The right fit
We are extremely proud of our working culture. We foster innovation, creativity and excellence in all our employees.
Recruiting our people is crucial to our ability to support customers, and therefore to meet our own business targets.
We have robust methods for finding potential talent, and proven processes for selecting the right individuals to meet our own and our customers’ needs.
Throughout the interview process, we are scrupulous in disregarding anything other than an individual’s fitness for the role fit.
We avoid conscious or unconscious bias of any kind. Where we find diversity in our successful recruits we are delighted. People’s different backgrounds and cultures can help to enrich our culture.
Starting the process
Seeking our talent
Depending on the role and urgency to fill it, we search the employment market directly to find quality candidates or work with trusted recruitment partners.
Fair to all
When we go directly to market we use a platform with a wide and diverse range of candidates, easily accessible from all over the UK. Our recruitment partners are required by us to adopt the same approach to their searches.
Reviewing applications
Every application and CV is considered jointly by relevant line managers and HR, and candidates are selected for the first step in the interview process.
Interviewing
Informal exchange with selected candidates
We find that moving too quickly to formal interview can be unproductive. Sometimes applicants don’t know enough about the role to engage in an in-depth interview. They might even realise too late that the role is not what they want.
To overcome this we set up an initial phone call with a member of the business team. This helps the applicant discover more about the role and life at CPS. It also helps us find out if the candidate is likely to fit into our culture.
Main interview
If the candidate ‘feels’ right, they will be invited for an in-depth interview. This will probably be with a line manager, and if the role is technical, also with a colleague with competence in that area. Candidates might be asked to prepare a presentation or some other input to help the assessment process.
Assessment and selection
Talent assessment
Successful candidates get invited to a behaviour, aptitude and personality assessment. This provides HR with a clearer view on whether the candidate is the right fit, with strengths to evolve or weaknesses to address.
It also sets the bar for a regular assessment that all colleagues have annually, enabling HR to help develop a relevant learning programme. The assessment gives the candidate the chance to pin down queries about salary, availability, mobility and so on.
Final selection
We now have the depth and breadth of information we need for each candidate. The line manager for the role and HR will discuss whether the applicant has been successful, and whether any concerns need to be addressed. If there is agreement in the team the candidate is appointed.
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