GovWire

There are seven online tests available in Civil Service Jobs, organised into three groups:

Group A:

• Civil Service Verbal Test (shortened in this document to: Verbal Test)
• Civil Service Numerical Test (Numerical Test)
• Civil Service Judgement Test (Judgement Test)

Group B:

• Civil Service Management Judgment Test (Management Judgment Test)
• Civil Service Work Strengths Test (Work Strengths Test)

Group C:

• Customer Service Skills Test (Customer Service Test)
• Casework Skills Test (Casework Test)

Adding tests to a vacancy

A recruiter can add tests to a vacancy using the Online tests section in the Create New Vacancy form. Further guidance, including detailed descriptions of what the tests measure and how to decide which tests are suitable for your vacancy, is available within that section of the form.

Set the test grade to be the same as the job you are advertising.

Recommended options are provided in the vacancy, however you can change these if necessary.

We recommend that:

• candidates take tests before the full application form where they provide supporting evidence
• candidates are automatically moved through to the next test or selection stage
• all test deadlines are the same as the application deadline

Setting the order of the tests

The tests are arranged into three groups:

You can select the order of the groups, and the order of the tests within each group.

You can choose any number of tests from each group. All tests within a group must be completed before the candidate can start the next group. For example:

• you can select 2 tests from group B, followed by 2 tests from group A
• you cannot select a test from group A, then a test from group C, and then go back to another test from group A

In the online tests section of the vacancy creation form:

1. Select the order of your groups
2. Within each group, select the number of tests you want to use
3. Select the order of the tests within each group

Candidate guidance

Candidates get full instructions about how to complete tests in Civil Service Jobs, including links to practice tests, so you dont usually need to provide any further information.

You can refer candidates to Online tests guidance if they wish to know more about the tests.

Reasonable adjustments during tests

Some candidates may need assistance during test stages. Vacancy holders are responsible for making an informed decision about adjustments, taking into account the law, departmental policy, the Workplace Adjustment Guide, and the test takers individual needs.

There are two guidance documents, and your recruitment teams should be familiar with both:

• For candidates - Reasonable Adjustments guide for online tests
• For recruiters - a detailed guide is available from the Civil Service Jobs vacancy form, which is different from this document

The tests are not timed, except for the Customer Service and Casework tests which contain timed sections. You can allow extra time for these sections.

If the candidates session is interrupted, they can re-open the test unlimited times within the test deadline, and their progress will be saved.

Some common alterations are:

• Varying the screen display, including text size, colour and contrast - depending on the browser used, applicants should be able to alter these themselves
• Video alternatives - questions in video format include a written transcript and optional subtitles
• Image alternatives - where information is presented in images within the Customer Service and Casework tests, a plain-text version is also provided.
• Paper-based alternatives for the Verbal and Numerical tests. The other tests do not have a paper-based alternative, but using a personal readers support may be an option.

Invitation and reminder emails

Emails are sent to the candidate automatically:

• An invitation to take the test. This includes the test deadline and how to access the tests.
• Reminder emails are sent every 3 days, and include the same details.

You can see these emails in the application history.

Reviewing scores

Candidates who score lower than the system-set minimum percentile for each test will automatically move to Rejected after [testname]. They will not be invited to the next test.

If auto-progress is set to Yes, successful candidates will automatically be invited to the next test or recruitment stage.

If auto-progress is set to No, your candidates will remain at On hold after first/second/third test if they have passed the test. This allows for a review of scores between tests.

Find candidates

1. Find the vacancy and go to the Applications tab.
2. Select the link next to the relevant status - On hold after first/second/third test - to show all candidates on hold after passing that test.

Add columns for scores to the table

Create a layout to include columns for scores. If you have saved one previously, you can select it to see all candidate scores.

1. Select the 15 > Online Test Scores layout, then the Customise Layout icon to the right.
2. Delete any columns you dont want.
3. You can save the layout using the Save Changes or Save as New Layout options. The table will show your candidates and their scores.

Moving candidates after a manual sift

Once you have reviewed scores at a manual sift, you will need to progress or reject candidates. Candidates applying under the Disability Confident scheme should progress if theyve met the minimum grade standard.

Successful candidates

1. Select all of the successful candidates.
2. Select Status button, then Progress Application.
3. Confirm.

Unsuccessful candidates

1. Select all of the unsuccessful candidates.
2. Select Status button, then Reject Application.
3. Confirm.

Banked scores

For some tests, candidates achieving the minimum required pass mark may have their scores banked. Tests currently using banked scores are:

• Civil Service Numerical Test
• Civil Service Verbal Test
• Civil Service Work Strengths Test
• Civil Service Customer Service Skills Test

Civil Service Judgement Test scores cannot be banked as different behaviours are selected for each vacancy.

When an applicant has a banked score they are not asked to retake the same test, providing it is:

• set at the same job level, and
• within the same system.

Scores will be banked for six months, or until a new score benchmark is applied, whichever is sooner. This means that if a candidate applies for another vacancy at this grade they may not have to retake the test within that time, and their previous score will be used for the new vacancy.

Before

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