Early Careers: Skills-Based Hiring Explained
Throughout our early careers selection process, we take a skills based approach to hiring, which means that we are assessing your motivations, values, skills and behaviours, as well as focussing on your potential to acquire new skills.
Our process ensures that every candidate is assessed fairly and consistently, based on what truly matters for high performance. While specific skills may vary depending on the programme you’ve applied for, there are key qualities we always look for:
The ability to control automatic responses, including attention, behaviour, thoughts, emotions, and to respond appropriately to situations. This helps identify candidates who can:
- Stay focused and absorb new information.
- Make quick, appropriate decisions in time-sensitive situations.
- Remain controlled and focused in challenging situations.
The ability to quickly learn, adapt and apply new knowledge and skills in different situations. This helps identify candidates who can:
- Navigate uncertainty and anticipate how situations might develop.
- Adjust behaviours and approaches based on new experiences and information.
- Recognise social patterns to understand and predict interpersonal dynamics.
FOCUSED ATTENTION
The ability to control automatic responses, including attention, behaviour, thoughts, emotions, and to respond appropriately to situations. This helps identify candidates who can:
- Stay focused and absorb new information.
- Make quick, appropriate decisions in time-sensitive situations.
- Remain controlled and focused in challenging situations.
"Write a list of your achievements
and keep it to hand, no matter how
ordinary they seem. Have faith in
the system – there are no tricks and
you won’t be expected to know
everything."
Rob Carter, Data & Tech Grad
COGNITIVE AGILITY
The ability to adapt to changing demands and quickly shift focus. This helps identify candidates who excel at:
- Adapting to new or unplanned situations.
- Switching efficiently between tasks.
- Analysing new information to inform decisions and strategies.
INDUCTIVE REASONING
The ability to spot patterns, solve problems, and apply knowledge in new situations. This helps identify candidates who can:
- Solve novel or complex problems.
- Learn and apply new knowledge in unfamiliar situations.
- Critically evaluate information to make sound decisions.
- Recognise trends and make logical choices.
"Do your research on the company, the industry and how you could positively contribute to their goals. Have a good night's sleep and remember to breathe! Enjoy yourself and present the best version of you."
Sandy Kelly, Commercial Graduate
QUANTITATIVE REASONING
The ability to work with and understand quantitative information (with or without numbers). This helps to identify candidates who are most likely to succeed at:
- Interpreting data in various formats.
- Solving problems using mathematical concepts.
EMOTION PERCEPTION / COLLABORATION
The ability to recognise and respond to emotions effectively. This helps identify candidates who are most likely to succeed at:
- Collaborating well and boosting team morale.
- Understanding situations and dynamics.
- Considering others’ feelings to guide actions.
- Embracing diverse perspectives to generate new ideas.
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