NICS interviews: the competency framework and recorded video interviews

Most NICS jobs are filled through competence-based interviews, and the questions come from the NICS Competency Framework, which has ten competencies. You prepare specific examples from your own experience for the competencies the competition says it will assess. Some competitions run the interview as a recorded video interview on the HireVue platform, with fixed thinking and response times and no notes.

The ten competencies

The framework groups its competencies into three clusters.

Cluster	Competencies
Setting Direction	Seeing the Big Picture; Changing and Improving; Making Effective Decisions
Engaging People	Leading and Communicating; Collaborating and Partnering; Building Capability for All
Delivering Results	Delivering Value for Money; Managing a Quality Service; Delivering at Pace; Achieving Outcomes through Delivery Partners

The framework was introduced for performance management in April 2014 and for recruitment and selection from April 2015. It applies to every grade, and the levels are cumulative: someone working at level 3 is expected to show levels 1 and 2 as a matter of course. For each competency it gives examples of effective and ineffective behaviour at each level. They are illustrations and are not meant as a checklist.

The NICS says most posts focus on around six competencies. The Candidate Information Booklet for your competition lists the ones assessed at each stage, so start there and prepare for those. The booklet and the way competitions run are covered in how to apply for NICS jobs.

How to answer

The NICS interview guidance says what the panel does not want: a walk through your jobs from start to finish, general background, or information unrelated to the competence being tested. It wants specific examples showing you can meet the competences the role needs, and they can come from any area of your work or life.

The guidance suggests a clear structure for each example:

1. Situation: briefly outline what was happening.
2. Task: what you were trying to achieve.
3. Action: what you did, and your own contribution.
4. Result: what happened and what you learned.

This is the same shape described in the STAR method and competency-based interviews. Prepare a range of examples in advance, so that a single story is not stretched across several competencies.

Recorded video interviews

The NICS has published HireVue guidance written for an Administrative Officer competition. Other competitions may differ, so use the instructions in your own invitation, but the process in that guidance runs like this.

You get an email from [email protected], so check your junk folder. Before recording, you can test your camera and microphone on a practice page, which does not start the interview. The NICS does not provide equipment, and it recommends the latest Chrome, Edge or Firefox on a desktop or laptop and a fully charged device.

The first question records your identification. You hold up photo ID, such as a passport, photo driving licence or electoral card, and can retry as many times as you like. If the ID is not valid and visible, your interview is not scored. The remaining questions each give a think time, which is not recorded, then a recording time. You can review an answer after recording it, but you cannot redo it.

Two rules catch people out. First, once you view or start to record a question, you must not go back, close the browser or leave the page before the recording is complete, or the answer will not upload and scores zero. Second, you cannot use notes unless a reasonable adjustment has been agreed. If you miss the deadline without getting in touch, your application is withdrawn.

An independent panel scores the recording against the NICS marking framework. The NICS says recordings are kept for a maximum of 30 days, are not released to candidates, and are seen only by the panel, NICSHR staff and administrators. Cheating or plagiarism is investigated and can lead to withdrawal of your application. For general tips on recorded interviews, see video interviews.

What to check

• The Candidate Information Booklet, for which competencies are assessed at each stage.
• That you have an example ready for each, with a clear result.
• Your photo ID is to hand and the camera, microphone and browser work before you start.
• If you need an adjustment such as notes, that it was requested and agreed with the NICS. See the NICS Guaranteed Interview Scheme and reasonable adjustments.
• Where you are on the merit list after interview, covered in NICS merit lists explained.