Interview training for solicitors

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Alberta McDowell
6 years ago
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1 Judicial appointments Interview training for solicitors

2 A ROUTE MAP Competency-based selection Application process stages Providing evidence: am: on paper pm: in person

3 It s better to be looked over. than overlooked It isn't what I do, but how I do it. It isn't what I say, but how I say it

4 Behaviour, competency, dimension and quality & ability based interviews focus on HOW you do / achieve something as well as WHAT you did

5 1) Eligible? 2) Qualifying test 3) Telephone interview 5) Selection day: Interview Situational judgement Real play 4) Referees

6 Competencies The behaviours that candidates must have or acquire to input into a situation in order to achieve high levels of performance

7 Past behaviour is the best predictor of future performance

8 It s all about your significant achievements so lose the modesty!

9 The 6 new competencies 1. Exercising judgment 2. Possessing and building knowledge 3. Assimilating and clarifying information 4. Working and interacting with others 5. Communicating effectively 6. Managing work efficiently

10 Exercising judgement

11 Possessing & building knowledge

12 Assimilating & clarifying information

13 Working & interacting with others

14 Communicating effectively

16 S O A R

17 1. Situation...briefly set the scence

18 2. Objective &Obstacle(s) describe vividly

19 3. Achievement? 3. Actions

20 4. Result?

21 S O A R

22 The 7 NON NEGOTIABLE principles of public life Selflessness Integrity Objectivity Accountability Openness Honesty Leadership

23 Example Situation Objective Action Result As Assistant Coroner, I have presided over complex inquests often at short notice. One such inquest concerned the death of a man on a dual carriageway. The IPCC were involved who had carried out an investigation concerning the actions police I needed to consider and analyse the papers in detail to ensure that I was fully conversant with all the facts. In order to absorb and process the information quickly I made my own detailed notes to ensure I understood the pertinent issues. I also carried out specific and detailed research to assess all the possible likely verdicts available to me, prior to the inquest taking place. Additionally, I drafted key facts that were not disputed so that at the inquest I could focus on contentious issues. At the Inquest, I identified the order in which I wanted witnesses to give oral evidence so that I could focus on the issues identified. I explored with the witnesses the key issues surrounding their evidence to elicit a clear picture of events leading up to the collision, seeking further explanations on their actions where appropriate. Through detailed analysis of the documentation, prior identification of issues and subsequent testing of this in evidence, and research on available verdicts, I concluded there was no negligence on the part of the police. By predrafting part of my decsion, I was able to deliver

24 Standards of performance Poor Competent Exceptional?

25 Scoring and rating Adds objectivity Multiple ratings improves reliability and validity Multiple contexts improves reliability and validity (assessment centres) Scales vary on points but generally: Sufficient E Not selectable C A Exceptional

26 Your turn!

27 Mock interviews JUDGE CHAIR LAY O B mins interview questions 5 8 mins observer feedback CANDIDATE S E R V E R

28 Giving constructive feedback w.w.w? 1. You spoke clearly without any hesitations (uhms) e.b.i 1. You maintained eye contact with ALL members of the panel

29 Body language Voice speech pattern eye contact facial expression body movements dress

30 Real play = actual behaviour udicial-appointments/selectionroleplay-exercise

31 SMART goals Specific Measureable Achievable Realistic Timely

32 Action plan What (SMART goal)? Who (support / resources to overcome challenges and barriers)? When (commit to a specific date)?

33 What we ve covered today: Application process stages Competency-based selection Providing evidence on paper Providing evidence in person

34 That s it! Thank you for engaging with me and keep in touch! manjula@selectif.co.uk

3/21/2017. Behaviour, competency, dimension and qualities & abilities based interviews focus on HOW you do / achieve something as well as WHAT you did

3/21/2017. Behaviour, competency, dimension and qualities & abilities based interviews focus on HOW you do / achieve something as well as WHAT you did District judge (Magistrates Court) judicial appointment: understanding the application process Manjula Bray Business Psychologist and Career Coach, Selectif Ltd 20 March 2017 A ROUTE MAP Competency-based