Reapplication advice – A guide for unsuccessful candidates
Being unsuccessful in a selection exercise can be disappointing, particularly after significant preparation. This page sets out practical steps you can take to reflect, regroup, and reapply.
The advice provided here applies whether you were unsuccessful at application sift, an online test, a written assessment, or selection day.
Competitive fields (Back to top)
This table sets out data for the three exercises (2024 to 2025) attracting the highest applicant numbers.
| Role | Applications | Successful at Qualifying Test | Successful at Scenario Test and Invited to Selection Day | Recommended for immediate appointment |
| Deputy District Judge | 2,267 | 36% (811) | 13% (300) | 6% (125) |
| Fee-Paid Judge of the First-tier Tribunal | 1,540 | 36% (550) | 22% (336) | 11% (166) |
| Recorder | 1,179 | 37% (437) | 15% (178) | 7% (87) |
Many people are not successful first time. Successful applicants often apply more than once.
The evidence demonstrates that:
- competition is strong – the table above shows applications can range from 1,000 to over 2,000 for some of the main fee-paid exercises
- progression varies by exercise and stage – outcomes differ across roles and across stages of assessment, which is why tailored preparation and stage-specific practice is often helpful
Reflections from Judges on building resilience after unsuccessful outcomes (Back to top)
The comments below are anonymised and shared with consent. They reflect on judges’ personal experiences and are intended to support reflection and preparation, not predict outcomes.
Read quotes
‘There is no substitute for thorough preparation focused on the competencies and legal criteria for that particular application.’
‘It is easy to perceive oneself as an outsider and to see any rejection as confirmation of that, but everyone experiences rejection at one stage or another and the reality is that resilience is the key.’
‘Interviews are a skill — not one which you may have been required to attempt for a number of years, and like any skill they require practice!’
‘Set out to take the positives from your performance, seek out and act upon feedback, and each time you become a stronger candidate.’
‘Use it as a learning tool — the rejection is not of you as a person, it is simply that you are not yet at the point of appointment, which could be for a number of reasons.’
‘Rejection should not be taken as a personal insult or an indication that you are not of good enough quality for the position.’
‘Take the first attempt as a valuable learning exercise to help you better prepare for your next attempt.’
Practical steps after an unsuccessful outcome (Back to top)
It is normal to feel disappointed, frustrated or disheartened. Take some time to reflect before deciding what to do next.
What you can do now
- note down what went well, and what you would change next time
- take a short break before planning next steps
Exercise-wide feedback and evaluation reports can help you understand what was assessed and how candidates typically performed.
What you can do now
- review any information provided with your outcome. The approach the JAC will take to providing feedback varies by selection exercise and will be set out in your outcome letter (including what is available, and when)
- review the JAC’s published feedback and evaluation reports relevant to your exercise and note 1 to 3 themes to focus on next time (for example, what stronger performance tended to include)
Reflection does not need to be exhaustive. It can be enough to identify:
- what you did well
- what you found difficult
- what you would do differently next time
A practical approach is to identify 2 strengths to continue and one to three areas to develop.
Reflection prompts
- did I address what the exercise was assessing?
- were my examples specific, structured and evidence-based?
- did I make my personal contribution and decision-making clear?
- did the format or time pressure affect how I performed on this occasion?
Different stages often point to different preparation needs. Use the section that best matches your experience.
If you were unsuccessful at name blind sift stage
This may indicate that your written evidence did not demonstrate the required skills and abilities strongly enough and/or was not sufficiently tailored to the role.
What to focus on
- ensuring examples are relevant to the role’s criteria and clearly evidenced
- making your personal contribution explicit (what you decided, what you did, and why), use the SOAR method to structure your examples, and focus less on context and what the situation is
- allowing sufficient time to draft, redraft and obtain feedback
If your evidence base is limited, you may benefit from seeking opportunities that build the type of evidence you need (for example: decision making, handling complexity, leadership, managing competing priorities, stakeholder engagement).
If you were unsuccessful after an online test or written assessment
Online assessments can feel unfamiliar and time pressured. Seek to build greater familiarity with the format and what is being assessed.
What to focus on
- practising using available tools and guidance materials, such as our guidance for online tests
- building confidence with scenario-based reasoning and structured answers based reasoning and structured answers. There are practice scenario test questions on our website
- Applying to become a mock candidate (if you take part in a mock assessment, you will not be able to apply for that live exercise)
- reviewing published feedback to identify patterns (for example: timing, structure, or interpretation of the question)
If you reached selection day but were unsuccessful
This stage often assesses the ability to communicate reasoning clearly, structure responses, and apply judgement under pressure.
What to focus on
- reviewing any information available for your exercise (for example, published exercise‑wide reports) and translate the key themes into a clear development plan
- practicing through mock interviews and role plays, using structured reflection and (where available) feedback from someone you trust
- strengthening how you explain decisions: what you considered, what you prioritised, and why you reached your conclusion
Targeted development is typically more effective than broad, unfocused preparation. This may include:
- taking on work that generates stronger evidence for future applications
- observing public hearings in your target jurisdiction
- upskilling relevant to the jurisdiction/role
- mentoring or structured support schemes
- outreach and insight events
- applying to become a mock candidate (if you take part in a mock assessment, you will not be able to apply for that live exercise)
A helpful check is to ask yourself if this activity helps you to produce stronger evidence, perform better in the assessments, or understand the role more deeply.
Maintain a live document of evidence examples to draw upon for applications and interviews. Applications should be tailored and updated for each exercise and should not simply be resubmitted without revision.
Suggested evidence structure
- Context (what was happening and what was at stake)
- Your role and decision points
- Actions you took (what you did and why)
- Outcomes/impact (what changed as a result)
- Learning (what you would do again or differently)
- Format: utilise the SOAR structure
Judicial selection exercises require significant preparation time, including:
- setting aside time to draft and redraft
- obtaining peer feedback early enough to act on it
- practicing for the stage you found most difficult (application, online tests, written assessment, selection day)
Preparing for an exercise can be demanding alongside work and personal responsibilities. Consideration for your own wellbeing may include:
- balancing preparation with rest and recovery
- planning time off or reduced intensity after major stages (tests, selection day)
- informing key people (where appropriate) to help secure flexibility during preparation
Being ready to apply again includes being prepared in terms of time and wellbeing.
Our Targeted Outreach programme is open to legally qualified candidates from groups that are currently underrepresented in the judiciary. The programme is intended to support preparation for the judicial selection process through short term, ad hoc support. We encourage applications from people who have previously applied for a judicial post but have been unsuccessful.
Please see the Targeted Outreach programme webpage for full eligibility criteria and application details.
Being accepted onto the programme does not guarantee judicial appointment.
Other support schemes
For an overview of formal support available to judicial applicants (including shadowing, mentoring and pre-application schemes), see the support pathways page on the Judiciary website.
Reasonable adjustments
If you have a disability, consider whether you require reasonable adjustments at any point in the process, or if you need to request different reasonable adjustments if you apply again.
The JAC uses Independent Assessments as a source of evidence to assess the merit and character of candidates. These evidence-based assessments are used alongside our other selection tools.
The JAC will contact your nominated independent assessors directly. Independent assessments are treated as strictly confidential and are not shared with candidates.
It is entirely appropriate to speak to your independent assessors in advance, so they understand the role you are applying for, and the assessment criteria.
When choosing independent assessors, focus less on the person’s title and more on whether they can give first-hand, evidence-based examples of your work that relate to the skills and abilities being assessed. It is important to nominate someone who knows your work well. This should include somebody in your leadership structure, such as a line manager or leadership judge (if you are an existing judicial office holder).
What you can do now (Back to top)
- Choose assessors who know your work well and can provide specific examples (not general statements)
- Speak to your assessors early so they understand the role you are applying for and what the assessment will ask them to address
- Share the assessor guidance link with them (it explains what the JAC is looking for and encourages evidence-based examples)
- Avoid nominating someone who does not know your work firsthand, as this usually produces less useful evidence
Links to JAC guidance (Back to top)
Reapplication checklist (Back to top)
- I have reviewed any available feedback (individual and/or generic reports)
- I have identified 1 to 3 development priorities linked to the stage I reached
- I have updated and tailored my evidence examples
- I have planned preparation time for the relevant assessment format
- I have identified any support that is realistically available to me (where appropriate)
- I have a realistic timeline for reapplying
- I have made time to discuss evidence with my independent assessor