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Inland Revenue
| Do you know aproximately how many graduates your organisation has recruited between 2004-2005? | 99 |
| How do you advertise vacancies that graduates could apply for? | Science and Maths, IT, Engineering/Building Maintenance, Arts and Humanities, Any |
| From which degree discipline do you normally recruit graduates? | Any |
| Do you have any minimum academic requirements? (e.g. Yes/No) | Yes |
| What sort of work experience do you feel is appropriate for the kind of graduate roles that you recruit for? | None - the online application form is competency based so they will need to provide evidence of the skills they have gained. |
| What for you makes an applicant stand out from the crowd? | Answering the questions on the form providing relevant answers and personalising the examples given. |
| What common mistakes do you see applicants make at interview? | Being far too general rather than giving specific answers - tendency to use team examples rather than using individual experiences. Not enough preparation or research into the interviewing organisation. |
| What kind of training do you provide for new starters within your organisation? | 4 year graduate development programme - either technical development programme or management development programme. The first 3 years consists of modular study, 6 modules are examinable. The final year is spent putting the theory in to practice and will ultimately be responsible for large accounts with a turnover of £250-300 million. |
| What is the average starting salary of a graduate within your organisation? | 20000 |
| Do you offer any other kind of work for undergraduate students? | Other |
| Other kind of work for undergraduate students | Internship between penultimate and final year involving a similar assessment process as for the graduate development programme. 12 week summer internships. |
| Do you know approximately how many graduates your organisation has recruited over the past 5 years?
Please provide details | This year they have recruited approximately 120 graduates across 25 sites in the UK. Over the past 5 years it has fluctuated from 75 to 150 per year across the UK. |
| Do you have any minimum academic requirements? (e.g. A Level points scores, degree classification) | 2ii degree or above |
| What is involved in your recruitment process? | On own website, Through an agency, Graduate Link, Jobcentre Plus, Specialist publications |
| How does your organisation ensure a good work-life balance? | Offer part time working at all stages for all members of staff. They have a flexi time scheme where staff can work flexible hours as long as they work a certain number of hours in a 4 week period. Some sites require that staff are on site during core hours but this is again fairly flexible. There is the possibility for extended periods of special leave where needed. The culture of the organisation is not a long hours culture. They also have a positive attitude to sporting activities. |
| How are people inducted into your organisation? How long is the process? | There is a common induction process which lasts for the first week and they are all together. They learn about the various procedures such as leave arrangements, what to do in the case of illness and various health and safety issues. They also cover the IT systems and etiquette when using the computers. For graduates who start on the Graduate Development Programme the 2nd week is spent at a college in Lincoln for a detailed induction to their training programme. |
| How does the organisation embrace employees to make them feel part of the team? | The Graduate Development Scheme operates a mentoring scheme and each trainee is allocated a mentor who will be responsible for their development and also to monitor how they are getting on in general. They also make a conscious effort to include new starters in team meetings. |
| What benefits/rewards are offered by the organisation? | Start with 22 days annual leave which rises on a sliding scale. They also get the 8 statutory days plus extra days for the Queen's official birthday and half a day for Maundy Thursday.
There is a non-contributory pension
Generous sick pay
On site gym and
Security of employment |
| What is the recruitment process for a graduate applying for work with your organisation and what core competencies do you look for? | Firstly applicants need to complete an online application form which consists of competency based questions. The main core competencies they are looking for evidence of are: team working, analytical ability, ability to learn from experience (informal learning) and adaptability. Approximately 75% of applicants get through this stage and are then required to complete an online aptitude test. On successful completion of this test, they are then invited to a 2 day residential assessment centre consisting of a combination of group exercises, role playing, report writing where they are given a portfolio of information and asked to analyse it and report back and also a series of face to face interviews with both representatives from Human Resources and Technical Managers. These interviews are opportunities for the recruiters to explore the individuals further. Applicants are not expected to have any technical knowledge of taxation at any stage of the interview process. At the assessment centre applicants are not competing against one another but against an objective standard.
Timescales of the whole recruitment process: they start advertising the vacancies in late September and the closing date for applications is normally around the beginning of December. Assessment centres are then held in January, February and March and the Graduate Development Programme commences in the following September. Everyone on the programme starts on the same day across all 25 sites in the UK. |
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