We are dedicated to creating an open and inclusive working environment, and this starts with our candidate attraction and selection processes. We are dedicated to ensuring that everybody who is interested in joining our team has the opportunity and ability to start that journey with us.
We are flexible and recognise the need to review adjustments to adapt to individual needs throughout the process. This could include sharing questions before an interview, practice interviews, changing the venue of an interview for accessibility, or sharing information in a different format. Please do let us know if you think any of these adjustments, or any other adjustments, could be helpful to you in the process.
Lastly, studies have shown that underrepresented groups are less likely to apply for roles they don’t meet all requirements for, which is why we welcome applications from candidates who do not 100% meet the role requirements.
We have designed our recruitment process to be efficient and agile, but allow for careful consideration of all applications. With this in mind, our application process is simple and straightforward, but with the flexibility for you to choose how you tell us about yourself.
There’s no huge application form…you simply upload your CV and a few personal details.
For some roles we might also ask some qualifying questions to understand if you meet the requirements of the role without taking up too much of your time.
Our vacancies don’t have end dates, we screen CVs and interview as we go, so if you meet the criteria for the role, you can expect a call at any time.
We appreciate the time and effort it takes to put together an application, which is why even if you are unsuccessful we will be in touch shortly to let you know.
The interview stages are for us both to get to know each other, and whether we could be a good match. We want to explore your skills, knowledge and experience, your ambitions and personal goals. In turn , we want to describe our Company, team and the role, and discuss what we can offer to you in return.
We typically include three stages in our selection process, and most will look similar to this;
A telephone or video introduction with a recruiter to discuss your application, why you are interested in role, and have an initial discussion around your suitability for the role.
An interview with the hiring manager and HR via Teams. This will usually include us giving you more detail on the role you have applied for, and interview questions based on the requirements of the role, as detailed on the job advert. There will always be time at the end of the interview for you to ask us any questions you may have as well.
An in-person interview with the hiring manager and a senior manager. It’s important for you to see where you would be working, test out your journey to work and meet your potential new manager personally. The format of the interview will be similar to the first in that there will be questions based on the requirements of the role, but we may go into more depth at this final stage and ask for more examples.
You may be asked to give a presentation or another work-based assessment. If this is the case, you will be informed at the first interview stage, and a full brief will be given with plenty of time for you to prepare.
At every stage we welcome any requests for adjustments to our process.
Our dress code is smart casual, and is as wide ranging as you would expect these days. As a rough guide…ties are few and far between, but collared shirts and smart trainers are common.
We are more than happy to discuss what to wear, the best travel routes, how to prep for an interview, who you will be meeting, or anything else that is going to make you feel able to put your best self forward. We have all been through the interview process ourselves and know how you feel.
We assess candidates against the criteria for the role, not each other, so the successful candidate could be the first that applies. We make the criteria clear on the job advert so you know how you are being assessed at every stage.
After your interviews, the interviewing panel will meet to discuss your application and make a decision.
If you are unsuccessful we will be in touch to let you know our decision and offer feedback.
If you are successful we will call to offer you the role, and your contract will follow soon after with all of the details so you can make an informed decision.
If we are lucky enough that you accept, we will work behind the scenes to craft your personal induction plan based on the role and everything we have learned about you through the recruitment process to give you the best possible start with us.