Our application process is straight forward.
We have a very strong social purpose. It is important that our employees share, not only our passion but our commitments to our customers.
Our people are Wandle – they make a difference to our customers every day, so we expect them to have the skills and behaviours to achieve our ambitions.
Our recruitment and selection process is an opportunity for you to get to know us as well as the other way round. We will make sure that we are transparent so that you have the information you need to choose us, and we will also use this opportunity to get to know you so that we too can make the right decision – it all about you and us being sure that we make a great match.
We want your experience to be positive and your feedback will help us make the improvements that are needed.
Your CV must provide us with information about why you’d like to work for us. We review applications to check you have the skills, knowledge, and experience we need for the role and aim to get back to you within two weeks of the application closing date to let you know the outcome but during the waiting time we will keep you informed of what is happening to your application even before we shortlist.
We are committed to creating a diverse and inclusive workplace and we will receive application from all backgrounds. We aim to provide a positive experience for all our candidates, if you have any queries or concerns about any aspect of our recruitment process, please contact our human resources team on firstname.lastname@example.org, who will provide a response.
The process will vary slightly depending on the position but will include
This stage assesses your technical ability to do the role, your IT skills and your customer care skills. You may be asked to do a presentation to the panel on a work-related subject – this is common for our management roles. We also carry out a personality assessment for our leadership and management roles. We will always let you know ahead of time what the assessment will entail so you can prepare.
Our preferred method is for in-person panel interviews but there are times when a virtual interview will be the best option and again, we will let you know in good time.
The panel will usually consist of two to three members who will in turn ask you questions. Your potential manager will normally chair the panel.
This is an opportunity for us to get to know what you would bring to the role – what is your motivation for joining Wandle, what skills do you bring and how do they align to our aspirations, your experience and you as a person and how you fit in with our Values and Behaviours. You will also have an opportunity to ask us questions.
For some positions we may invite you to attend another interview. Depending on the role, we may ask you to meet our customers and other employees as part of the selection process We may in some instances also arrange for you to meet some of your potential colleagues so that you can ask questions about the role and about Wandle.
We make conditional offer of appointment to the person we feel is the best fit for the role subject to satisfactory completion of pre-employment checks
Once all pre-employment checks have been satisfactorily completed, we will confirm appointment with a full written contract of employment. We will keep in touch before your first day so we can plan for your induction. Candidates who are not successful will be given feedback, and if there’s another position that we think would be a better match, we’ll let you know. If you are not successful, we will also ask if we can include you in our Talent Pool for any future roles.
Selection process hints and tips
Applying for a job with us could be the start of your career at Wandle and we’ll do everything we can to make sure it’s a positive experience. Here are some hints and tips to support you through the process: