Civil Service (SEEING THE BIG PICTURE) Behaviour Interview Questions and ANSWERS!
ฝัง
- เผยแพร่เมื่อ 16 ก.ย. 2024
- 36 Civil Service SEEING THE BIG PICTURE Behaviour Interview Questions and Answers: passmyintervie...
#civilservice #behaviouralinterviewquestions #interviewtips
In this video, Richard McMunn teaches you how to prepare for a Civil Service interview. In particular, he explains how to answer the competency behaviour interview questions of SEEING THE BIG PICTURE!
THE 9 CIVIL SERVICE BEHAVIOURS
There are nine important Civil Service behaviours that form the basis of all job roles within this great public sector organisation. In order to perform to a high standard in the Civil Service, we recommend you learn and understand the behaviours prior to attending your interview. A brief description and explanation of each of the nine Civil Service behaviours is listed below to help you.
CIVIL SERVICE BEHAVIOUR COMPETENCY SEEING THE BIG PICTURE
When answering interview questions that are based on seeing the big picture, you must show that you understand exactly how your job position fits into the Civil Service and its goals. You also must show your awareness of how the work you are doing is focused on the wider good of the nation.
CIVIL SERVICE BEHAVIOUR MANAGING A QUALITY SERVICE: • Civil Service (MANAGIN...
CIVIL SERVICE BEHAVIOUR DELIVERING AT PACE: • Civil Service (DELIVER...
CIVIL SERVICE BEHAVIOUR COMMUNICATING AND INFLUENCING: • Civil Service (COMMUNI...
CIVIL SERVICE BEHAVIOUR SEEING THE BIG PICTURE: • Civil Service (SEEING ...
CIVIL SERVICE BEHAVIOUR CHANGING AND IMPROVING
CIVIL SERVICE BEHAVIOUR MAKING EFFECTIVE DECISIONS: • Making Effective Decis...
CIVIL SERVICE BEHAVIOUR LEADERSHIP
CIVIL SERVICE BEHAVIOUR WORKING TOGETHER: • Working Together (TEAM...
CIVIL SERVICE BEHAVIOUR DEVELOPING SELF AND OTHERS
CIVIL SERVICE MOCK INTERVIEW VIDEO: • Interview Questions an...
MORE CIVIL SERVICE INTERVIEW QUESTIONS AND ANSWERS: • CIVIL SERVICE Intervie...
CONNECT WITH RICHARD ON LINKEDIN.COM
/ richard-mcmunn-coach
DOWNLOAD 36 Civil Service Interview Questions and Answers: passmyintervie...
DOWNLOAD THE ANSWERS >>> passmyinterview.com/civil-service-behaviour-competencies-interview/
It's a start but as a manager who recruits and conducts interviews this is not how to answer this behaviour
This guy is a legend
I'm glad you think so 😉
Thank you so much for the quality content. Best content all coming from your channel.
Glad you enjoy it!
Please would you SUBSCRIBE to my channel? I'd very much appreciate your support. Thank you! Richard 🙏
Hi Richard, Thanks for the very helpful information.
However, most of these answers are only around 1 minute long whereas in the success criteria they are looking for answers between 4-6 minutes for these skills, how would you advise extending the answers to cover that time?
On a side note, 3 advert breaks were a little distracting.
Best bet is probably using star format to lengthen your answer
What grade level would these answers be appropriate for?
I have tried to encompass them all as much as possible 👍
First example is so weak. You gave a one liner and your team understood and was inspired. It's so basic
Hilarious how you criticize my answer but can't create one of your own. Give me a better example answer? .... I'll be waiting.
@@CareerVidz S - As a team leader in the Human Resources (HR) department for an online retailer, I was responsible for overseeing the recruitment and talent acquisition process.
T - One of the major challenges the company faced was high employee turnover in certain critical roles, leading to increased recruitment costs and potential disruptions in project timelines. My task was to address this issue and develop strategies to reduce turnover while aligning HR activities with wider organizational priorities.
A - To "See the Bigger Picture" and understand the root causes of the high turnover, I initiated a comprehensive analysis of employee feedback, exit interviews, and performance data. I also collaborated with department heads and team leaders to gain insights into the challenges their teams were facing and identify potential areas of improvement.
Upon reviewing the data, it became apparent that the lack of professional development opportunities and career growth was a significant driver of employee dissatisfaction and turnover. This finding aligned with the company's broader strategic goal of fostering a culture of employee retention and development to enhance organizational effectiveness.
In response, I worked with the Learning and Development team to design and implement a robust career development program. The program focused on providing employees with clear growth paths, skill-building workshops, and mentorship opportunities. Additionally, I collaborated with department heads to identify high-potential employees and fast-track their development through special projects and leadership training.
R - The implementation of the career development program had a significant impact on employee engagement and retention. Employees felt valued and supported in their career growth, leading to reduced turnover rates in critical roles. The improved employee retention not only saved recruitment costs but also enhanced team stability and productivity.
Furthermore, the success of the career development program was recognized by senior management, and it became a model for talent development across the organization. By addressing the turnover issue proactively and aligning our HR strategies with wider organizational goals, I contributed to a more stable and motivated workforce, which positively impacted the company's overall performance.
In summary, as an HEO, my ability to "See the Bigger Picture" involved conducting a thorough analysis of turnover data, identifying the root causes of the issue, and aligning HR strategies with the organization's broader goal of employee retention and development. Through the implementation of a successful career development program, I demonstrated my capacity to contribute to the long-term success and effectiveness of the company.
Suck on that pal
I think he has a point though. These answers should be laying out four or five 'actions' that brought about change. For example: "When senior leaders requested X at short notice, I encouraged the team to think about it Y." Without a clear sense of the transmission mechanism, these answers are not worth much, in my humble opinion.
Also never call someone off when they're on sick leave.