really shouldn’t be working at a JCP!!!!

I wasn’t going to bring this up but what the hell - I’m not going to name names but someone swooped in saying they had an interview (all good) but then proceeded to attack someone who had posted their (excellent) scores for no apparent reason. They made a snap judgement and went in all guns blazing in a very insulting and derogatory way. They have since retracted their comments but still - this is NOT the type of person that should be working in JCP. I can only imagine how they would speak to JCP customers. But hey ho – they can WRITE a good competency so they must be a good JCP employee!

Jeez – when will the CS learn.

Oh and btw – if you were upset (in your first post) that people commenting on the recruitment procedure ‘took the shine off’ your excellent scores, then I’m sorry to have to break this to you but - you will have to develop a MUCH thicker skin if you get through to interview and are expected to work with the unemployed.

And yes, you do come across as obnoxious and insulting.

Goodnight from me.

LookingForNipsy

Unfortunately there is no such thing as a perfect recruitment process, some unsuitable candidates will slip through and some suitable will be overlooked - hopefully the DWP has learnt from this intake and will improve on the next one. Those who feel they have been unfairly assessed should definitely complain, especially where there are big disparities between regions.

Competency based recruitment isn't bad per se but the process could have been better executed. If I were the DWP next time I would:

a) Have the test as the first stage and then set a firm pass rate depending on the number of applications per region - lots of applicants, higher pass rate and vice versa.
b) Invite those who pass to write statements for TWO of the competencies (250 words each) with very clear links to guidelines/supporting information and a week to do it.
c) Centrally mark competency statements against detailed criteria using a specialist recruitment company. Invite the top how ever many scorers for interview (3 per position)
d) Interview regionally (with multiple region applicants interviewed in their closest) and ask competency questions focusing on the THREE comps without written statements. Hire highest scorers and compile waiting list.

People don't waste time writing competencies that don't get looked at and more accessible guidelines means better comps from those who do write them - shorter comps means much quicker marking too; 1000 words from each applicant in a mass recruitment like this is the definition of madness. No regional discrepancies with central marking either but regions have the final say with the interview.

Simples :j Not perfect but better.

brooke68

WandaFish wrote: »

Oh give it a rest mark! I've just looked back to see what you've contributed to this thread and it's absolutely nothing! You posted your scores in an arrogant way and then arrogantly offered to advise people on how they should do it better! Since then you've given absolutely no help to anyone at all!

Not true. I pm'd my comps to Mark and he has given me some really constructive feedback.

Karins

LookingForNipsy wrote: »

Unfortunately there is no such thing as a perfect recruitment process, some unsuitable candidates will slip through and some suitable will be overlooked - hopefully the DWP has learnt from this intake and will improve on the next one. Those who feel they have been unfairly assessed should definitely complain, especially where there are big disparities between regions.

Competency based recruitment isn't bad per se but the process could have been better executed. If I were the DWP next time I would:

a) Have the test as the first stage and then set a firm pass rate depending on the number of applications per region - lots of applicants, higher pass rate and vice versa.
b) Invite those who pass to write statements for TWO of the competencies (250 words each) with very clear links to guidelines/supporting information and a week to do it.
c) Centrally mark competency statements against detailed criteria using a specialist recruitment company. Invite the top how ever many scorers for interview (3 per position)
d) Interview regionally (with multiple region applicants interviewed in their closest) and ask competency questions focusing on the THREE comps without written statements. Hire highest scorers and compile waiting list.

People don't waste time writing competencies that don't get looked at and more accessible guidelines means better comps from those who do write them - shorter comps means much quicker marking too; 1000 words from each applicant in a mass recruitment like this is the definition of madness. No regional discrepancies with central marking either but regions have the final say with the interview.

Simples :j Not perfect but better.

The problem with this is if you have a National passmark you may end up with lots of candidates pass in one part of the country and all the vacancies in another.
Same thing with the sifting. As I have said before some districts are choosing not to sift but in those where they do there will be a measure fo quality control to ensure consistency. If you have applied for 2 different regions then your scores may well be different depending on each areas standard setting - you have to think of it as applying for the same role with 2 different companies.
Yes the process has flaws any recruitment of this size will but it is an attempt to be open and give feedback which is more than you get from most job applications these days.
Districts have to take people from day to day roles to mark these and that is a lot of resource -same with interviewing.
If you interview 300 people allowing an hour each to include completing feedback x that by 3 staff for each panel is 900 man hours that have to be found. No easy feat when the reason for recruitment is the need for more staff.
I understand the frustration but maybe understanding a little of what goes on will make the wait more bearable

sammyjammy

sherrilou wrote: »

It is a kick in the teeth for people already doing the job (waste of money also) to have their competencies scored at 1 out of 9, when their managers have looked over them and then for them to not pass the sift.

We have the same competency based vacancy process internally. No recruitment process is perfect, the trouble with competency based is its a skill and has to be learnt and practiced. Just because someone has had their manager look at their form it doesn't mean they know what they are looking for. If someone asked me to check their competencies and I was to do it well enough to comment fairly it would take me a good hour. A quick glance and a comment of that's good or excellent means nothing.

Sadly the only benefit of already doing that job are that your actual examples should be good but if you've not picked up all the points of the competency you're out.