Recruitment Processes Explained

Candidates will often be invited to apply by submitting a CV and supporting statement. The statement should clearly state why the role is of personal interest to you as well as address key points in the person specification and how you feel you meet those criteria.

After the closing date has passed, a decision will be reached as to whether or not your application has been successful.

If it hasn’t, you should receive full and verbal feedback that will be constructive; highlighting areas of perceived weakness and strengths in relation to that particular application.

If successful, you will be called to a preliminary interview. Preliminary interviews are one to one interviews, with questions focussed on the job description and person specification. Answers should provide the real life examples to determine your suitability for the role as well as where you feel you will add most value to the role and organisation in question.

After this, a shortlist will be decided upon. Again, if you are not successful; seek out the person who interviewed to determine the reasons behind that decision.

If you are taken forward to final panel, interviews may be held over one or two days. In the public sector, it is quite usual for the day to consist of a formal interview with a panel of representatives as well as participate in stakeholder discussion groups. These are primarily focussed on your ability to engage with others, how you present your skills as well as actively listen to the views of those around the table.

References from previous employers will likely be taken up BEFORE final panel interview and in some cases; candidates will be asked to complete psychometric tests.

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