After the closing date for applications and after all applicants eligibility has been checked the shortlisting stage will begin. This process will identify the applicants who will progress to the Final Assessment stage.
The following shortlisting methods may be adopted:
The Selection Committee which usually consists of three members including a Lay member and a co-opted member will individually assess each of the application forms against the Personal Profile.
Following their individual assessment the Selection Committee will meet to agree a moderated assessment for each applicant which will determine those proceeding to the next stage of the process.
The test will be designed by current members of that judicial tier and will be used to assess an applicant’s suitability for that particular office.
Content of the Test
The test will normally take the form of a written exercise and will be used to shortlist applicants in higher volume schemes.
This written assessment is normally knowledge based, but can extend to skills such as analysis and making decisions (or critical thinking). It is frequently a multiple choice type test.
Applicants will be informed in advance of the type of test they will sit and may be provided with some relevant materials prior to the test.
Multiple choice tests will be scored immediately by NIJAC staff. It is normal practice to set a threshold, particularly when there are a high volume of applications anticipated, and to invite only those with the highest scores to the next stage of the assessment and selection process.
Applicants will not be told their individual marks. Further information on shortlisting feedback can be found here.
Please find some previous Shortlist Test Examples which may help with your preparation.
This method is typically used in Senior salaried schemes. A shortlist interview may be used to determine the applicants who will be invited to the Final Assessment stage and may include a Situational Judgement Exercise (see Final Assessment).