Our Recruitment Process
How to apply
Follow the link http://www.nationwide-jobs.co.uk/. This will take you to the Nationwide Building Society careers website. Please select "Regional Brands" from the Business Area drop down menu to find this vacancy and then complete an online application.
Short listing
The information you provide in your application will determine whether you are short-listed for inital telephone interview. To be short-listed you will need to show either:
a. That you meet the requirements of the post.
OR, where there are a large number of applicants who show that they meet the job requirements,
b. That you meet the requirements of the post to a high level.
The telephone interview will cover details of the role and questions around your relevant experince.Succesfully short-listed candidates will be contacted by email with clear details about the date, time and location of the interview and the selection process. If you have not been contacted within four weeks you should assume that you have not been short-listed as it is not Dunfermline Building Society’s policy to contact unsuccessful applicants.
Competency based interview
A Competency is a behaviour or skill used to perform a particular task or set of tasks.
Dunfermline Building Society identifies the necessary characteristics, behaviours and knowledge required to be successful in a role, from which the competencies are identified.
A competency based interview will include questions that relate to the competencies applicable to the role.
The interview will take the format of competency based questions to suit the position you are applying for. You will need to give examples of past situations and examples of when you feel you have demonstrated the required behaviours.
Before the interview you will need to list the competencies needed for the job and think about things you have done which illustrate each one. The competencies can be found on the Job Description.
In addition, questions may be asked that require you to demonstrate your technical knowledge necessary for the role.
The length of the interview will vary dependent upon the number of competencies included, but in most circumstances will be no more than one hour.
After attending an interview we will contact you as early as we can, by telephone or email, to advise of the outcome of your interview. You will be given an indication of this time scale at the interview.
Presentations/tests
If there are any presentations/tests associated with the interview process you will be advised in your invite to interview letter. If you have been asked to give a presentation as part of your interview, please notify the Resourcing Team if you require any equipment prior to your interview.
What you need to bring to the interview
You will be asked to bring specific documents with you which will be used for pre - employment screening should you be successful, details of which will be included with your invite to interview. We may require evidence of your education and professional qualifications and ask that you bring your original certificates along to the interview with you. If you are asked to bring these to your interview, please bring original documents with you as we cannot accept photocopies.
Pre - Employment Screening
The highest standards of integrity are essential to the commercial success and reputation of Nationwide Group. We exercise a duty of care to our employees and clients in everything we do. An example of this is Pre-employment Screening, which is integral to our resourcing process. Everyone who joins Nationwide Group undergoes Pre-employment Screening. However some roles may require a different level of screening to others. We work closely with Pre-employment Screening Specialists – The Security Watchdog Screening Bureau - to ensure that Pre-employment Screening is delivered on time and with minimum disruption. Offers of employment will be subject to the completion of satisfactory Pre-employment Screening.