The Recruitment Process
The whole recruitment process may take between 4-8 weeks. All applicants that progress to interview will receive verbal feedback on how they have performed throughout the recruitment process.
Advertise and Screen
Roles are advertised for 2-4 weeks, if your application matches the criteria for the role we will be in contact with you to conduct an initial phone interview.
Interviews
There will be two rounds of interviews. The first interview will be with the direct hiring manager and the talent acquisition team. The second interview will be with a senior leader and the HR business partner, and may include a case study.
Employment Checks
Two reference checks will be conducted, as well as other pre- employment checks if required such as medicals, background checks, qualification checks etc.
Offer
A verbal offer will be made by the talent acquisition team, and you will receive a written contract shortly after.
CV Tips
When applying for roles, it is important to make sure your CV and Cover Letter are a true reflection of your skills and experience, and give a strong idea behind your reasons for applying for a specific role. We want to hear from applicants who have taken the time to construct a clear, sharp and effective CV, with a well-rounded and insightful cover letter. The one-size-fits all CV usually fits nothing!
Our job listings contain details about the specific experience, skills and education required for the role. If you take the time to identify those characteristics and then highlight them on your CV and in your cover letter, you will have the chance to present your potential in the best way possible.
Tell us about you
Have a concise answer prepared that focuses on your key skills, knowledge and experiences that are relevant to the position. Touch on personal skills and characteristics that translate into career strengths.
Learn about our company
When applying for roles, it is important to make sure your CV and Cover Letter are a true reflection of your skills and experience, and give a strong idea behind your reasons for applying for a specific role. We want to hear from applicants who have taken the time to construct a clear, sharp and effective CV, with a well-rounded and insightful cover letter. The one-size-fits all CV usually fits nothing!
Our job listings contain details about the specific experience, skills and education required for the role. If you take the time to identify those characteristics and then highlight them on your CV and in your cover letter, you will have the chance to present your potential in the best way possible.
Behavioural Interview Questions
We will have some behavioural questions for you that will help us understand the approach you took in prior situations. One method you could use to answer these questions is the STAR Methodology:
- Situation or Task
Describe the situation that you were in or the task that you needed to accomplish. You should describe a specific event or situation, and be sure to give enough detail for the interviewer to understand what occurred. This situation can be from a previous job, from a volunteer experience, or any other relevant event. - Action you took
Describe the action you took. Ensure you keep the focus on you - even if you are discussing a group project, describe what you personally delivered. - Results you achieved
How did the event end? What did you accomplish? What did you learn?
Questions to ask at interview
The interview is a great opportunity to learn more about Goodman Fielder, the position, or even the people you will be working with. We recommend you take some time to think about what questions you may have for us so that you also get the most out of the interview.