Recruitment Process

Our Recruitment Process

The Application Process

What you can expect after application

We aim to schedule interviews within 6 weeks of commencing a recruitment campaign. This allows for all applications to be reviewed and candidates to be selected. If you are being considered for a vacancy, you will be contacted by the campaign manager within the HR team and interviews will be arranged. If you are not successful in moving to the next stage of recruitment, you will be notified by email. Please note, due to the high volume of applicants for all vacancies if you do not hear from us within 1 week of submitting your application, we will keep your CV on our database and be in contact should another suitable opportunity arise.

Interviews

Most of our recruitment campaigns entail 2 rounds of interviews and in some cases psychometric testing. The 1st interviews are competency based where candidates are expected to give specific examples of experiences or achievements – please see our ‘Interview Tips’ section. The 2nd round of interviews are more focused on getting to know that candidate and how they foresee working in their new role, in some instances a presentation is made by the candidate.

Psychometric testing

Psychometrics is an occupational testing and personality profiling tool used in recruitment and selection. It covers a variety of tests that are used to assess strengths and development needs of a candidate. Psychometric tests give an accurate prediction of whether a candidate is able to do the job and whether the personality is suited to the work. Research shows that, statistically speaking, psychometric tests are one of the most reliable forms of revealing whether or not a candidate is suitable for a job but must be used in conjunction with the rest of the selection criteria for the role and never in isolation.