Client Testimonials

Dumfries and Golloway Council

We could have appointed any of the eight we interviewed! We did, however have a clear top three and had an agonising time trying to decide which one to offer the post to... but this gives us a second and third option that we would be more than happy with.

I honestly don’t know how we would have got down to the final few without the RST.

It was a difficult selection process because all of the shortlisted candidates were of excellent quality! We used 4 general questions at interview and then gave them 4 of the RST questions. The RST questions were excellent at probing the weaker areas and definitely gave us a better insight into each candidate. We also did a written test which was very worthwhile. I would definitely recommend the RST to anyone doing a similar recruitment process.

Sandra Harkness, Service Manager for Trading Standards

Luton Borough Council

The Regulatory Services Test provided a useful insight into the candidate's skills, abilities and potential weaknesses.  This was extremely useful when it came to probing key skills and abilities during the limited time available for most interviews.  The additional information provided by the RST allowed us to more effectively focus on key areas, and the report format is user friendly and easy to interpret.

Alison Parker, Group Leader (Food Control)

Norfolk County Council Trading Standards

We used the RST as part of our recruitment process for the roles of Team Manager and Trading Standards Officer(s).  We had a mixture of internal and external candidates for these roles, and consequently, we were keen to include an objective assessment to support the interview process and to see how closely the results reflected our existing knowledge.  We found it to be eerily accurate.  This therefore gave us confidence in trusting the RST with external candidates.  We liked the seven-factor model on which the RST is based.  This is concise and gets to the heart of what makes a good officer.  The suggested interview questions, tailored to the candidates' scores on each of the dimensions, is also useful.  We found the RST to be user-friendly and easy to understand.

Shaun Norris & Sophie Leney, Assistant Heads of Trading Standards

Surrey County Council Trading Standards

I found the whole process with the on-line RST very interesting. The short listing tool was useful as a cross check with the decisions we were having to make when considering the candidates’ application forms.

I think the most useful bit to me was the suggested questions and probing questions provided for the short-listed candidates. The questions really helped me plan for the interview.

Lucy Corrie, Enterprise Manager

Nottinghamshire County Council

We found the RST results to be of great benefit and the panel all commented how accurate they seemed in line with the performances at interview. 

Sarah Houlton, Trading Standards Manager (Fair Trading, Special Projects & Advice)

Suffolk Coastal District Council

We have recently used the Regulatory Services Test to assist in the recruitment and selection of Environmental Health posts.  We found it extremely useful to have an assessment tool which focused on the key competencies required for these type of posts.  The feedback reports were concise and we found it beneficial to have this information prior to interview, along with example interview questions, to allow further questioning around any areas of concern.  We used SHL's critical reasoning tests alongside the Regulatory Services Test, and it was reassuring to see that the RST critical reasoning test results were consistent with the SHL results.

Sally Linfield, Senior HR Consultant

North East Lincolnshire Council

There is one thing that makes an outstanding officer stand out from the rest, it is not qualifications, it is neither background nor even experience but it is their personality. The magic ‘can-do’ attitude so often talked about within all organisations often means the difference between bringing solutions to the table rather than just bringing problems.

N E Lincs have used the RST for both development and recruitment purposes and the small investment has paid off many times over. In 2008 all regulatory officers within Trading Standards, Environmental Health and Licensing were asked to take the RST. The results were fed-back and discussed during appraisals which formed the focus of future development needs for that individual. For the first time training plans that came out of that process were much more creative than before.

Instead of a long list of training requests for legislative updates or ICT software courses we seemed to be getting to the root causes that would unlock their true potential – development such as shadowing, buddying, handling conflict, assertion and conversation management were identified as addressing needs that wouldn’t have been apparent without the RST and feedback.

But the RST’s role in recruitment is its biggest strength. I have appointed several people in the last 18 months who were asked to complete the RST.

 And it’s not just a “perfect profile” that I look for – it’s their potential. In one instance the candidate’s test results showed that assertiveness and communications skills were not strong but they were still offered the post. We knew that the candidate would have some development areas but the RST allowed us to identify these before they started. Twelve months on, these skills have been addressed to a standard beyond my expectations – because we knew what we were getting into.

The RST allows the recruitment panel to almost “try before they buy” and gives a quick, easy and valuable insight into the make-up of the individual before offering them the post.

We all know how costly and disruptive making the wrong appointment can be. The RST allowed me to avoid making those mistakes. I will not make appointments now without adding the RST to the selection toolkit.

Andy Foster, Trading Standards Manager

Nottinghamshire County Council

We have used the Regulatory Services Test twice; once for recruiting experienced Scambusters investigators and once for recruiting to an entry level Fair Trading Officer post.  We found the test to be a valuable recruitment tool, both to identify predicted behaviours to explore further at interview and to predict future performance in the role.  I would strongly recommend its use to other regulatory services colleagues.

Sarah Houlton, Trading Standards Manager (Fair Trading, Special Projects & Advice)

Southend-on-Sea Borough Council

Having used the RST as part of the Scambuster interview process, I have first hand experience of using it. It provided a good overview of the candidates and enabled good comparison between them as well as comparisons to Job Descriptions and Person Specifications. It did generally assist in confirming views from interview and details contained on application forms. Its real value is in raising awareness of any possible weak areas which can be discussed and further explored.

Carl Robinson, Trading Standards Manager

Birmingham City Council

We have recently been recruiting to the role of Investigators for the Illegal Money Lending project.  This role is key to the delivery of a national project, so recruiting the right people is absolutely essential, particular to an extremely effective and efficient team that is high performing and well established, it was very important to attract people who complement existing team members, and really understand this unique role and have the traits to deliver at the highest level.  We needed a team player, with initiative, good communications skills and an ability to give and receive instructions in terms of leading and following.  We also wanted to ensure that the potential candidates had the ability to adapt to the flexible working of the team.

The RST reports for candidates were used to assist with lines of enquiry and questioning through the interviews, and interestingly, it was the questions associated to the RST that elicited the most hesitant responses from some candidates. This indicated to me that these candidates were looking for the “right” answer, rather than giving answers pertinent to their own experiences.  Those that were not hesitant tended to give real life experiences that allowed us to assess their personality, strengths and weaknesses. The reports were incisive and were instrumental to the preparation for the interviewing process and provided a unique, objective insight into a person interviewed for just 40 minutes.

I will definitely utilise this tool again in recruitment and potentially for existing staff development.

Jacqui Kennedy, Director of Regulatory Services

Basildon District Council

We recently used the RST for the first time when recruiting to an Environmental Health role.  The written feedback we received was in an easily understandable format and helped to flag up any potential weaknesses (and strengths) which we needed to try to draw out during interview.  It was good to also have some example questions to use to help pull out this information.  Having been involved in numerous interviews in the past, this tool gave us the added confidence that what we were experiencing at interview was a good reflection of the candidate.  When we scored interview performance against our own question sets, it was reassuring to see that these reflected the RST scores pretty accurately.  The candidates were interested in the feedback as well, particularly bearing in mind that the questionnaire is designed for regulatory services and so is very specific to their role.  I would definitely look at using this tool again in the future.

Rachel Glover, Environmental Health Manager

Latest Blog Posts

Recruitment of a Trainee Trading Standards Officer

In the autumn of 2015, DWHRC were contacted by Sandra Harkness, Service Manager for Trading Standards at Dumfries & Galloway Council, to assist with the recruitment process for a Trainee Trading Standards Officer (TSO). [read more]

Developing the RST

The RST was originally launched in 2007, with various interim reviews being carried out in subsequent years, most notably in 2011. Best practice with any psychometric assessment requires that a systematic review be carried out from time-to-time and a thorough developmental process is now underway, with the ultimate aim of creating “RST2”. [read more]