Selection Process

This section is to provide you with a bit more information about what you might expect should you be successfully shortlisted for a role and the variety of methods we use to see if candidates are suitable for the role.

Methods of Interview / Assessments

Warwick SU use a series of different methods / tests to identify if a candidate is suitable for the role, here is a list of the different methods used.  (If you are shortlisted you will be informed which method we will use in the confirmation email)

Interviews

The interview is a very important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both.  Interviews conducted could be technical based / competency based or a general interview again depending on what type of role.

Each interview at Warwick SU will be conducted by a panel, depending on the type of role the panel could be from 2 to 4 people ranging from different departments / roles within Warwick SU.

Assessment Centres

An assessment centre consists of a number of exercises designed to assess the full range of skills, personal attributes required for the role. Candidates will be asked to engage in a number of activities and exercises during which multiple assessors will observe and rate your performance.  Candidates are measured against a set of competencies which could include team work, communication, leadership, time management, motivation, enthusiasm, confidence, creativity, use of initiative, it depends on the role as to what competencies are used.

Assessment Centres are used for the majority of our student staff / casual vacancies and are a good form of identifying the right candidates for the roles available here at the SU.  There can be between as less as 6 candidates and up to 25 candidates at each assessment centre for casual roles.  Role plays are widely used in assessment centres as well as mini interviews

Assessment centres are also used for the majority of Management vacancies and candidates will usually be asked to attend for half day / full day where they will participate in a number of different tests to assess their suitability for the role.

These assessment centres usually have between 2-5 people depending on type of role and again representatives from different departments and roles within Warwick SU.

In-tray exercises

This exercise tests skills related to the job in question, particularly IT skills, numerical skills, analytical, decision-making skills etc. and will often be timed. 

You could be given a selection of letters, memos, reports etc., in either paper or electronic format, similar to that which somebody doing the job might find in their in-tray or email inbox first thing in the morning. You will be given instructions of what you need to do, examples could be reading through each item, decide on the action to be taken and the priority to be allocated to it and possibly to complete certain related tasks such as summarising a report or drafting a reply to an email, sending a letter, setting up a spreadsheet etc.

Practical Tests

Depending on the type of role, we may require you to do a practical test, for example if you are applying for a job in the kitchen, we may require you to prepare some food showing your creative flair or showcase some skills you have that are relevant to the role.

Group exercises

These are usually used in assessment centres and it could be that the group needs to discuss a general topic, debate a work-related problem and come to a joint decision or complete a task.

The assessors will be looking to see how individuals function as members of the group, and how they respond and react to one another.  Think about the skills and personal qualities that will be required in the job. For some types of work, the assessors may be looking for very assertive and dominant people: in most areas it's likely that teamwork, co-operation and the ability to listen to others will be important.

Presentations

You may be asked as part of the interview process to deliver a presentation, this may be on a topic you have been asked to prepare in advance or may be impromptu on the day. Generally, if this was the case, candidates would be given a little time to prepare their topic.

Assessors will be looking to see if you can speak clearly and confidently, definitely keep within the allotted time, be able to give a structured talk with an introduction and conclusion, maintain good eye contact with your audience is important as well as being able to answer any questions on your presentation.

Confirming your Interview

If invited for an interview or assessment centre you will receive an email informing you of the next steps.

Each email will include the following: -

• Date / Time of Interview or Assessment
• Information if there are any tests / presentations etc.
• Who to report to
• Evidence of Right to Work documentation to ensure you are legally able to work in the UK
• Confirmation of attendance – for assessment centres, usually we cannot offer another date / time as this is a group assessment so it is harder to rearrange than an interview
• Health Issues / Reasonable adjustments – you will be asked to let us know if you have any reasonable adjustments that need to be made to the recruitment process
• Dietary Requirements (if applicable to the role)

Outcome of Interview

Following the selection process, you will receive an email usually from HR or the Manager (in casual roles) confirming if you are successful, once you are happy to take up the post.  HR will send out the offer letter and/or contract in due course

If you are unsuccessful after interview / assessment, you will be informed of this via email.  Feedback can be provided in most cases after interview apart from casual staff vacancies where we receive an enormous amount of applications throughout the year so it is not feasible to provide feedback to everyone.