Once an applicant has submitted their application the process of selection typically has four distinct phases, those being;
- Eligibility
- Shortlist
- Final Assessment
- Pre-Appointment Checks
Shortlisting
The purpose of shortlisting is to identify applicants for invitation to the final assessment and will occur in the majority of schemes. Shortlisting can take a number of forms, the most common being a papersift which is an assessment of your self assessment against what is required for the office under recruitment. When large numbers apply a test plus a papersift is likely to be used.
Shortlisting tests are usually multiple-choice and last between 45 and 75 minutes. Applicants attend either individually or as part of a group. NIJAC is conscious that there are commercial concerns affecting some professionals which affect their willingness to attend group session testing. Examples of the types of tests used by NIJAC can be accessed here.
Occasionally shortlisting will be by means of a structured interview.
Invite to Assessment
In all instances applicants will be provided with a specific invite to the assessment day, that invite will include details including date, time and content.
The outline of these events is confirmed in the Applicant Information Booklet relevant to the particular scheme. This document will also contain advance notice of the assessment dates, however occasionally and due to unforeseen circumstances some dates may have to change.
Final Assessment
The final assessment can take a number of formats and will always include an interview. Applicants are always seen individually. The assessment methods will be dependent on the role being recruited for. Often a role-based exercise (e.g. a case study) is used which the applicant will be given to read (usually 20-30 minutes) before the interview. It is usual for the first questions at interview to be on the exercise.
A role-play may be used when recruiting for salaried court judiciary . Following a short break after the interview, the applicant will have time to read and prepare for the role-play, which is frequently (but not exclusively) a court based scenario. At the conclusion of the role play the applicant will be given a further short break and then meet with the Selection Committee for a brief follow up. A role-play example is available to view here.
In a limited number of instances the final assessment may also include the consideration of References.
At the conclusion of the final assessment the Selection Committee will assess the information gathered in respect of each applicant and determine a merit list.
Notification of the outcome may not be for 2-3 days following the final applicant being seen.
Pre-employment Checks
The most meritorious applicant(s) identified are then subject to a series of pre-appointment checks which concern their character and qualification for the role (checks are conducted with e.g. the Professional body, Enforcement of Judgments Office, HM Revenue and Customs and others as deemed appropriate).
No applicant will be recommended for appointment, or appointed until they have completed the pre-appointment checks to NIJAC’s satisfaction.