1. Recruitment and Selection
Mr Rob O’Toole,
Head of Strategic Resourcing,
Civil Service HR Ireland
10 April 2018

2. What is the Public Appointments Service (PAS)?
Recruitment to the civil service and a range of other public bodies operates under the provisions of the Public Service Management (Recruitment and Appointments) Acts, 2004 to Under this legislation, PAS was established as a central recruitment organisation for the broad public service, in succession to the previous Office of the Civil Service and Local Appointments Commissioners which had been created at the foundation of the State.
PAS operates under licence from the Commission for Public Service Appointments (CPSA) and is independent in its operations.
PAS must comply with the Codes of Practice published by the CPSA which ensure that fair and open processes are in place for all applicants. Where the Codes do not apply, PAS adheres to the same core principles in carrying out its functions.

3. PAS Mission
To be the recruitment and resourcing shared service provider of choice in the public service.

4. PAS Values
Fairness and Impartiality; providing resourcing solutions that recognize that all eligible people should have an equal opportunity to compete for posts, where processes are fair, transparent, and free from bias or discrimination;
Independence; providing a recruitment service that is merit-based, quality focused, objective, and free from influence;
Value for Money; ensuring that our processes and systems are both efficient and effective, and provide a value for money service to our clients and the public;
Innovation and Continuous Improvement; examining our approach to service provision and looking for innovative ways of delivering and continuously improving the professionalism of our services;
Collaboration and Consultation; recognizing the value of meaningful engagement, consultation and collaboration with stakeholders, taking opportunities to promote and enhance collaborative approaches;
Excellent Customer Service; treating our clients, candidates and colleagues with dignity and respect and providing a professional service which focuses on improving quality and value.

5. Branding and Website

6. High Volume Recruitment
Civil Service Competitions as of the 31st December 2017
Grade
Year
Date Advertised
Closing Date
No. Applied
Assigned in previous years
Assigned in 2016
Assigned in 2017
Total Assigned
Clerical Officer
2014
20/06/2014
03/07/2014
28,066
1,469
1,335 34
2,838
2016
16/06/2016
29,811
299
1,818
2,117
2017
14/09/2017
28/09/2017
10,155
Executive Officer
2015
11/12/2014
08/01/2015
13,622
107
445
161
713
16/12/2016
13/01/2016
15,873
573
Administrative Officer
18/09/2015
15/10/2015
4,972
157
15/09/2016
13/10/2016
4,917
192
22/09/2017
23/10/2017
4,353
Third Secretary
24/09/2015
1,431 40 7 47
21/04/2017
11/05/2017
1,553 28
Higher Executive Officer
31/03/2016
20/04/2016
3,000
132
403
535
14/08/2017
05/09/2017
2,625 20
Assistant Principal
29/05/2015
18/06/2015
1,972 9
160 25
194
18/11/2016
08/12/2016
3,108
236
Assistant Prinicpal Higher
22/02/2017
08/03/2017
391 26
First Secretary
n/a 6 32 22
Principal Officer
20/02/2015
12/03/2016
1458 13 33 41 87
22/06/2017
13/07/2017
1639

7. Selection process overview

8. Range of Assessment Techniques
Psychometric tests
Job Simulation/Work Sample Exercises:
Situational Judgement
Group Exercises
Case Study/Strategic Exercises
Presentation Exercises
Role Play Exercises
Video/PC based job simulations
Media Exercises
Biodata/Skills Experience Questionnaires
Assessment Centres
Personality Questionnaires
Interviews

9. Feedback to Change
We carried out a survey when we introduced on-line tests to evaluate candidate perceptions:
93% of candidates were able to do the tests at a location convenient for them
91% found the layout of the on-line tests was clear
78% preferred doing the tests on-line to doing them in an unsupervised environment

10. APPENDIX

11. References
Escudier, M.P, Newton, T.J, Cox , M.J, Reynolds, P.A. & Odell, E.W.: University students’ attainment and perceptions of computer delivered assessment; a comparison between computer-based and traditional tests in a ‘high-stakes’ examination: Journal of Computer Assisted Learning (2011), 27,
Lottridge, S.M, Nicewander , W.A & Mitzel, H.C: A Comparison of Paper and Online Tests Using a Within-Subjects Design and Propensity Score Matching Study: Multivariate Behavioural Research, (2011) 46:3,
Robertson, I. T. and Smith, M. (2001), Personnel selection. Journal of Occupational and Organizational Psychology, 74: 441–472. doi:  /