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Interviewing Process
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INTERVIEWING
PROCESS


Whether you’re looking to fill a single permanent position fast, or a large volume team of temporary staff for a shut-down for example; picking the right people first time is essential.

At Diverse Employment we don't just find you the right people; we also work to ensure that your requirements are met with as little stress and as much efficiency as possible. As such we undertake a comprehensive CV evaluation, screening, interview and testing process to ensure that the candidates we put forward are the best people for the job.


What Candidate Screening Processes Do You Use?

Interviewing
Diverse Employment is fully committed to making sure that any candidates we present to you have been engaged with and fully screened. We do not and will not send any potential applicants that have not entered our candidate screening process.

On receipt of CVs a thorough investigation is made to ensure candidates' work dates correspond with their education, and question any gaps. Should the candidate's CV indicate numerous roles, the reasons for leaving are investigated in depth before moving onto the next stage.

Each candidate's right to work in the UK is confirmed, passports and/or NI numbers are checked and copies taken for identity purposes. Where appropriate, candidates are notified of the legal requirements for working in the UK and any doubt to their right to work is questioned thoroughly and offers of work rejected until proof is substantiated.

Every candidate is then interviewed by one of our recruitment team to complete a detailed application form that is stored on our internal database, confirming education, qualifications and previous positions.

COMPLIANCE CHECKS


Requesting eligibility to work and / or security documentation

Requesting key referee contact details / approved references for a minimum of two contacts (including their current employer)

Requesting key qualification / professional accreditation certificate copies (where applicable)

Requesting proof of our candidate’s current address


What Candidate Selection Processes Do You Use?


Diverse Employment use the following interview, candidate testing, job reference obtaining procedures as part of our candidate selection processes.

Interviewing Procedures

Interviews are an essential part of the matching process and each candidate is assessed according to the following criteria:

  • Work history, including a detailed analysis of their typical day and week
  • Reasons for leaving jobs
  • Educational qualifications - copies are taken in line with requirements
  • Skills and abilities, which are confirmed; later under assessments
  • Strengths and weaknesses
  • General work ethic
  • Interpersonal skills
  • Achievements
  • Motivation and commitment
  • Available start dates and potential times for interviews

At the end of the interview process successful candidates also provide us with signed confirmation of whether or not they have a criminal record.

Potential vacancies are discussed in detail with relevant candidates to ensure that they have as much information as possible about your organisation and the job at hand.

Administration

In addition to sourcing, assessing and checking candidates, we also cover:

  • Contracts
  • Health & Safety guidelines
  • A medical questionnaire
  • Bank detail forms
  • Time sheets (for temporary staff)
  • The Working Time regulations
  • Diversity monitoring form
  • Emergency contact details

Candidate Testing

Skills testing and aptitude tests are performed by all candidates as part of their application process. (Further details can be provided on request.)

Candidate Testing

References

Priority is given in the recruitment process to checking that candidates can deliver the skills and abilities they have declared and signed for. References are requested for a minimum of 3 years. In some cases, verbal references are obtained to speed up the process but these are always followed up in writing. Email is used frequently to ensure that referees respond promptly and to avoid delays.

Candidate Referencing

Referees are asked to rate the individual on the following criteria:

  • Attendance / time keeping
  • Honesty
  • Flexibility
  • Quality of work
  • Relationship within the team (if applicable)
  • Attitude towards management
  • Ability to work unsupervised
  • Number of sick days

Referees are also asked to add any other comments they believe to be relevant and to comment on whether they would employ the person again.