So you've seen your dream job advertised and have decided to apply. Upload your CV and a cover letter to explain why you believe you are right for the job, and you can expect a response from us within a week. From here you will get an email outlining whether you are through the first round of screening or not.
This means you have been selected from all of the initial applicants as someone that might have what we are looking for. Generally, shortlists have about 8-10 candidates. These are the applicants that we want to find out more about because they match some or all of the criteria we need for a particular role. If you’ve made it to the shortlist, we will email you to organise a time for a phone interview.
The purpose of the phone interview is to determine if you should come in for an interview. It generally only takes 15-20 minutes. The phone interview includes screening questions about your experience and qualifications. We are also interested in what you are looking for in a position and an employer or organisation you want to work for. If you have a successful phone interview you will be emailed to organise a time to come in for the Technical Interview (if applicable to the role).
Generally only used for our developer roles. This interview tests your technical knowledge, problem solving skills and creativity. You will have up to 2 hours to work on a number of programming puzzles where you will read, review and write code. This interview helps us to find really great developers that not only have the skills we require for the role but they have the talent and attention to detail needed to create innovative solutions to problems.
In the final interview, we will touch on what you know about us and ask you to summarise your skills and experience that relate to the role you are applying for. Then we will briefly go through your CV with you and start to ask you more detailed questions around the competencies required for the role. We will then discuss the role you are applying for and the company culture. The interview itself should take approximately 45-60 minutes and will likely be conducted by the HR Manager and a member of the team you would be working in.
Psychometric testing is an opportunity for us to understand how you think, what sort of team member, leader, sales person you might be. How you interact with others, handle pressure, etc. As with all of the stages of the recruitment process this is just a piece of the puzzle. The test will be sent out via email and the results will come directly to the HR Manager.
When we do references we have generally narrowed things down to one or two candidates for the role and we need to discuss your employment history with a past or present manager. Ideally, we need to talk to your current manager but we understand that you might not want to advise them at this stage of your plans to move on.