Information Rights Unit
S1727
8 Floor
Nathan Smith
Central Mail Unit
Newcastle Upon Tyne
By email: request-1074334-
NE98 1ZZ
xxxxxxxx@xxxxxxxxxxxxxx.xxx
Email
xxx.xxxxxxx@xxxx.xxx.xx
Web
www.gov.uk
Date: 14 February 2024
Our ref:
FOI2024/04081
Dear Nathan Smith
Freedom of Information Act 2000 (FOIA)
Thank you for your request, which was received on 19 January, for information in relation to
the HO Compliance Caseworker – VAT recruitment campaign (closing date 21/11/2023). We
can confirm that we hold the information requested as follows.
1. How many applications were started for the position?
There were 633 applications started for this position.
2. How many applications were successfully submitted for the position?
422 applications were successfully submitted.
3. How many applicants achieved the minimum score in the application?
102 applicants achieved the minimum score at sift to progress to interview.
4. How many candidates achieved each score for the CV on the written
application?
CV Score
Sift
Number of
Score candidates
1
113
2
43
3
38
4
183
5
34
6
<5
7
<5
5. How many candidates achieved each score for the making effective decisions
behaviour question on the written application?
If you need extra support, for example if you have a disability, a mental health condition, or
do not speak English/Welsh, go to
www.gov.uk and search for ‘get help from HMRC’.
Text Relay service prefix number – 18001
OFFICIAL
OFFIC
Making Effective Decisions:
Sift
Number of
Score
candidates
1
35
2
111
3
132
4
105
5
29
6
<5
7
<5
6. How many candidates achieved each score for the personal statement on the
written application?
Personal Statement:
Sift Score Number of
candidates
Not
308
Assessed
0
<5
1
<5
2
<5
3
11
4
47
5
33
6
16
7
<5
7. How many applicants were invited to an interview for each location?
Invitations were issued to candidates in the following locations:
Location
Number of
Interview
invitations
issued.
Belfast
6
Birmingham 11
Bristol
<5
Cardiff
19
Croydon
10
Glasgow
14
Liverpool
<5
Manchester 8
Nottingham 9
Portsmouth <5
Stratford
10
8. What was the minimum score required to receive an interview?
The minimum score to receive an invitation to interview was 12.
9. Was the minimum score the same at each location?
The minimum score required was the same for every location.
10. How many candidates were offered an interview but declined it or didn't attend
the interview?
OFFICIAL
OFFIC
2 OFFICIAL
There were 6 candidates that withdrew their applications prior to booking interview,
and there are some re-arranged interviews that are yet to take place.
11. How many candidates achieved each score for the making effective decision
behaviour question in the interview?
In the interviews the following scores were attained (please keep in view that these
figures are subject to change as there are some interviews yet to take place):
Making Effective Decisions
Interview
Number of
Score
candidates
1
<5
2
8
3
16
4
22
5
20
6
15
7
<5
12. How many candidates achieved each score for the communicating and
influencing behaviour question in the interview?
In the interviews the following scores were attained (please keep in view that these
figures are subject to change as there are some interviews yet to take place):
Communicating and influencing
Interview Number of
Score
candidates
1
<5
2
11
3
10
4
25
5
21
6
14
7
<5
13. How many candidates achieved each score for the leadership behaviour
question in the interview?
In the interviews the following scores were attained (please keep in view that these
figures are subject to change as there are some interviews yet to take place):
Leadership
Interview
Number of
Score
candidates
1
<5
2
14
3
10
4
21
5
22
6
13
7
<5
OFFICIAL
OFFIC
3 OFFICIAL
14. How many candidates achieved each score for the technical assessment
question in the interview?
In the interviews the following scores were attained (please keep in view that these
figures are subject to change as there are some interviews yet to take place):
Technical Assessment
Interview
Number of
Score
candidates
1
<5
2
<5
3
12
4
17
5
31
6
15
7
6
15. What was the score required at the interview to get a job offer at each
location? (I do not mean the minimum score but the lowest score achieved by
a candidate who received a job offer) Was the score required the same at each
location?
Parts of your request relate to fewer than five applicants and to provide the figure
increases the risk that individuals could be identified. Where you have asked for the
lowest score at each location which led to a job offer, to release this information also
risks individual identification.
This information has been withheld under
section 40(2) of the FOIA.
16. If two or more candidates achieved the same score during the interview how
was it decided which candidate was offered the position?
As of 31/01/2024 no offers have been made, however if 2 or more candidates
achieve the same score during interview, then any offers would be made in strict
merit order in accordance with Civil Service Fair and Open Recruitment Principles.
As of 31/01/2024 no offers have been made to any candidates, so we are unable to provide
answers to the following questions:
17. How many applicants were offered positions for each location?
18. How many applicants at each location were offered the job but rejected the
offer?
19. How many applicants at each location were offered the job but then failed the
background/security check?
20. How many applicants at each location were offered the job and accepted the
offer?
21. How many applicants at each location were offered the job and accepted the
offer were already employed by HMRC?
22. How many applicants at each location were offered the job and accepted the
offer were already employed by the Civil Service?
23. Were there any reserve lists created for this position?
24. If so, how many candidates were put on the reserve lists for each location?
25. What was the start date for successful candidates for this position?
The planned start date for successful candidates for this position is 26/02/2024,
however this is dependent on individual circumstances and may vary.
26. Are there currently any plans in place for a similar hiring process for different
departments in the next 12 months?
OFFICIAL
OFFIC
4 OFFICIAL
There are on-going discussions regarding a business requirement for running similar
campaigns, however this is dependent on different department needs and has not
yet been confirmed.
There were 2 positions “HO Compliance Caseworker VAT” advertised, reference
324441 and 324349. The reason for separate campaign is because each have
different security vetting requirements. In both campaigns there is a requirement that
standard pre-employment checks for appointment into the civil service are
undertaken, however in campaign 324349 candidates must also obtain National
Security Vetting at Counter Terrorist Check (CTC) clearance.
There were 45 candidates that received interviews for both positions.
As of 31/01/2024 there have been no offers made, so we are unable to provide
information regarding the number of candidates that were made offers for both
vacancies.
Exemption
Where information has been redacted, we can confirm we hold the information requested,
but it is being withheld under section 40 of the FOIA. Parts of your request relate to five or
fewer applicants, and to provide the figure increases the risk that individuals could be
identified. Where you have asked for the lowest score at each location which led to a job
offer, to release this information also risks individual identification. This information is
therefore considered personal data under the UK General Data Protection Regulation (UK
GDPR). Such information is exempt from disclosure under section 40(2) of the FOIA, on the
basis that disclosure would contravene the data protection principles (as described under
FOIA section 40(3A)(a)). This part of the section 40 exemption is absolute, and we are not
required to consider any public interest arguments for and against disclosure.
Article 5(1)(a) of the UK GDPR requires that personal information is processed lawfully, fairly
and in a transparent manner; processing includes disclosure. Fairness means personal data
should only be handled in ways that people would reasonably expect and not used in ways
that may adversely affect them. Candidates applying for job vacancies would reasonably
expect that their personal data would not be put into the public domain. Such a disclosure
would be unfair processing.
If you are not satisfied with our reply, you may request a review within 40 working days of
receiving this letter by emailing
xxxxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx or by writing to our
address at the top.
If you are not content with the outcome of an internal review you can
complain to the
Information Commissioner’s Office. Yours sincerely,
HM Revenue and Customs
OFFICIAL
OFFIC
5 OFFICIAL
