Assessment
process

As a responsible healthcare business, we aim to be an inclusive and accessible place to work for everyone. We understand the importance of our people representing the communities and customers we serve. We encourage applications from people with diverse backgrounds and experiences.

Our assessment process:

We want you to be your authentic self during the assessment process and offer your best at each stage. While the assessment process does vary depending on the role and the area of the business you are applying to; we’ve shared an example process below to help you prepare:

Stage 1: Application

• Consider the opportunities available on our careers site and decide which role is a good match to your knowledge, experiences, interest, skills or/and motivations.
• During the application stage you will be asked a series of questions relevant to the role you apply for, and you will be asked to upload a CV.
• Due to the volume of applications we receive, we can’t personally respond to every one, however be reassured that every application is reviewed by one of our recruitment team.​​​​​​
• If your application has not been successful, you’ll be notified by email. You can check how things are progressing with your application by following the steps below

Stage 2: Screening

• For some roles our screening process will involve a telephone interview with one of our recruiters. During the telephone interview we’ll likely ask you some questions to gauge your suitability for the role.
• For other roles our screening process may include an online test. This could include ability tests such as inductive reasoning, deductive reasoning or numerical reasoning. You’ll be given lots of information if we invite you to complete an online test. You can also find information about these kinds of tests and practice versions to complete for free online.

Stage 3: Manager assessment

• You’ll likely be invited to a competency-based or behavioural interview with the hiring manager.
• This stage may also involve a work sample exercise such as a role play, presentation, technical test or case study.

What we’re assessing during the assessment process:

During our assessment process, we may assess you on a few different attributes:

• Competencies - Competencies are measurable behaviours that contribute to success at work. For example, communication. This is typically assessed during the interview stage.
• Skills - Skills refer to the ability to apply practical skills or knowledge needed for effective technical performance in specific roles. For example, the ability to work with an accounts payable system. This is typically assessed during the interview stage.
• Knowledge/experience - Your formative experiences and professional background. For example, international experiences. This is typically assessed during the screening stage.
• Cognitive ability - Your intellectual capacity. For example, Aptitude for logical reasoning. This is often assessing through online tests in the screening stage.
• Motivation - Values and interests that influence a person’s career path and engagement. For example, Autonomy. This is typically explored during the interview stage.

Preparing for your interview

Here are some tips to consider when preparing for an interview with us:

• Research us as a company
• Prepare to share examples of things you have done well or achieved in your life.
• Use the job advert to help you know what to focus on. You don’t necessarily have to make all your examples work-related. You can also include achievements from outside work, for example in a voluntary capacity.
• Try to think of different examples; this will help show the breadth of your experience, rather than using the same example for many questions.
• Ideally, use examples from the past 18 months so you can remember them clearly.
• You should choose examples that enable you to describe specific things that you did, not what your team did.
• When preparing your examples, we suggest using the STAR model:

Situation – 10% of your response - the situation you had to deal with.

Task – 10% of your response - the task you were given to do.

Action – 60% of your response - the action you took.

Result – 20% of your response - what happened as a result of your action and what you learned from the experience.

• The interview isn’t just an opportunity for us to get to know you better; it’s your opportunity to see if we’re right for you. Prepare questions about the job, team, training, or anything else you’d like to know.