The Civil Service have introduced Success Profiles, a flexible approach to recruitment that focuses more on finding the right candidate for the specific role.
The Framework was devised to promote diversity, equality and inclusion to attract and recruit the best talent from a variety of backgrounds.
What are Success Profiles?
Success Profiles provide a more flexible approach to recruitment. While they retain the Competency Framework in the form of shorter, clearer Civil Service behaviours, they draw on a much wider range of elements – providing a more inclusive and accurate approach to assessment and recruitment.
Competencies or, more specifically, Civil Service Behaviours, will be just one of five recruitment elements available within Success Profiles – the others are strengths, ability, experience and technical skills. This approach builds on an individual’s natural strengths and talents, giving job applicants greater opportunity to demonstrate their suitability for a specific role. It also enables recruiting managers to tailor criteria and selection methods to vacancies, maximising their ability to match the best candidate to each role.
For these reasons, Success Profiles are set to create a more level playing field for internal and external candidates alike. They will modernise and open up Civil Service recruitment, attracting a more diverse pool of candidates while helping to unlock the talent that already exists within government – an important driver for ensuring the Civil Service is a great place to work.
The Success Profile Framework moves recruitment away from using a purely competency based system of assessment. It introduces a more flexible framework which assesses candidates against a range of elements using a variety of selection methods. This will give the best possible chance of finding the right person for the job, driving up performance and improving diversity and inclusivity.
The links below provide more detail on these success profiles: