Our assessment process
Once we have assessed your application and you have demonstrated that you have the skills and qualities required you will enter the next steps of the assessment process.
The type of assessment that you will go through will depend on the role that you have applied for. We use a number of different types of assessment at and each type offers you the opportunity to display your abilities in different ways.
Interviews are a two way processes and are a good source of information about the role and the department that will help you decide if this is the job for you. For some roles we believe an interview is sufficient to allow us to assess all candidates.
An Assessment Centre allows us to assess your skills and behaviours using a variety of methods, however we may use any of the assessment methods as part of the selection process without you having to attend a specific assessment event.
Our assessment centres may cover some or all of the following:
- Personality questionnaire
- In tray exercise
- Written test
- Ability tests, such as numerical reasoning
- Behavioural Interview
- Group discussion
These are useful in assessing candidates who are applying for roles with a strong element of teamwork, negotiation and persuasion.
these measure certain abilities or aptitudes and usually involve some kind of scoring that will indicate the level of your ability in the area being tested.
In a behavioural interview you will be asked to give specific examples of situations that you have dealt with and what the outcomes were.
A biographical interview you will be asked to discuss your CV and employment history, outlining what you have done, what your achievements are and how/why you have made your career choices.
We will outline our assessment process once you have selected a short list from the CV's we have received.