People are our priority. We assess all candidate on a standardized recruitment criteria to ensure that all employees meet the caliber of expertise we strive to maintain.
The recruitment process can vary depending on the nature of the role and stakeholders involved. Below can be used as a guideline, based on a typical candidate journey.
Please note, owing to the large volume of applications we receive each week, we are unable to provide individual feedback to unsuccessful candidates.
All applications and CV submissions must be received through the careers portal application, or through LinkedIn. We are unable to guarantee CV and applications by email will be received, processed and tracked. If you cannot see an immediate opening that suits your skills, you can also register your profile with us to be notified of suitable vacancies as they are posted.
In some instances, recruiter or representative may contact you directly, based on your publically available profile. Read more about how to distinguish between a fake recruitment campaign or job scam.
Once your application is received through the online portal, our sourcing team will review your profile and assess your capabilities in line with the job requirements.
Read the job description carefully, to ensure that you meet the minimum requirements for the role you are applying for, and tailor your application to best showcase your expertise in line with the role and skills described.
In normal circumstances, our sourcing team will require 2 – 3 days to review the applications, following the job listing closing date.
If your application is identified as a potential match, one of our sourcing team will contact you to discuss what the role involves and understand more about your background.
If your application is shortlisted, a member from our recruitment team will contact you to arrange a video or phone conference.
Each month we receive a large volume of applications however if your application wasn’t successful we advise to apply for another role matches your qualification and experience or we will keep your profile registered in our Talent pool to contact you for future opportunities.
Depending on the role, you applied for the recruiter will ask you to participate in psychometric assessment before or after the final interview based on the role and level.
The final stage will be usually face to face, but in some circumstances via videoconferencing. This will include a general discussion and a more in-depth competency.
At this stage the panel may include a member of subject matter expert, in addition to the talent acquisition representative and hiring manager.
If you have been successfully selected – congratulations!
Your talent acquisition focal point will contact you to discuss the offer. If you accept, the recruitment team will issue an offer letter for your signature, and will begin the onboarding process.