Applicants who are successful following the shortlisting stage will be provided with an invitation to the final assessment. The invite will include details of the date, time and the format of the assessment.
The final assessment can take a number of formats and the methods used will be dependent on the role being recruited for. The following methods may be adopted:
- Situational Judgement Exercise (previously case study)
- Role Play
- In Tray Exercise
The Selection Committee will form the interview panel and will normally consist of 3 members including a Lay Commissioner and a co-opted expert.
Interview questions will focus on the assessment of some or all of the areas set out in the Person Specification.
Examples provided in the self‐assessment section of the application form may be questioned further at interview so be prepared to expand on the information provided.
Interview questions may also examine how you may deal with specific challenges should you be appointed. Some questions may combine one or more areas of the Person Specification.
The Selection Committee want you to feel relaxed and will do their best to put you at ease. The questions they ask are not designed to catch you out.
Situational Judgement Exercise
The typical objective of setting a Situational Judgement Exercise is to assess your analysis of information and decision making skills. It may also assess knowledge, for example, your ability to apply the law.
Analysis and making decisions relates to an applicant’s critical reasoning skills – how you analyse and evaluate complex information, identify the key and important points and reach an outcome quickly and accurately.
A Situational Judgement Exercise may be based on past or adapted decisions or judgements and may take the following forms:
Applicants will be given an allotted time (usually 50-60 minutes) to read materials and provide a written response to the question(s) asked. The response will then be marked by the Selection Committee.
Applicants will be given an allotted time (usually 15-30 minutes) to read material provided prior to the interview. The first question(s) asked at interview will relate to this material and will typically probe and challenge your rationale and considerations.
Examples of Situational Judgement Exercises used in previous schemes.
A role-play may be used when recruiting for salaried court judiciary and will most commonly replicate a Court environment. Role‐play is a common method and it is deemed one of the most effective in the field of recruitment. A role-play is intended to assess your ability and potential through a simulated activity.
Following a short break after the interview, applicants will have time (typically 10-15 minutes) to read and prepare for the Role Play. Applicants undertake the role of the judicial office holder and actors will undertake other roles in the scenario.
The role-play will normally last 20 minutes and provides applicants with an opportunity to demonstrate how they could perform in the role. The Selection Committee will be present in the room to assess an applicant’s’ performance.
The Selection Committee may opt to undertake a de-brief with the applicant at the conclusion of the Role-play. This will be an opportunity for the Selection Committee to ask questions on how the applicant dealt with the exercise. It will also give applicants a chance to reflect on the exercise, addressing areas that went well or anything they would have done differently.
An example of a role-play exercise.
An In‐Tray exercise can be used to assess knowledge and your ability to prioritise and organise your time effectively. It can often reflect typical tasks expected in the office being recruited for.
The Selection Committee will provide the applicant with a topic on which to present to the Committee at Interview. The presentation will be designed to assess areas across the range of the Person Specification.
In senior judicial appointments (County Court and High Court) the final assessment will also include the consideration of references which will be sought only for those who have been shortlisted.
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.