How to Get a Job At One of the UK’s Best Places To Work

If you are looking to land a job with a top employer, you have to stand out. Apart from being qualified, the best way to set yourself apart from the competition is being relevant. However, this is impossible without knowing the contemporary hiring trends. Being in the know about what employers are looking for will enable you to align your candidacy with their expectations. In this article, we will present you with advice that can help you get hired in the UK’s Best Places to Work.

What are employers looking for?

Employers value skills. Skills can be categorised into soft and hard skills. Hard skills are technical and related to the job, while soft skills provide a contextual basis that is required for work.

Hard skills can be learnt and developed through certifications, courses, and on-the-job training. Some of the most common hard skills required in today’s job market are:

Soft skills can also be developed, but learning by doing may be more important than courses and certifications in this case. Also, some soft skills also depend on an individual’s natural tendencies. Some popular soft skills employers are looking for include:

Hiring processes of the UK’s best places to work

There has been a massive change in the hiring processes of UK employers in the last couple of years. While the pandemic has played a significant role, other factors such as technology and globalisation have also contributed to this transformation. In this section, we will look at some key hiring trends to keep in mind.

1) Multiple interviews

Irrespective of the size of the company, most employers today have a multi-round interview process. This means conducting at least 2 rounds of interviews. The first round is usually a high-level chat with the recruiter to understand your candidate background and if you would fit well within their team. The next round is typically a more detailed interview with the hiring manager, where they are looking to understand the alignment between the job role and your attitude, experience, and expertise.

Most companies including Nando's, Trailfinders, Schuh Limited, the LEGO Group, Kainos, and Zurich Insurance assess candidates in multiple rounds. A candidate talks about the multiple stages at Zurich Insurance saying “Submit application and then…some computerised tests and then you have your digital interview and then your final interview which was a case study...”.

We suggest researching your employers of choice to understand their process and prepare accordingly, as each interview may have different requirements. You can use Glassdoor Interview information and a company’s career website to know more about their hiring process.

2) Virtual interviews

Virtual interviews are online interviews conducted without any in-person contact. Typically, these interviews are conducted through video or audio calls using technology. While some companies used virtual interviewing in their hiring process before COVID, what made it a necessity for most employers was the pandemic.

However, we expect virtual interviews to stick around post-COVID as well due to their benefits, such as:

Some of the top employers using video interviews in their hiring process include Procter & Gamble, VMWare, McKinsey, Abcam, Microsoft, Dell, Salesforce, and MasterCard. A candidate spoke about their virtual interviewing experience at Abcam and mentioned “The interview had 2 phone screenings and then 2 skype phone calls. The recruiter was in constant contact providing updates regarding the hiring process and it was a great interview experience.”

Preparing for a virtual interview may be slightly different in comparison to an in-person one. Here are some suggestions to perfect your video presence:

3) Game-based assessments

Game-based assessments are a screening tool developed to evaluate the cognitive ability, emotional intelligence, and personality of a candidate. These tools are designed to enable employers to predict your performance in a given role. Also, such assessments may also enhance the candidate experience.

PwC, Shell, Coca-Cola, and Kraft Heinz are a few top companies that use game-based assessments in their hiring process. A candidate found their game-based assessment at Shell “straightforward”  and suggested being focused and calm.

While game-based assessments can be fun, they may be challenging to prepare for. Finding the exact games that will be used by an employer isn’t feasible. So, the best option is to practice on a variety of mock game-based assessments to ensure readiness.

On the day of assessment, keep calm and stay confident. Don’t get anxious if you miss out on a question or two. Remember, you will be evaluated based on your overall performance.

4) Hiring for cultural fit

Every organisation has its own mission, values, and ways of working. While finding a candidate with the right skills is important, cultural alignment is crucial too. This has driven employers to focus on hiring for cultural fit.

To evaluate a candidate’s cultural fit, employers may use pre-employment assessments, personality questionnaires, and cultural-fit interviews. Some interview questions focusing on cultural fit include:

Some key companies that may use cultural-fit assessments include Hitachi Solutions, Oliver Bonas, HSBC, and Urban Company. A candidate at Oliver Bonas was asked questions on personal values and handling stressful situations.

When it comes to how to answer cultural questions, one size doesn’t fit all as each employer is looking for a different answer. However, here is an approach you can use to prepare for any cultural fit assessment:

5) Emphasis on Diversity & Inclusion

Many top employers have recently focused on creating a more diverse and inclusive workforce. Some key companies that have launched strong DE&I initiatives include Arcade, Barratt Developments, Softcat, and Mott MacDonald, however, all UK’s Best Places to Work are committed to practicing DE&I.

To maintain high DE&I standards, employers may bring up related questions during the interview process. Here are some examples to keep in mind:

To answer these questions right, make sure you demonstrate your understanding of and commitment to D&I in the workplace. Let the employer see that you can collaborate well with other talent regardless of their personal characteristics. Also, don’t be afraid to be yourself during the interview, demonstrating your own uniqueness, as personality is always appreciated.

What to do as a candidate?

In this section, let’s have a look at some tips and tricks that can help you stand out as a candidate at different stages of the recruitment process. 

Your CV and cover letter are typically part of your first interaction with employers. With this in mind, they can be a great opportunity to make a strong impression. To make the most out of this stage, make sure you create relevant content and present it appropriately, customising your documents based on each job and company.

How do you convince a recruiter or a hiring manager that you are right for their company? By doing your homework properly! Before you sit for an interview, make sure you know everything about the company. Look at their website, social media pages, and Glassdoor. Make note of all the things that align with the role, and talk about them in your interview. Demonstrate that you are genuinely interested in working with them.

A strong network can take you a long way. If you are keen to work with an employer, look for ways to connect with them. We suggest identifying key people, reaching out, and working on building a relationship with them.