118ͼ

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Find out more about our Recruitment Process 

To help you prepare for what’s ahead (should you find what you’ve been looking for in your career and want to apply), this page will help you see our Group’s process step by step.

Adjustments to the recruitment process

We’re committed to making reasonable accommodations and adjustments so that there’s equal access to opportunities and a fair application process. This support continues when people become part of the Group and valued members of our team.

We understand that your application and your needs of the application process are unique to you, and our goal is to provide you with the support you need to shine throughout the process. Therefore, we invite you to share as much as you feel comfortable with us throughout the recruitment process so that we can better understand how we can support you.

You can do this through our application process or by emailing opportunities@wilmingtonplc.com

Making adjustments

You may have a disability, you may be neurodivergent, or you may have a health condition which might affect how you apply for a role. This could include;

  • A physical disability
  • Dyslexia
  • Dyspraxia
  • Hearing or visual loss or impairment
  • Anxiety
  • A long-term health condition
  • Peri-menopause or menopause

We’ll consider whatever you share with us, and you might want to think about some of the adjustments we’ve made before;

  • Allowing additional time to complete online assessments
  • Providing more detail on the process or specific assessments
  • Adjusting font size on assessments or information we share with you
  • Timing an interview to a particular time of day to better suit you

Disability confident

We are a Disability Confident Committed employer, and we guarantee to interview anyone with a disability (as defined in the Equality Act 2010) who meets the essential criteria for a role they are applying for.

This means that you must provide us with evidence that you meet the level of competence required for each of the essential criteria in the job advertisement, as well as any qualifications, skills or experience that are also essential.

If you wish to be considered for an interview under this scheme, please submit your application let us know that you meet the conditions of this scheme by emailing opportunities@wilmingtonplc.com.

Our Recruitment Process

Number 1

You find the role you’ve been looking for with the Group or one of our brands. You submit an a CV, covering letter and answer some job related questions via our Applicant Tracking System (ATS).

Number 2

We screen CVs and review the information provided via our ATS to find the right qualifications we need at this time.

Number 3

We then invite shortlisted candidates to have a telephone interview. We ask about motivation, qualifications, interest in the position and availability.

Number 4

From there, we invite a select number of candidates to an in-person or virtual interview. This will involve meeting the hiring manager and other team members.

Number 5

After the interview, some roles may require an assessment or test, or potentially even a couple more interviews.

Number 6

If you’re the person we’ve been looking for, we’ll share the good news with you and send a formal offer. This will outline your salary, who you will report into, your benefits, start date and other details.

Number 7

Once your offer has been accepted, we will conduct reference and background checks (if appropriate).

Number 8

Your onboarding with us can then begin!

Throughout the recruitment process, we’ll be in touch to let you know what stage you are at and whether you have been successful or not. You’ll also have many opportunities to ask questions about 118ͼ, our brands, the position, and our recruitment process.

Your Onboarding 

Your onboarding will be tailored to you and include a timeline and checklist covering your first 30 days. We’ll provide you with some further reading surrounding best practice.

Your induction process will, of course, vary based on the role in which you are joining us, but the theme that runs through everyone’s induction is putting you at the centre. Your first few weeks are all about helping you to settle into the business: getting to know your team and it’s processes and learning more about 118ͼ as a whole so that you can understand the big picture and how you fit into it. Your line manager and direct team will be key to supporting you during this time.

As part of your onboarding, all new team members are invited to join us for various sessions to really get to know 118ͼ. Our Sustainability, Diversity and Inclusion session is led by our Head of D&I and is a chance to hear about our approach and strategies. There’s also our Working at 118ͼ session which covers learning and development, engagement, wellbeing and communications. Finally, we have our 118ͼ Leadership sessions where you’ll meet our Execo team and have an overview of 118ͼ’s big-picture plan.

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