For this role,
we typically use the selection process set down below, which can be
broken don into the following sections:
it is important to note that this is only a typical format.
Variations can apply dependant upon the particular circumstances.
Adverts will be placed on the Company’s Careers website, and may also appear:
- online on third-party recruitment sites; and/or
- in applicable publications.
Invitations to apply may also be sent to those candidates whose CVs
are hosted on third party CV databases and appear to suggest suitability
for the position.
Applications are invited from all those meeting the requirements of
our Person Specification,
including, of course, internal applicants.
If we sound right for you, and if you feel that you’re right for us (including
the requirements of our Person Specification), then please submit your CV
to us with a covering letter. Please be sure to include current salary
details and contact information including your mobile phone number.
CVs and covering letters should be sent to us at
Careers@anderstore.com.
Alternatively, for those unable to send e-mails, you may submit your CV by post to us,
marked for the attention of Careers Department, at
our usual address.
Typically within less than two weeks of placing the advert, we will
shortlist applicants whom we wish to see for first interview.
Those shortlisted will be invited, typically by e-mail, to attend an
interview, either in person or by
video
call. We suggest that all applicants check their inbox periodically
after applying and ensure any checks necessary are undertaken to ensure
our correspondence is not accidentally marked and/or treated as spam.
Due to the geographically disperse nature of our business, interviews-in-person
are typically held at third-party venues in the applicable area. We will
advise of details with the invite or subsequent correspondence.
The invite will also typically
feature a tentative date(s) for second interview. this interview would
typically be in-person only and again at a third-party venue in the applicable
area. We ask the
applicant to make themselves available.
Where circumstances dictate, we will consider undertaking second
interviews on different dates, in different venues, or by
video
call.
Before attending interviews, candidates should prepare themselves in
the usual way and familiarise themselves with the relevant information
provided on our website, including the
Job Description,
Person Specification,
Pay & Benefits and
Induction & Training pages
for this role.
More detailed information on the additional s teps to prepare for
video interviews can be found on our website
here.
The first stage interviews are typically relatively short, focussing
predominantly on the applicants’ respective sales knowledge, skills and
experience.
There will also be an opportunity for applicants to ask questions of
us, although we ask that questions that can wait until the second stage
interviews are kept until that stage.
Candidates need not bring any paperwork to the first stage interviews.
There may be some supplementary forms to complete prior to, or after completion of,
the first interview.
Following this interview, those applicants that have been successful
in moving to the next stage will be invited, typically by phone or
e-mail, to attend the second stage interview, usually held at the same
venue. Please refer to the comments made in the
‘selection for First Stage
Interviews’ section above in this respect.
The second stage interviews are lengthier and more involved than the
first stage’s, and cover, in greater depth, the subjects previously
covered, along with the other knowledge, skills and experience relevant
to the position.
During this stage, there will be considerable opportunity for
detailed discussion and the answering of any questions the applicants
may have about us.
Additionally, candidates should bring with them to the second
interview both the original and a recent, up-to-date copy of each of the
following documents:
- any and all qualifications;
- Full current driving licence valid in the UK;
- current valid (signed) full UK Passport
(or other document confirming
eligibility to work in the UK); and
- one additional proof of address document dated with the last
twelve months of the following types:
- Mortgage Statement or Mortgage Redemption Statement;
- Credit Card Statements from main provider (less than 3
months old);
- Bank / Building Society Statement;
- Council Tax Bill;
- House or motor insurance certificate;
- Recent Gas, Electricity, Water, Landline-Telephone bill
(less than 3 months old); or
- Official Documentation from HMRC (not an employer).
Prior to, or following, this interview, there may again be some supplementary forms to complete.
The selection process may involve a basic examination of the skills
required for the job. This may take the form of a paper-based
examination and/or a practical assessment. Such examination will
typically take place at the time of the second stage
interviews.
We know that few people like exams, but want to set your minds at
ease: they are not onerous, and anyone fulfilling the requirements in
the
Person Specification should have no
difficulties.
Once a favoured candidate has been identified, we will contact the
applicant and notify them of their ‘pre-selection’ and that we are about
to seek references and any checks (including
employment references, personal references, medical references and any
others as previously agreed). Subject to these being satisfactory, the
candidate will be offered a job in writing as below.
Alternatively, the candidate may be offered the role subject to these
references being satisfactory.
Any offer to the candidate will be in writing, setting out any
applicable conditions, although all offers are subject to:
- contract;
- satisfactory verification of any details provided during the
selection process.
- the prompt receipt of any requested further information, copy
documents and forms;
- the prompt receipt of satisfactory references; and
- where requested, the prompt undertaking of a medical
examination(s) and prompt receipt of satisfactory medical report(s).
Any personal data collected from applicants during the recruitment
process will only be used for the purposes of recruitment within the
Company and will not be disclosed to any external sources without your
express written consent.
Records of successful candidates will be placed on their personnel
files.
Records of unsuccessful candidates whom the Company would be prepared
to offer a job to will, unless the applicant has indicated or requests
otherwise , will be kept on file in the event that other job
opportunities arise within the Group for which we feel the applicant
would be well suited.
All other candidates records will be destroyed after six months.
If you have a disability please tell us about any adjustments we may
need to make to assist you during the selection process.
If there’s any information we’ve omitted or that isn’t clear, please feel free
to
contact us.
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