How we hire

You'll already share our commitment to making a difference to education. Beyond that, what else do you need to have?

We look for a number of key competencies depending on the role you're applying for. They could be problem-solving, creative thinking, leadership, adaptability or even listening.

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Here you'll find hints and tips to help you perform at your best all the way through. So it's worth taking some time to become familiar with them before selection starts.

Our selection process

Click each section to reveal more details

1.

1Your application

Once you've found a role you want to apply for, just click on 'apply for this job' at the bottom of the job advert and you'll go through to our online recruitment system. You'll need to fill in a short application form with some additional details and attach your CV.

Really look into the role you're applying for and check that your skills and experience are what we're looking for.

Make sure your CV is accurate and up to date. And check it for spelling mistakes and any other errors.

Read the questions and answer them as accurately as you can.

Create a candidate homepage. It's optional when you apply online, but it'll allow you to track the status of your application and view details of any interviews you have been invited to.

2.

2Telephone interview

If we want to find out more about you, a phone call is the next step. We'll email you with a link so that you can book a time on our system. The call will take 30 – 45 minutes and will be as much about the role competencies as it'll be about your own skills and experience. We'll also ask you what interests you about the role and working for us.

Look through the job description and your CV before the call. We'll ask you questions relating to both, so it'll be helpful to have positive work experiences and key personal achievements fresh in your mind.

Why not see if your friends and family can ask you some interview questions in preparation? It's good practice and gives you the opportunity to make sure you talk about and highlight the best work examples.

Treat it like a face-to-face interview. It may be a phone call, but it'll determine whether you go through to the next stage.

Remember to research us, what we do and our culture. We'll ask you why you want to join us and why your skills and experience are a good match for the role.

Ask questions. It shows you're genuinely interested in our business, and gives you the chance to make sure the role is right for you.

3.

3Online assessment

We ask all candidates to complete verbal and numerical reasoning assessments, these are online assessments which you can complete from any PC or laptop.  Evidence shows cognitive aptitude tests such as numerical and verbal reasoning assessments are the most robust predictor of job performance across a wide range of jobs.

How are they relevant to assessing my ability to do the role I have applied for? Here at RM, we care. We care about making sure that our recruitment fairly, and robustly, identifies the right people for the job.  That’s why we use a combination of selection methods in our recruitment process. Essentially these verbal and numerical reasoning tests assess the degree to which someone is able to review, and process, information to develop plans and define priorities/ objectives quickly. Extensive scientific research shows that cognitive aptitude tests (such as numerical and verbal reasoning assessments) are a robust predictor of job performance across a wide variety of occupations. Why does RM apply the recruitment process that it does? We are proud of the fact that scientific research repeatedly shows that the approach RM applies (a combination of structured interviews and cognitive ability tests) is one of most robust combinations of selection methods that can be used to successfully predict future job performance. Both RM and our candidates can therefore be sure that we are doing everything we can to ensure we have the best possible skills, knowledge and expertise within our company to successfully achieve our objective of helping teachers to teach and learners to learn.

The verbal and numerical assessments each take around 20 minutes. The occupational personality questionnaire takes about 40 minutes to complete and we usually use it for senior level roles or team manager ones.

Find somewhere quiet to do the assessments and make sure you won't be interrupted. Once you have started a test, you won't be able to pause or go back on any of the questions.

Use the practice section so that you know what to expect. You can practise as many times as you like.

We'll usually ask you to complete the assessments within 48 hours, but it shouldn't be a problem if you need more time. In that case, or if you need any other adjustments or additional help, please contact the Recruitment team on 01235 854500 or careers@rm.com

4.

4The second interview

This usually starts with a role-related scenario or series of work-related challenges or questions. We'll give you 30 minutes to prepare before you present your response to the interviewers. We're not necessarily assessing your presentation skills; the task is really designed to let you apply your own skills, experience and know-how to the work context we're recruiting for. The rest of the interview will mostly be exploring your skills and experience through competency-based questions. We'll also tell you more about the role and your responsibilities and you'll have plenty of time to ask questions too.

Prepare, prepare, prepare. Please ensure you bring any requested documentation or certificates with you to the interview. We'll let you know if there are any specific documents we need to see, but for all candidates we require proof of your eligibility to work in the UK. Please also bring copies of any certificates for relevant qualifications for the role.

The recruitment team member who's handling your application will be more than happy to give you feedback on your earlier phone interview and guide you through what to expect on interview day.

Refresh yourself on the questions from the phone interview and the answers you gave. And look at the key requirements of the role so that you can think of examples that you can talk through on the day. Use the STAR system:

  • Situation: Describe the situation and what happened.
  • Task: Outline the task you were given and describe the role you took to complete the task.
  • Action: Detail the specific and relevant steps that you took and/or the things that you said that ensured a positive outcome.
  • Result: Explain the outcome of your actions and your learning points.

Think about the examples you gave during the phone interview and whether you have any stronger ones. It's fine to change them. Remember that it's usually best to say what you did and not what 'we' did. Specifics are good.

Be ready to talk about your career aspirations, education, strengths and weaknesses. Clear, concise questions at the end of the interview will help you understand much more about the role.

Finally, we're interested in you and your personality. Don't keep it to yourself on the day.

Whether you are successful or not, we'll give you feedback and ask you for feedback too, so that we can all identify areas that we could improve on. We will let you know the outcome of your interview by email initially so that you can access this information at a time and place convenient to you; we are conscious that the majority of candidates may be at work in their current role when we first contact them. We are also very much aware that you may want time to digest the decision before finding out more. We appreciate the time and effort you will have invested in our process so we would love the opportunity to provide you with more detailed interview feedback if you would like us to. We will endeavour to provide detailed feedback within a week of your request.