We know it’s our colleagues’ talent, dedication and drive that is the secret to our success. Hastings Group is an equal opportunities employer which means we treat people fairly. We welcome applications from all suitably skilled candidates regardless of their gender, age, race, disability, ethnic background, religion/belief, sexual orientation, gender reassignment/identification or marital/family status.
If you’re concerned that you may not meet all requirements of the role you are interested in, we encourage you to apply regardless. We may be in touch to discuss another opportunity that could be an ideal match for your skills and experience.
A positive and seamless candidate experience is front of mind at Hastings Direct, and we endeavour to support and guide you through each step of the interview process.
Once you’ve submitted an application, the Recruitment team will review it and be in touch. We’ll always communicate the outcome of your application, no matter what stage of the process you reach. If you’re successfully shortlisted, next steps will be clearly communicated to you at the time, but you can get an idea of what our recruitment process looks like for most of our roles by scrolling through the tiles below.
Upon submitting your application, you’ll receive an acknowledgment email and expected timeframes for you to hear back from us.
Your CV and application form will be reviewed based on your skills, experience and suitability to the role you’ve applied for.
Once successfully shortlisted, interview stage may include an initial telephone interview which, if successful, will then lead to a formal interview with the hiring leader.
When you’re successful at interview stage, you’ll receive a provisional offer of employment, so that you can review and make sure you’re happy with it.
Once you’ve confirmed that you’re happy with your Employment Agreement, you’ll be sent a formal offer of employment and begin onboarding.
As a company regulated by the FCA, we have a thorough referencing process, which includes credit and criminal records checks via our trusted third party screening partner.
There’ll be a few tasks we need you to complete online to make sure your onboarding process runs as smoothly as possible and we’ll share a guide to help you navigate these activities.
We look forward to welcoming you to the team on your first day! If you have any questions prior to this, you can of course reach out to a member of HR or your new line leader.
We understand interviews can sometimes be dauting which is why we want to share some insight into our approach during interviews, with some sample questions and guidance on how best to frame your responses.
You may have read about our 4Cs culture here at Hastings. In line with this, we’ve created a bank of behaviour-based interview questions for hiring leaders to use and incorporate into their interviews . Please see below examples of question types you could expect alongside the definitions of each of our 4cs and the behaviours that underpin them.
Leaders will also ask you some role specific questions and these are typically aligned to the role profile/job description that should be shared with you pre interview. We do this because it’s important to understand what experience you will bring to the role and business, along with the approach and behaviours you demonstrate that will help set you up for success.
Take time to understand the question – it you would benefit from the leader either repeating or clarifying the question, please do ask, it is absolutely fine and we want you to be in the best position to respond. What is most important about your response is how you frame it, bringing to life the value of your experience and skills for the leader to learn more about.
We recommend using the STARR technique when framing your answers as it helps your interviewer better understand your response. If your answer is lacking detail you can expect that the interviewer will follow up with questions to help steer your focus.
Situation: Describing the scenario/context “Tell me more about the situation. Why did this come about?”
Task: Describing the approach/task “What was the plan? Did you initiate this? Who else needed to be consulted/involved?”
Action: Describing the action taken and justification for this “What did you specifically do? What gave you confidence that this was the correct course of action?”
Result: Describing the outcome of these efforts “What was the outcome? How did you feel about this?”
Reflection: Describing the learning “What did you learn from this and how have you applied that learning? What would you do differently if you were in the same situation again?”
The quality and content of your discussion is what matters most, and remember that this interview is a two-way experience. Do come prepared with questions you might have about the role, our company, the hiring leaders' team and plans, and our culture. It is always useful to do some research before your interview, you can find out more about life at Hastings Direct. If you have any questions along the way, please reach out to a member of our Recruitment team who’ll be happy to support you. Best of luck on the day!
From time to time, Hastings Direct will work with trusted agency partners on our preferred supplier list which is managed by the recruitment team. If you begin your recruitment journey with us via one of our partners, you can expect to be in contact with both your agency consultant, and a member of our internal recruitment team throughout the process to make sure you’re comfortable and well informed as you go along.
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