Job applications and interviews can be a nerve-wracking experience, and to make the best impression you really need to prepare well in advance. We want you to show us how good you really are, and interview at your best – so here’s some helpful advice about what to expect and how to prepare.
To hear when your preferred role becomes available, simply follow this quick and simple user guide to create and manage your job alerts so you don’t miss an opportunity to join our family.
When on the Warburtons home page in our careers site:
In the top right-hand corner, click “Login/Register”
You’ll be taken to our search page and in the top right corner, click “Candidate Profile”:
A text box will appear, and you’ll be asked to either login to your account or, if you don’t have one, to create one. You will need to create an account before you can register for job alerts.
Note: Once you have created an account, you’ll be taken to your candidate profile page. In here, you’ll find guidance on how to access job alerts.
In the right-hand corner of this page, click on the options drop-down menu, and click Job alerts.
To create a new job alert, click “create new job alert”
A new screen will appear where you can add your keyword preferences, for example, the type of job you are looking for e.g., Engineer, Team member, Driver etc.
Then complete your preferred location and specify how often you wish to receive an alert and click Create Alert.
You can see what jobs are available matching your search criteria by clicking on the eye icon. You can delete a job alert by clicking on the Bin icon.
Have a good look round the site and take the time to learn about Warburtons ambitions, culture, behaviours (see behavioural excellence framework document), values, and what it means to join our family.
If you think Warburtons is right for you take a look at our current opportunities in our job search section, where you can search by function, area, salary or keyword. If you don't see anything this time, set up a job alert notification and we'll tell you when a vacancy comes up that meets your criteria. Create an account to save any jobs you're interested in so you can come back to them later, but make sure you note the closing date so you apply in time!
When you apply you'll be asked to upload a copy of your up to date CV, provide us with some personal details, answer a few questions and outline why you'd like to work with us. Any information you give us will be treated as confidential and only seen by the hiring team and relevant manager. Depending on the role, you may need to complete some relevant online psychometric assessments.
Once submitted, we'll acknowledge your application and if you're successful you'll be invited to attend an interview or selection event. If you haven't been successful this time we'll let you know. (We communicate by email, so make sure you check your 'junk' folder in case our email goes into there by mistake).
When you're invited for interview you can start preparing straight away. Interviews can be either nerve-wracking or inspiring ' remember though, you've been picked for a reason. And the more you prepare the more comfortable you'll feel.
Ask what to expect on the day so you can prepare yourself (if it's been arranged via an agency get them to ask on your behalf). Most first stages are either a telephone or face-to-face interview with the Hiring Manager or Recruitment Specialist, with a mix of questions about technical issues, our expected behaviours (review our Behavioural Excellence Framework for further information) and our values. Remember, we want to make sure we're right for you as well as you being right for Warburtons.
What was the:
Situation
task
action
result
An example question might be: 'Give an example of when you've had to work to prioritise your workload'?. The interviewer may probe into your answer to get enough depth to the question:
Think of times you've been challenged or demonstrated a certain skill before your interview, to get an idea of what to use as examples to the questions.
Here are a few things to consider:
A selection event is a way of seeing a number of applicants for a vacancy at the same time.
They generally consist of different exercises which vary depending on the vacancy. The exercises can include psychometric tests, role plays, in'trays, presentations, group discussions, personality questionnaires and case studies.
Here you're asked to read a paragraph or section of text and evaluate a number of statements, answering 'true', 'false' or 'can't say'. These tests have reliably indicated people's future performance, and each candidate's results are compared to people of similar age and experience. It's not just about how many questions you get right but about how well you do compared to your peer group. Try a few practice tests online first at www.shldirect.com
These assess your ability to understand data presented in tables and graphs, and highlight how well you work under pressure, while still being quick and accurate. Again, try practice tests online first at www.shldirect.com.
There are no right or wrong answers here; they simply establish your preferred way of working or behaving.
Using a scenario you'll take on one role and the assessor another, to see how you'd deal with a job-related situation.
These show how well you perform in a team environment. They test your ability to be assertive and proactive without being domineering, to listen as well as contribute and to focus on the task in hand.
Presentation briefs may be given to you before the interview to prepare in advance, or given to you on the day depending on the task and the skills being evaluated. A presentation is made to one or more assessors who will be judging it against our success factors, values and technical competence.
These test your ability to make decisions and prioritise workload under time pressure. They typically consist of prioritising letters, memos, meeting arrangements, travel requirements and so on, discussing your decisions with the interviewer. They're particularly effective at bringing a role to life.
Case studies present you with a business scenario, which you'll need to analyse and produce recommendations for a given situation. Your findings, decisions and recommendations may be given in the form of a presentation, and you'll be judged on your data analysis, decision making and influencing.
To improve your performance in selection tests, bear the following in mind:
If you require any reasonable adjustments, contact the test administrator beforehand to discuss your requirements. We'll be happy to provide any additional equipment and support you may need.
These assess your ability to understand data presented in tables and graphs, and highlight how well you work under pressure, while still being quick and accurate. Again, try practice tests online first at www.shldirect.com.
Find out when you'll be given the results of your tests. If they're not what you hoped for, don't be disheartened ' for some vacancies, the test results will be important, for others they're just one element of the selection process. You may also be asked to complete an online psychometric test, there are no wrong answers here; they simply establish your preferred way of working or behaving.
If you have any specific requirements regarding your application, testing or interview, please contact our People Services or Recruitment Team.
