Do NPAS employ a fabulous HR system or are there some serious shortcomings? I was just sent these two emails from an applicant to NPAS, which I think must be made via the West Yorkshire Police site for some strange reason. He believes there is a problem with the recruitment process.
It seems to be a shame, probably preventing a number of suitable candidates being given a chance to advance further in the process. Is this an inherent problem with NPAS recruitment? Or is it so ‘closed-shop’ that its a waste of time actually applying as the positions are already taken? And no, I have no axe to grind, never worked for them. Probably never would as they don’t pay enough, unless you’re lucky enough to be employed on the old Met Police ‘Grandfather’ pay scale T’s and C’s which are considerably better than normal NPAS T’s and C’s. Wink wink.
First Email received :-
Thank you for your application, I regret to advise that on this occasion your application for the position of: XP169 Rotary Line Pilot **External**, has not been successful at the shortlisting stage of the process.
As part of the application you were asked to provide responses to a series of questions, to include competency based questions. During the shortlisting process the shortlister(s) looks for written evidence in your responses to show you possess the skills and experience the Force is looking for.
To assist you should you wish to consider applying any future vacancies with us we have provided some general guidance notes about how we assess the competency based questions at the shortlisting stage. We hope you find these useful.
The shortlister(s) can only use evidence that is contained in your response to each of the questions, they cannot make assumptions. If it is not written down it cannot be assessed. In reviewing the responses the shortlister(s) will look for your contribution in the example you have provided. If it is not clear from the written response who did what, the shortlister(s) cannot attribute that example to you. The examples used to answer the questions can be drawn from your working life, school, domestic or social life, whichever best demonstrates that you possess the competency we are looking for. We do not expect the use of police type situations or your examples to be written using police terminology.
Finally, the shortlister(s) also assess your written communication skills by looking specifically at the conciseness and relevance of your responses, as well as your spelling and grammar.
We would like to thank you for your interest in West Yorkshire Police and hope you consider applying for other vacancies with us in the future.
Responses to this email are not monitored therefore should you require any assistance please email:- xxxxxxxx
Then to receive this not long afterwards???
email #2
Good morning,
Further to the system generated email that you have just received advising you that you have been unsuccessful at the shortlisting stage, please be advised that the content is inaccurate with regard to the competency based questions and evidence.
The shortlisting for line pilots is based upon evidence against the criteria set out in the advert.
We hope this clarifies the situation.
Yours Faithfully,
WYP Resourcing Team
So a system generated email (generic?) is sent but is it just a standard auto response?
Safe flying