Structure of a Competition

Structure of a Competition 

Applicants are assessed through a range of methods during the recruitment competition process. The composition of the assessment panel will be detailed in the application pack and will typically comprise a Chair, two lay members, one legal member, and one judicial member. This structure may vary depending on the nature of the appointment.

The panel takes direct responsibility for developing the assessment methodology used to evaluate applicants’ ability to perform effectively in the role. Working alongside the Judicial Office and other key stakeholders, the panel determines the role profile, identifies the judicial and personal qualities required, and designs the assessment methods most likely to provide meaningful insight into each applicant’s capability. The panel is supported by the Business Management Unit in preparing the application form and interview materials. This work generally begins two to three months before the role is advertised and aligns with the Judicial Institute’s training timelines for successful candidates.

Assessments are designed to provide a comprehensive evaluation of an applicant’s strengths and areas for development. Each exercise aims to simulate, as closely as possible, the work of the judicial office in question. The process usually begins with an application form containing a self-assessment, which is required for all recruitment competitions.

Meeting the eligibility criteria is the first stage of the process. Once the Judicial Appointments Board for Scotland (JABS) confirms that an applicant meets these requirements, their application progresses to shortlisting. Successful candidates at this stage will then be invited to the final stage of assessment, which usually involves a face-to-face interview with the panel. This may include a combination of assessment methods—such as a situational judgement exercise—designed to test the range of skills, behaviours, and qualities outlined in the role profile.

JABS employs a multi-method approach to assessment to ensure that all relevant aspects of the role are evaluated. Depending on the office under recruitment, methods may include:

• Application form and self-assessment
• Written judgements, research tasks, or examples of work
• Presentations or scenario-based questions
• Evidence-based Q&A and follow-up probing

The panel will assess suitability for judicial office based on the evidence gathered from these combined assessment techniques.

A paper sift may be used at the shortlisting stage to determine which applicants progress to interview. The self-assessment section of the application will be examined for evidence of the judicial and personal qualities set out in the role profile.

Throughout the process in both the written application and interview stages, applicants should:

• Demonstrate their ability to meet the criteria set out in the role profile.
• Provide clear, specific examples of how they meet each criterion, ensuring a direct link between example and criterion.
• Offer sufficiently detailed examples—applications lacking detail may not be shortlisted, as the panel can only assess the information presented.
• Present examples in a succinct and well-structured narrative within the allocated word limits.
• Recognise that strong time management and concise communication are essential, particularly during interviews.
• Clearly articulate what you did and how you did it, ensuring that your narrative is both informative and precise.
• Be prepared to discuss and expand upon the examples provided in your written application during the interview.