Here we share some insider information on our member companies’ recruitment procedures:

“A graduate will have at least two interviews, one with myself and, if they are successful at this stage, one with a functional head. Our apprentices are usually sourced through Stoke on Trent College or Axia Solutions, again, usually having two interviews, including a basic trade test. In addition, our general recruitment is either through traditional press or agencies. We recruit quite a few staff who work on a temporary basis through local employment agencies, then bring them on our books when they have proved themselves. Once they have been offered a role and start they will go through the appropriate induction process. ”

Ann Basnett, Academy Board member and Personnel Director at Churchill China (UK) Ltd

“We would normally post vacancies on our website The vacancy will specify how to apply (in writing/with CV etc) and by which date. Once the closing date has passed we would pre-select and then invite for interview or work-based assessment (depending on the role). There may be two stages to this process. All our applicants are informed of the outcome of the assessment/interview and a letter of offer is made, if appropriate.”

Kate Ellis, Academy Board member and Head of HR at Emma Bridgewater Ltd

“All applicants are required to fill in an application form and we record ‘speculative’ applications on a database categorised by experience, accessible to all managers when recruitment needs arrive. We normally fill our factory vacancies from the ‘speculative’ applicants (as we receive anywhere up to 30 per week).  We place adverts with the job centre, jobs boards and The Sentinel, as appropriate.  For more senior and/or technical position we may post an advert in a trade magazine/national press. We do not use agencies as a rule. However, this depends on the role, demand and calibre of candidates received and we may engage with a few ‘preferred’ local agencies to help us source the right candidate. All candidates, irrespective of role, have an interview.  More technical roles may be trade tested.  More senior roles may have psychometric tests, panel interviews and/or two or three interviews.”

Louise Griffin, Human Resources Manager, Steelite International

“The screening and selection of candidates for interview will normally be decided jointly between the HR Department and the relevant manager. Pre-interview screening may be used to assess the applicant’s suitability for the post which is usually done via a telephone conversation or on a one-to-one basis. Where applicable, a prospective employee may be asked to undertake a trade (bench) test in order to ascertain levels of dexterity essential to a particular role and/or psychometric testing.”

Liz Salt, Academy Board member and HR Manager at WWRD

Are you preparing for an interview? Follow the link for advice about how to give yourself the best chance of landing the job…