GCS recruitment guidance represents good practice for the recruitment of communicators to the Civil Service and for the selection of staff for promotion.
It combines good practice from the private and the public sectors with the Civil Service Commissioners’ requirement for fair and open competition. The aim is to maintain and improve professional standards across government.
Success Profiles are the new recruitment framework used within the Civil Service. For more information, take a look at the candidate overview.
The Success Profile Framework is being introduced to attract and retain people of talent and experience from a range of sectors and all walks of life, in line with the commitment in the Civil Service Workforce Plan.
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.
To make sure that the Civil Service secures the best people, recruitment must be conducted fairly and openly.
Unconscious bias can be an obstacle to fair recruitment. It is something that affects everyone – our brains have evolved to make quick unconscious decisions to keep us safe, based on a natural survival instinct. To make these decisions rapidly, our brains form categories.
This means that our brains can unconsciously categorise people by stereotyping, and these unconsciously held stereotypes can impact on our day-to-day decisions. These stereotypes are influenced by our upbringing, the media and our experiences.
Civil Service Learning has put together an e-learning course on unconscious bias. It is considered essential that every civil servant – particularly those involved in Civil Service recruitment – takes this course, to make them aware of unconscious bias and how it can affect them and their decision making. This helps to reduce the risk of applicants being judged according to unconscious biases held by recruiters, and ensures that all applicants are considered solely on the basis of their skills and qualifications.