Recruitment at Voyado
Your ultimate guide to mastering our recruitment process and getting fully prepared!
The standardized process
Step 1
First call with the Talent Acquisition team
When you've submitted your application, and the team consider your background suitable to the role, someone on the TA-team will reach out to schedule a first call.
Step 2
Meeting your future manager
In this meeting we're looking to get to understand your ambitions, and experiences relevant to the role. You'll get more information about Voyado, the team, and the role to make sure we're a good match for each other.
We use a competency based method to understand your previous experiences, and you can read more about it below.
Step 3
Assignment
This step is to assess how your apply your previous experiences in a scenario similar to how your job would look at Voyado. The case will be designed for the specific role you're in the run for, but you normally have around a week to finish it and then we'll schedule an opportunity for you to present the case, and do discussions around it with people you'd work closely.
Step 4
Background check and reference calls!
Before extending an offer, we need to run a background check and speak to people you've worked with before so we can get a broader perspective on you as a colleague and how we can be the best possible Voyado to you.
Step 5
Offer 🚀
Yay! We made it this far, which means we really want you as our next colleague to join the team. You can expect a call from your future manager where they'll present a more detailed offer.
We believe a standardized process is critical to maintaining fairness and avoiding bias in our hiring. At the same time, we recognize that we’re all human, and there may be a need to introduce additional steps depending on the role we're hiring for - and that’s perfectly okay.
What matters most to us is that you, along with the team, have all the information you need to confidently make a well-informed decision by the end of the process.
Interviewing with Voyado
Competency based interview - what is it?
Competency interviews are a way of structuring questions to ensure we can understand and assess how your past experiences align with the skills and qualities the team is looking for in their next colleague. By focusing on real-life examples, these interviews will provide a clear picture of your skills and how you handle various situations.
It's not as scary as it might sound, but a great way for you to showcase your previous experiences and how you've made use of your traits in real-life contexts!
But why competency based interviews?
Studies show that the best way to predict future behavior is by understanding how you've managed similar situation historically. So by sharing your previous experiences, you will give us an understanding of who you are, what skills and traits you possess and how you are likely to perform and thrive in your new role.
As a part of having a process that is equal for all, we also ensure all candidates get the same questions and are assessed on the same grounds and and the same parameters are always applied.
Competency based questions
Competency-based questions are focused on past behavior, which is why they are often started with prompts like "Tell me about a time when…" or "Describe a situation where…".
All questions target specific skills or competencies. This depends on the role and the kind of person the team is looking for. It could be leadership, communication, structure, problem-solving, or similar.
Make sure to read through the ad, and you should find what traits and skills the team is looking for :)
How to best prepare for the interview
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Read the ad
To give yourself the best prerequisites before the meeting, make sure you've read through the ad and reflected upon situations where you've had the opportunity to display your communication skills, leadership abilities or whatever is important for the particular position.
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Be as specific as possible
We know most succesful projects are team efforts, and therefore it's easy to say "We did...". Try to remember we are focusing on your contributions, and would love to hear about how you personally approached something.
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STAR - a way to structure your answers
S - Situation. T - Task. A - Action. R - Results.
After having read the ad and figured out what competencies are deemed important to succeed in the role, consider scenarios in your career where you've made use of these qualities.When answering questions, remember the star model as a way to structure your answers. Describe the situation by giving context and background, tell us about the task at hand and the problems you we facing, follow by the actions you took and the results of said actions.
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There is no need to stress!
It can feel a little weird getting such direct questions, and it is totally okay to say "Can we get back to this question a little later", or asking for more time to reflect upon your answer. We are not here to assess how quick you think, or how grandiose your examples are. So take your time!
Most importantly, be you!
We are looking forward to meeting with you, and hope you will bring your full self into the meeting.
Also, remember - the Talent Acquisition Partner you are in contact with through out the process are there for you. If there is anything you'd like to soundboard before the meetings with the Hiring Managers, the team or anyone at Voyado, we're there!
Frequently asked questions
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We have an office policy that states Wednesdays as our work-from-home day. However, we understand the life puzzle needs to add up, so if you have to be home more days some weeks, then that's rarely a problem. Just make sure to sync with your closest manager.
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Sometimes we do! A very vague answer, but it depends on the capacity of the teams, what projects they're working on at the time, and their ability to support you. Check out our career page for opportunities, or reach out to the Talent Acquisition team and they'll tell you about upcoming internships and similar.
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Having a degree might be important for some roles, and less so for others. It's always stated in the ad if it's a requirement, but in general, we believe work experience can compensate for not having a degree.
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As we work with ongoing selection, our recommendation is always to apply right away. If you're unable to find the ad, that likely means we've found our next colleague and won't be accepting further applicants.
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No, to make sure we are compliant with GDPR and data protection laws, we only accept applications via our ATS TeamTailor.
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We pride ourselves on having an average time to hire of around 35 days, so our ambition is always to get back to you as soon as possible.
If you believe you've waited long enough, just follow up with your Talent Acquisition partner you've been in contact with - there is for sure a good reason you haven't heard back from us yet.