Blog

O2 is a great place to work and we believe in giving people the opportunities to develop and achieve their aspirations. The recruitment team in Glasgow are currently working on several initiatives to really engage with our Advisors and to find out what improvements they would like to see. 

The focus of one of the initiatives is to improve the recruitment and selection process and to make the candidate journey an even better experience.  We have reviewed our selection material and made the Discover O2 selection events more job specific so candidates get a really clear picture of what the job involves.   

Over the last couple of weeks we have also been finding out why our Advisors love working at O2 and we have run several focus groups to find out people’s views on the Recruitment Process, Grad Bay and Learning and Development.  This has given us an invaluable insight and has really helped us to gain a greater understanding of what our Advisors think. 

We are also about to launch an Internal Assessor Model too to get our Advisors involved in the recruitment of our new joiners. This will not only provide some excellent development opportunities it will also improve the candidate experience. So, if you want to join a forward thinking company that really listens to your opinions and is keen to make a difference then why not take a look at our vacancies.

- Pip

Have you got any thoughts about what makes a great recruitment experience? If so why not leave a comment.

O2 are very keen to support people to develop themselves.  Currently succession programmes are in place to give people clear direction and ojectives to achieve and understand what is required in other roles around the business.  I am currently organising the SRM succession plan and this gives an insite into what a Service Relationship Manager role is like.  I am focusing at the moment in organising a launch day for the succession plan to drive it’s profile.  I am looking forward to raising the profile and encouraging people to get the best out of themselves.

Debbie

 If you have views or questions on succession planning and career development why not leave a comment…

 Well, I’ve just joined the recruitment team and I thought it only right that I contribute to the Blog. 

I have worked at O2 for just over three years and moved internally within that time, but the selection process I had to go through for my current role as a Senior Retail Recruitment Assistant was a much thorough way of selecting the right candidate.

To give you an idea of the whole recruitment process, I firstly had to pass a paper sift to ensure I met the criteria required for the role. In the past this would have meant I went onto an assessment/interview, however there was another stage of the process I needed to pass…… Two psychometric tests.

These were timed tests, which after a practice/tutorial; I was given a set time to complete each test (20 minutes and 18 minutes if my memory serves me right). I have to admit I was a little nervous before starting the tests as I knew I only had one opportunity to complete them, but I knew how much I wanted the job. So I sat down (in a quiet room on my own - can’t stress that enough) and completed the tests.  

You don’t find out your results as these are sent off to the recruiting manager and should you reach interview stage, this gives the person the opportunity to get a more rounded impression of whether you are right for the role, instead of a one off interview.

It’s a great way of recruiting and thankfully for me I was selected! As for the job itself, I’m enjoying the new challenge and everyone has made me feel more than welcome! I’m sure I’ll be writing again after I have settled in…….

      - Chris