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Engineering Careers - Recruitment

The recruitment journey will likely be your first opportunity to experience life at Monarch. Not only are we assessing your skills and abilities to do the job you are applying for, we will use this opportunity to demonstrate our key values and just how great a company we are to work with.

We view the recruitment journey as a two way process. It is as much a chance for you to find out about what we are like as a company, our values, our culture, the environment we work in, your colleagues and manager as it is for us to assess your abilities. We welcome and expect questions from you also, this is your opportunity to find out if we are right for you as well.

We put every effort into making the process as fair and consistent for all candidates without prejudice regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity/paternity, race, religion/belief, sex and sexual orientation.

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Engineering - The Recruitment Process

The process will vary depending on the type and level of vacancy that you are applying for. You should expect one or more of the following.

Telephone Interview

This is often the first stage and will normally be conducted by the hiring manager. It is an opportunity to for both you and the hiring manager to briefly assess the validity of continuing the process.

Face to Face

This will include a mixture of general questions and competency based questions.

Skills Tests

This could be a presentation, written exercise, test paper, MS Office based exercise, in-tray exercise, producing a piece of work, reading a document and discussing, psychometric tests, ability tests.

Assessment Day

These days will consist of a number of group, individual exercises and a face to face interview.

What is a competency based interview, why we use competency based interviews and what can you do to prepare?

A 'Competency' and ‘competencies’ may be defined as the behaviours (and, where appropriate, technical attributes) that individuals must have, or must acquire, to perform effectively at work (CIPD).

Different competencies are relevant for different roles, a senior manager may be assessed against their ability to ‘influence’ or ‘negotiate’, where as someone looking to work in the contact centre may be assessed against ‘customer service’ and ‘communication’.

A competency based interview is based on the premise that ‘past behaviours are good indicators of future performance’. Anyone can say ‘yes, I have that competency’ but when the competency is demonstrated through a real life example or situation, that is where you will give us the confidence that you can or will repeat the behaviour/competency again for Monarch in the future.

To prepare, you should:

Think about the competencies that are likely to be associated with the role that you are applying for

Go through your work and personal experience to find examples/real life situations where you have demonstrated that particular competency

Practise the STAR (Situation, Task, Action and Result) technique for answering the questions based on your personal experiences