What are the stages of the hiring process?

This may differ slightly from role to role; however, we tend to follow a similar process across most positions. You can find out the full hiring process in more detail at the bottom of the job advert you are applying for, or by speaking to the person responsible for that position.

We believe in a thorough process with enough stages to see whether we're a match, without making it unnecessarily long.

We anonymise any names during the initial screening stage of the process to reduce any unconscious name bias.

We also believe CVs are subjective; therefore, we look for specific experiences on a CV, rather than how it’s formatted.

Once you’ve progressed from the application stage, the typical process is as follows:

1. An Initial call with someone from the People/Talent team

2. A 45-minute call with the Hiring Manager

3. A task-based interview to assess job-specific skills

Whilst we’ll always do what we can to make you feel as comfortable as possible during an interview, they can naturally be quite high-pressure and formal. So we also offer the opportunity to have a more informal call at the offer stage, so you can have a casual meet with the team/people/hiring manager you’d work with.

If you’ve interviewed virtually, there is also the opportunity to come into our offices and meet us in person too. This gives you the chance to get a feel for the culture.

What do we look for, and how do we assess candidates?

As a Skills & Learning company, we know how important Skills are. We’ve previously carefully handpicked the required skills for every role across our organisation and mapped out competency levels in our Skills Framework. So, when we hire, that’s how we assess candidates - on the skills that you’d deliver day-to-day.

We choose a role-specific task that reflects the day-to-day challenges of the role, so you can understand what the role will look like and we can fairly assess your skills for the job. The interview panel that you meet will assess every candidate they meet against these specific skills and behaviours. This approach helps us reduce bias and increases fairness by having specific skill criteria to work from.

During the hiring process, we’ll also assess candidates on these to make sure it’s going to be a good match. You can read up on our values here.