Recruitment Process

The recruitment and selection process varies slightly depending on the type of role that you are applying for. In general however, the following process applies when you submit your application on the Squiz website.

• Initial shortlist: When creating an initial shortlist, incomplete applications are generally culled out, so please ensure that you complete all relevant sections.  Applications are reviewed against the requirements of the role, and we review each application to assess whether the applicant demonstrates that they have experience in the relevant field, or have the appropriate technical/professional knowledge. If this cannot be determined from the written application then it is unlikely that your application will progress. Due to the high number of applications received for advertised positions, only those people who have been short listed will be contacted.

• Initial Telephone Call: Applicants who have been short listed will be telephoned by either the manager of the position, or the Human Resources Manager. The purpose of this telephone call is to gather further information regarding your experience, skills and knowledge. The information discussed during this telephone conversation will also be used to determine your suitability for interview.

• First-stage Interview: If you are called for interview, you will be asked to attend the nearest office for the position and meet with the manager and the HR Manager. At the first interview you will be asked specific questions appropriate for the requirements of the role, your previous work experience, and your university studies etc.

• Review: After the first-stage interview all interviewed applicants are reviewed according to their written application, phone screen and interview. Important factors to consider are your ability to communicate verbally and in writing, your client-focus, your technical skills, and other relevant job related areas.

• Second interview/Technical Test: If after the initial interview you are considered to meet the minimum requirements of the role, or if we do not have enough information to make a decision, you may be invited back for a second interview. If you are applying for a technical role, you might be asked to undertake a technical/practical test so that we can evaluate your proficiency. The aim of the test is not necessarily to see how quick you are, or whether you can complete the task in total - but it helps us to guage how you approach problem solving, and assess the level of your skills. We are not looking for someone with perfect technical skills all the time, so don't lose too much sleep if you are asked to sit down for a practical test.

• Reference checking: Before a decision is made to hire a candidate, reference checks will be conducted. All references should be from a previous/current place of employment, and someone who has either been your manager/supervisor, or a client.

The recruitment and selection process has been designed to ensure that we place the right people into the right roles and the right teams within Squiz. If you become a Squiz employee, we want you to be happy. If we don't feel that your technical, communication, or other skills are suitable for Squiz, we will not progress your application. Happy teams and happy employees are important to us, so we make great efforts to assess if the advertised position is right for you.