Government Social Research
If you are considering applying for an advertised vacancy in GSR then you may find the following information helpful.
There are five main social research 'grades' in government:
Most new recruits from outside the Civil Service join GSR at Research Officer or Senior Research Officer grade, but staff may be recruited from outside the Civil Service at all grades according to the needs of government organisations.
The different grades reflect the different skills required as you progress your career. The skills for each grade are assessed during recruitment of government social researchers and are described in the GSR Competency Framework (Recruitment)
GSR advertises centrally to fill immediate and forthcoming vacant social research posts across government. However, each organisation employing social researchers may also recruit directly to agreed standards.
In all cases, you should apply for a job in GSR by responding to published vacancy advertisements only. Speculative applications/CVs are not accepted.
Posts are advertised at various times in the year, normally via the Guardian, on www.jobs.ac.uk, on the vacancies pages of the GSR website and the Civil Service Recruitment Gateway.
A job advert will invite you to request an application pack. The application pack will contain background information about the vacancies and departments and you should read this carefully to check that you have the skills and qualifications required before completing your application. The pack will also contain an application form, which you should ensure you complete fully and accurately and submit by the closing date. Incomplete or late applications are not considered. In addition to the information you provide about qualifications, you will be asked to describe how you meet the skills criteria for the grade.
There is usually considerable interest in jobs in GSR. Your application will be assessed against an independent standard and, if you are successful following that first ‘sift’, you may be invited to complete a second stage of short listing. Often this additional stage of short listing is used when there have been large numbers of applications, and this usually involves completing cognitive test of numerical and verbal reasoning, and some assessment of your knowledge of research methods. If you are successful at this stage, you will be invited to a final assessment centre, which will usually involve two or three selection exercises, one of which is a competency-based interview. Those who pass the final assessment centre will either be matched to an immediate vacancy or will be held on a reserve list to fill vacancies as soon as they arise.
GSR considers that the most effective and fairest way of selecting social researchers is to give them activities that are similar to what they would do in the job. That is why most of the selection exercises used to recruit government social researchers are designed especially for use in this context.
For example, written exercises and oral briefing exercises require candidates to evaluate social research findings and provide written or oral guidance to a particular audience on what can be concluded from such evidence and how the evidence base can be improved. The exercises assume no prior knowledge of the policy area. In fact candidates are told only to focus on the research given in the exercise. Sometimes GSR may also develop question-and-answer knowledge tests where there is a need for particular prior knowledge in roles being recruited for to ensure that candidates have this knowledge. Interviews are always included as a component of final stage of selection, to give both the applicant and the employer a chance to meet and ask questions.
There are no example test papers or familiarisation exercises, because the format of exercises varies depending on the needs of the recruiting departments and the vacancies. However, do bear in mind that prior to any selection event/assessment centre, you will be sent an assessment guide which will tell you what selection exercises are going to be used, how these relate to the competencies and give you any additional tips on preparing for assessment.
It is possible to look at example numerical and verbal reasoning tests, which may be used for some roles, particularly at the early stages of selection. There are many different types of these tests available, and the Psychological Testing Website will direct you to websites of various test publishers, which will show you examples of typical tests. If you are invited to complete reasoning tests as part of selection for a job in GSR, you will be told what sort of test you are taking and whether there are any appropriate examples you could practice with for familiarisation.
Do bear in mind that you will be selected based upon your ability to demonstrate the skills required for the grade of post being advertised. The best way of preparing for any future selection event is to be clear that you have the right skills. You can use the GSR CPD Handbook to find the grade you are looking to be recruited for and self assess yourself against the skills and behaviours described for each competency at that grade. If necessary, seek more development opportunities to fill any perceived skills gaps you may have.