Recruitment process

Recruiting process

Recruitment process

The interview

We think it's important to be open about how we select and interview candidates.

When you’re invited to an interview, we’ll be clear about what will happen and whether you need to do any preparatory work. If you’re unsure, just ask.

If you need us to make any adjustments, let us know when you’re invited for an interview.

 

Types of interview

The interview type depends on the role, and could be conducted over the phone or face-to-face. Most interviews involve competency-based questions, and there may be ability tests or group assessments too.

Our job offers are subject to satisfactory reference and pre-employment screening checks. Our screening partner, The Cisive, carries out these checks.

 

Preparing for your interview

First, find out more about Standard Life Aberdeen

Our websites are a good place to start, particularly the one you're on right now. Find out about our products and services, and the facts and figures about our businesses. Then look a bit further – find out about our culture, markets and competitors, recent press announcements, goals and business challenges.

Then find out more about the job

Have a good idea of what you’re applying for. If you didn’t get a job description, phone the recruitment team or your agency for additional information. Speak to someone who does a similar job, or research it online as part of your preparation.

 

Tips for handling a phone interview

 

Face-to-face interview tips

 

On the day

 

Ask questions

The interview is your chance to find out if the job is right for you.

 

After the interview

 

Interview style

Interviews are mostly competency based. You'll be asked to describe a situation where you demonstrated a particular competency or behaviour. The questions will usually begin with "Tell me about a time..." or "Describe a situation where you...".

Here are a few tips for answering competency-based questions:

 

Equality and diversity

We treat everyone equally. We don't discriminate against people on the grounds of gender, colour, race, nationality, marital status, religion or belief, sexual orientation, disability or age. If you need assistance during any stage of the recruitment process, let us know so we can make appropriate arrangements.

 

The STAR technique

The STAR technique is a useful method for answering interview questions:

Be prepared for follow up questions such as "Tell me exactly what steps you took" or "What was the basis for that decision?"

Here are some tips for good STAR answers:

 

What we'll ask you about

As well as asking about your competencies, the interviewer will also want to know