Applying

We will ask you to either complete an application form or to provide us with your CV, a covering letter and some basic details about yourself. We use an evidence-based selection process so at this stage we will be looking for written examples telling us when and how you have demonstrated the key criteria outlined in the job advert. If you are providing a CV, please tailor it to the job to give yourself the best opportunity to go through to the next stage.

We aim to consider all applications in the week after the closing date and we commit to letting everyone who applies know whether they are going through to the next stage.

Tips for success

First impressions do count and this is your opportunity to tell us why you’re the person we’re looking for, so:

• Read the job advert carefully. It may sound obvious but you’d be surprised at the number of applications we receive which don’t tell us how the applicant meets our criteria.
• Include the requested information and documentation. If we‘ve asked for an application form or covering letter we’ve done so for a reason.
• Tell us about your major achievements and fantastic results.
• Tell us how you demonstrate the behaviours and values we’re looking for. How people go about their job is just as important to us as what they do

Finally, keep a copy of your application; if you are invited in for an interview we will ask you about what you have told us.

Interviews

For most jobs, we will invite you to a face-to-face interview. This will normally be with a panel of up to three people and will last up to an hour. The interview will be evidence based and our hints and tips pages will help you make the most of this opportunity. We might also ask you to give a presentation relevant to the job or to do some psychometric assessments to give us more information about how you think or process information. We will let you know in advance if we will be asking you to do any of these things.

Where we think it will help, we may call you and carry out a phone interview to find out more about you and to tell you a bit more about the job. This gives both of us an opportunity to make a decision about whether a face-to-face interview is appropriate.

Tips for success

We use evidence based interviews to help us make the right people decisions. This also gives you the opportunity to give us examples of when you have demonstrated the things we are looking for.  The following information should help you to tell us what we need to know:

• Prepare. Find out about us, re-read the information you have about the job and about the person we are looking for.
• Read your application. Think about what we might ask, and how you might answer.
• Think about examples of when you’ve demonstrated the skills or behaviours we’re looking for
• Be sure you know all the relevant information about the interview, such as:

• Think about any questions you might have – it’s your opportunity to find out more about us too!
• Check with us on 023 8005 5500 if there’s anything else you want to know.

On the day

• Have a copy of your application to hand
• Bring all the documents we’ve asked you for
• Make sure you have your presentation materials with you
• Arrive 10-15 minutes before the time of the interview – we’ve got waiting areas where you can relax, have a drink and compose yourself
• Talk to all the interviewers, they all want to know what you have to offer

Personality questionnaires

We like to understand more about the personal preferences our people have – in the way they think, feel, work with each other and even how they might behave. We may ask you to complete a personality questionnaire, which helps us find out a bit more about you before we meet. In most cases, these will be sent to you electronically before you come in for interview.

Technical skills

Where we are looking for some specific technical skills we might ask you to carry out a ‘work related’ exercise, where you get the chance to show us what you can do. This would be done on the same day you come in for interview and would be assessed by someone who also has those technical skills.

Assessment centres

For some key roles we might ask you to attend one of our assessment days. These involve a range of exercises such as an intray, role play, ability tests and personality questionnaires. The results help us to understand a lot more about how you work, think and deal with situations. We always offer feedback so that you can make the most of these days for your own personal development. The dates for assessment centres are published in job adverts so that you can make plans in advance.

Some of the typical exercises used at an assessment centre are:

• Interactive exercises, such as 1:1 simulated meetings or presentations
• Written exercises that analyse information and provide recommendations
• Aptitude or ability tests. These measure performance by focusing on what you know or can do, or what you are capable of knowing or doing. These may be verbal, numerical or abstract reasoning tests. There are right or wrong answers to the problems or tasks that highlight the speed at which you process different types of information. For more information on ability tests and the chance to practice tests similar to those we use, visit www.shldirect.com.
• Personality questionnaires that are designed to look at your preferred ways of acting or thinking. There are no right or wrong answers to these questionnaires.

Tips for success

Don't hide your light

Assessors can’t read your mind. If you think something’s important to the exercise you’re doing, either say it or write it down.

Be yourself

You’ll be invited to an assessment centre because we’re interested in finding out more about you. It is important that we gain a true picture, so be yourself.

Relax

Assessment days aren’t designed to trip you up. We want everyone to make the most of this opportunity. That’s why we offer feedback to everyone who attends one of these days – on the great things they did, and the personal development they might want to explore as a result.

Final interviews

It is rare, but sometimes if we are recruiting for a key role, we might also want to meet you again before we make a final decision. We won’t always know this when we advertise a role, but if we do need to meet you for a second interview we will give you as much notice as possible.