Entering the labyrinth of Civil Service applications

Header Image

Entering the labyrinth of Civil Service applications

Central Government Partnership Network, 23-24 September 2024

The Civil Service offers a wide range of job opportunities across the UK; unfortunately, without the proper tools, these opportunities can be hard to access and navigate. Securing a Civil Service role can feel daunting, complicated, and out of reach for those who are unfamiliar with the recruitment process, which means the Civil Service misses out on fresh perspectives that can ultimately help drive it forward. Two years ago, Senior Policy Advisor at the Department for Education, Nathan White, co-authored Entering the Labyrinth – An Unofficial Guide to Civil Service Applications. His guide, developed through personal experiences and research, seeks to bridge gaps in knowledge and access to opportunities for those who lack the informal networks typically needed for entry into government roles.

In our final fireside chat of CGPN 2024, Nathan and our event chair, Suzannah Brecknell, spoke about the challenges in entry and advancement in the Civil Service and ways we can offer support, especially for those from underrepresented groups or disadvantaged backgrounds.

When talking about promoting diversity in the Civil Service, Suzannah pointed out that while efforts are being made to bring in new perspectives, individuals from diverse backgrounds might feel pressure to assimilate to established norms to succeed. This undermines the purpose of diversity, which should enable people to thrive by embracing their differences rather than forcing them to conform.

Throughout the discussion, Nathan highlighted the importance of making the Civil Service more accessible by breaking down misconceptions and offering tools and encouragement for applicants who may otherwise feel excluded.

Here are a few ways you can encourage entry and advancement in the Civil Service:

Offer developmental support

Throughout the session, Nathan discussed the importance of leadership and development-focused teams, which were instrumental in his career growth within the Civil Service. Nathan commented, ‘I was very lucky with the team that I got put into straight away; it was a very development-focused part of the department with a great leader. Without that, I wouldn’t have got promoted at the time I did initially, and I wouldn’t have had the confidence to move on.’ His personal experience underscores how access to supportive environments and good leadership can boost confidence and lead to progression within the Civil Service.

Stay curious

When asked what the Civil Service can be doing to make it more accessible, Nathan advised the audience to cultivate curiosity and awareness within their teams, encouraging conversations about the challenges people face in entering and advancing within the system.
‘One thing, and it starts at home, is just curiosity. So, really getting to understand the gaps within your area.’ He continued, ‘Look within, look at who’s around you, start with them, understand how they feel, what they’re struggling with, and start there.’ By focusing on understanding both internal and external barriers, leaders will be able to take great strides in making the organisation more accessible.

Recruit on potential

There was broad agreement on the value of recruiting individuals based on their potential and not solely on their credentials or experience. Nathan shared a personal story about how a manager saw his potential and gave him a chance despite his lack of experience in central government, which helped him thrive. He noted, ‘So many people just need a chance. There is so much out there that proves that when you give people an opportunity, the right opportunity for them, with the right support around them, they can thrive.’ This approach is particularly important for bringing in young talent and people early in their careers, offering them opportunities with the right support to grow and succeed.

Make job descriptions more accessible

When opening up the conversation to the floor, one participant emphasised that job descriptions within the Civil Service are often too technical, full of jargon, and framed in a way that discourages a diverse range of applicants. She spoke about how Women in Tech initiatives have found success in reformatting job descriptions to be more inclusive and accessible and how this lesson could be applied more broadly to civil service roles. She explained, ‘We brought in various suppliers who we work with in the tech industry and asked them, “What’s wrong with these? Why are we not attracting the type of people that we want to attract?”’ She found that to attract the type of people they wanted, they had to format things in a different way. By simplifying language, reducing acronyms, and making descriptions clearer, leaders can help attract more candidates from outside the traditional Civil Service mold.

Take ownership

Another participant urged civil service leaders and hiring managers to take more ownership of the recruitment process. Rather than waiting for HR to dictate the framework, she wanted vacancy managers to be more proactive in framing job descriptions, relaxing requirements where appropriate, and helping candidates by offering interview questions ahead of time. She noted, ‘The labyrinth is also of our own creation, which is we kind of assume as vacancy managers that there is this kind of framework that we can’t deviate from, but there is, and we should absolutely deviate from it.’ By empowering themselves to take ownership of these decisions, leaders can help break down barriers to entry and make the recruitment process more human and accessible.

Take small steps for change

Suzannah closed the session by encouraging participants to take small steps toward change, noting that even modest efforts can have a significant impact. By starting with conversations and small actions—like refining job descriptions or mentoring potential hires—participants can begin the process of systemic improvement.

If you want to learn more about how to secure a role in the Civil Service, you can download version 2.0 of the guide below.

Download the guide

Join us at CGPN next year

Want to take part in future discussions? Register your interest to join us at CGPN on 14-15 October!