| What is involved in your recruitment process? | Local newspaper, Graduate Link |
| How does your organisation ensure a good work-life balance? | We very rarely have to introduce over time or weekend work as production is well planned. We try to be as flexible as possible regarding holidays or time off. For a large number of our employees work is an escape from home. |
| How are people inducted into your organisation? How long is the process? | For sales induction we have a two week induction and training programme. This can be altered to suit the individual. They spend time in each department and gain a good general understanding of how our systems operate. After this, there is a period of classroom and field training. This then turns to regular ongoing training around our sales meetings. |
| How does the organisation embrace employees to make them feel part of the team? | If we have recruited a sales person for a territory some way from our HQ, we put them in a local hotel for the duration of their training and this will also involve a night out at some point. We will also get them to spend time with their colleageus in the same department. As a team we try to have regular nights out bowling, or just drinking huge amounts of beer. |
| What kind of training do you provide for new starters within the organisation? | The type of training we offer depends entirely on the role they are undertaking. For sales purposes we have an ongoing training programme which utilises our own systems, as well as external sales courses/seminars. Our internal training evolves as we develop new products in new sectors. |
| What benefits/rewards are offered by the organisation? | All of our departments receive bonus payments based on efficient production methods, or reduction of logged complaints. Sales staff are commission based and can earn extremely well. We offer a stakeholder pension scheme but no private health provision. |
| What is the recruitment process for a graduate applying for work with your organisation and what core competencies do you look for? | The initial approach would be via a CV. From that we select a shortlist of candidates which attend an informal interview. From this we reduce the shortlist to candidates we feel have the best potential. They then attend a more formal interview where we will perhaps ask them to produce a presentation or make them role play (which everyone hates). The core competences we look for are willingness to learn new skills, be self motivating, a good all round knowledge, well presented and a good work ethic. |
