The Final Assessment

Applicants who are successful following the shortlisting stage will be provided with a specific 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:

  • Interview
  • Situational Judgement Exercise (previously case study)
  • Role Play
  • References

Interview

The Selection Committee will form the interview panel and will normally have 3 members including a Lay Commissioner and co-opted expert.

  • Interview questions will focus on the assessment of some or all of the areas set out in the Personal Profile.

  • 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. A copy of your application form will be available on the desk should you wish to refer to it.

  • 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 Personal Profile.

  • 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 skills of analysis and making decisions. 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:

Written Exercise
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.
 
Verbal Exercise
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 can be found here.

Role-play

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.

Role-play Debrief
At the conclusion of the role-play the applicant will be given a further short break before
meeting with the Selection Committee for a de-brief. 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 is available to view here.

References

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.

Conclusion

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.