Our Recruitment Process
We're thrilled that you're considering joining our team. We believe in a thorough and transparent recruitment process, and we want to make sure you know exactly what to expect when you apply. Here's a step-by-step guide to our recruitment journey:
The recruitment process
Setting the stage
Before we even post a job, our recruiter, hiring manager, and potential stakeholders come together to define the role. We chat about the skills, experience, and qualifications we're looking for, as well as what the role will involve. This helps us ensure we're all on the same page about what we're looking for and helps us keep things fair and unbiased.
Spreading the word
Next, we share the job ad far and wide. We post it on various platforms and use different strategies to attract the perfect candidates. Whether you apply directly, are sourced by us, or are referred by someone else, rest assured that everyone is evaluated against the same criteria.
Learn some more about you
When you apply, we'll ask you some selection questions. These help us get a better sense of who you are and what you bring to the table. They also help us keep the process fair and objective, ensuring every candidate gets a chance to shine.
Taking a closer look
Our recruiter then takes a careful look at your application. We're interested in your skills, your experience, and how you could fit into the role. If you've already taken a test as part of the application, we'll also take a look at the results.
First contact
If your application catches our eye, we'll invite you for an initial chat. This is usually a relaxed conversation over the phone or digitally with our recruiter. We'll talk about your background, your interest in the role, and your career dreams. We'll also chat about practical things, like compensation expectations, notice period, and your thoughts on working from home or at the office.
Getting to know you better
Depending on the role and the stage of the process, you may experience one or more of the following evaluation strategies:
Case-Based Interview: We'll present you with a real-world scenario related to the role you've applied for. It's a chance for you to show us your problem-solving skills and how you handle challenges.
Personality and Skills Interview A more in-depth interview where we'll explore both personality and skills/knowledge. We'll use competency-based questions like "Can you describe a situation where you had to adapt to a significant change at work?" to understand how you handle different situations
Stakeholder Interview: An interview with stakeholders at the company. The stakeholders can be the manager's manager or someone you might work closely with in the future.
Psychometric Test: Quite often, we incorporate a psychometric test into our process, as early in the process as possible. This tool helps us understand your work style and how you might fit into our team. These tests are a great way to predict job performance and ensure a fair and unbiased assessment.
Skills Test: For certain roles, we may ask you to complete a skills test, such as a coding test for technical roles. This helps us assess your technical skills and proficiency in a practical, job-related context.
Offer
Once a decision has been made, we believe in closing the loop with all candidates. If you've been interviewed but were not selected for the role, we'll let you know and provide feedback where possible. We appreciate the time and effort you've put into the process and want to ensure you have closure. We also keep your details on file for future opportunities that may align with your skills and interests. This marks the end of the recruitment journey, but hopefully, it's just the beginning of your relationship with
Feedback and communication
Once a decision has been made, we believe in closing the loop with all candidates. If you've been interviewed but were not selected for the role, we'll let you know and provide feedback where possible. We appreciate the time and effort you've put into the process and want to ensure you have closure.