Our recruitment process
Shortlisting and interviews
Finding the right person for a position means assessing applicants against key criteria needed for effective performance in the position. These criteria include the qualifications, skills, knowledge and experience, as well as competencies outlined in the ‘Person Specification’ section of the job description.
Applications that best meet these criteria are then shortlisted. For some positions, applicants may be contacted for an initial phone interview before a shortlist is finalised. Applicants, who do not make the shortlist, will be advised via email.
Shortlisted candidates are then contacted to arrange an interview, which may be in person, over the telephone or a video/Skype interview. Please note any travel expenses incurred for the interview are met by applicants. We’ll also let you know about any other selection processes that might take place, like a presentation, or further testing.
If you have an injury or disability, that may affect your ability to access our buildings, or you require a support person as part of the selection process, please contact the HR team to discuss this further. We will endeavour to accommodate requirements to the best of our ability.
Preparing for the interview
The interview panel will consist of two or three people and will take approximately one hour including time allocated for you to ask questions.
We conduct competency based interviews which focus on behavioural questions and any role-specific or technical skills, knowledge and experience. Competency based interviews ask you for examples of when and how you have demonstrated a particular skill, knowledge or ability. You should try to think about examples that are more relevant to the role wherever possible.
A good way to answer these types of questions is to use the STAR format:
- Briefly outline the Situation or Task;
- Describe what Action you took and why,
- Explain what the Result or outcome was. This can include what you learnt and anything you would do differently in hindsight.
After the interview
For candidates who are unsuccessful, we’ll contact you as soon as we can, to provide you with feedback. If you are selected as the preferred applicant after an interview we’ll be in touch to let you know what will happen next, these are outlined below.
For some positions candidates may be asked to complete psychometric assessments and/or ability tests as part of the selection process. We use an external provider for psychometric and ability testing and we’ll ask your permission before sending your contact details to them.
Criminal convictions history check
If you are the successful candidate through the selection process, and offered a conditional appointment with us, you will be required to complete an authorisation form for us to review any criminal convictions which may be held by the Ministry of Justice. Please note this process will not provide details of convictions, which may be covered under the ‘Clean Slate Act 2004’.
If the Criminal Convictions Report provided is not satisfactory to TAS, this will result in your offer of employment with us being automatically withdrawn (this may be reviewed on a case-by-case basis).
We’ll also check any qualifications outlined in your CV or application documents with the relevant institution or educational provider.
With your permission, we will then contact your referees, at least two. Ideally these referees will be your current manager, or a recent manager (within the past two - four years) that you have directly reported to.
Offer of employment
Once all of the checks have been satisfactorily completed, we’ll contact you to discuss next steps in regards to an offer of employment with us.
If you have any questions about our recruitment process, or applying for a role, you can email us at firstname.lastname@example.org