The selection process for judicial roles varies and can take over a year. The length of time depends on a number of things, including:
- the role you are applying for
- whether it is fee-paid or salaried
- the number of candidates and the number of vacancies
Candidates for the same role all go through the same process throughout the selection exercise. Find out about our regular selection exercises.
Understanding the selection process
If you apply for a judicial role, you will go through a 3-stage selection process. You will need to complete different tasks at each stage. These vary depending on the role and will be clearly detailed on the vacancy page.
Stage 1 – application
Legal roles: you will need to complete a self-assessment providing evidence of the skills and abilities required for the role.
Non-legal roles: you may be asked to provide an eligibility statement in addition to a suitability statement. Read more about eligibility for non-legal roles and find out about the skills you need.
You will also need to nominate independent assessors to support your application.
If you are from an under-represented group, you may be eligible for tailored advice at each stage of your application through the JAC’s Targeted Outreach programme.
Stage 2 – shortlisting
There are two ways we may shortlist candidates.
The selection panel may carry out a ‘name-blind’ sift of candidates (names removed from their application material).
If you are part of a selection exercise with a large number of candidates, you may need to take an online test. If you are part of a smaller selection exercise, you may be shortlisted without having to take these tests.
We regularly publish reports evaluating online tests and candidate performance.
We email candidates to let them know how they have done after each stage of shortlisting.
Stage 3 – selection day
If you are shortlisted, you will be invited to a selection day where you may have to complete some of the following:
- role play
- competency or skills and abilities interview
- situational questions
- strategic leadership questions
We will let you know in advance which ones you need to prepare for.
If statutory consultation has been retained for an exercise this will also take place in advance of the selection day.
Selection days for salaried roles and senior non-legal positions are usually carried out in person. Most selection days for fee-paid and non-legal roles take place online.
You can read reports evaluating selection days and general candidate performance.
After selection day
We carry out character checks before considering who to recommend for a role at our regular Selection and Character Committee meetings. During these meetings, we consider each candidate’s character declarations and any issues identified.
The Selection and Character Committee then considers each candidate in order of merit and recommends candidates for appointment, usually to the Lady Chief Justice, Senior President of Tribunals, or the Lord Chancellor who will confirm whether they accept our recommendations.
Once we receive confirmation that the recommendations have been accepted, we email all candidates with the outcome of the exercise. If you have been successful, the relevant organisation will also contact you with a formal job offer.
Future vacancies
Most successful candidates are appointed immediately but sometimes you may be placed on a list for when future relevant vacancies appear. This is known as a Section 94 list. The information page for each exercise will let you know how many of these future vacancies there are for the role.
Being put on a Section 94 list does not guarantee a future appointment and you can apply for other roles when you are on the list.