Your Guide to the OneAdvanced Competency-Based Hiring Process

At OneAdvanced, we believe in creating a transparent, supportive, and engaging recruitment experience for all our candidates. We know applying for a new role can feel like a big step, so this guide is here to help you understand how we assess applicants and provide a clear view of what you can expect throughout your journey with us. 

This guide will walk you through the key aspects of our interview process, explain how we assess candidates, and share practical tips to help you prepare.  

Understanding Our Recruitment Process  

Our recruitment process is carefully designed to ensure we find the right person for the right role, while giving you the chance to shine! Here’s how it works: 

1. Initial Application 

Your first step is straightforward. Submit your application through our website and ensure your CV clearly highlights your skills and achievements. We’ll review your application against the role’s key requirements. 

2. Interview Stages 

Once shortlisted, you’ll progress to our interview stage. We use structured approaches, including behavioural and competency-based questions, to assess your suitability for the role. These interviews aim to give us insight into how you think, act, and problem-solve. 

3. The STAR Method in Practice 

Most of our interview questions rely on the STAR technique. See below to understand how you can use this framework to provide strong, focused answers.

4. Feedback and Decision 

After the interviews, we’ll carefully evaluate all candidates and provide constructive feedback. Whether you’re successful or not, we value giving you insights you can carry forward. 

What We’re Looking for During Interviews  

We don’t expect you to come in with all the answers, but we do want to hear about real-life examples where you’ve solved problems, achieved success, or learned valuable lessons. Our aim is to understand your skills, thought processes, and potential to contribute to OneAdvanced.  

Here is an overview of how we assess responses in our interviews: 

Follow-Up Probes  

Candidates often speak in general terms, so we’ll ask questions to uncover the specifics. These structured probes focus on five main areas: 

• Actions: How did you approach the situation? 

• Thinking: Why did you choose that approach? 

• Outcome: What was the result? 

• Learnings: What lessons did you take from the experience? 

• Application: How have you applied these learnings in other situations? 

Behavioural Indicators  

We’ll also assess your response using a range of behavioural indicators. These detailed markers help us gauge how your actions align with the role’s requirements.  

Rating System  

For consistency and fairness, we assign a rating to assess how closely your response matches the skills and behaviours we’re seeking. This ensures everyone is evaluated on an equal basis. 

The STAR Technique and How to Use It  

The STAR method will help you structure your responses clearly and effectively during competency-based questions. Here's how to apply it: 

• Situation: Start by outlining the background and setting the scene for your example. Provide just enough context to help us understand why your skills were key. 

• Task: Explain your role and what you were trying to achieve. Highlight the specific objectives or challenges you faced. 

• Action: Focus on what you did to handle the task. Be clear about your contribution, the skills you used, and the steps you took. 

• Result: Share how your actions led to a successful outcome (or what you learned if things didn’t go as planned). Include measurable results or feedback where possible. 

For example: 

• Situation: "During my time at Company X, our team needed to meet a challenging project deadline with limited resources." 

• Task: "As the project lead, I was responsible for coordinating the team and ensuring all deliverables were on track." 

• Action: "I facilitated daily team check-ins, re-prioritised tasks to align with key goals, and personally handled stakeholder communication to reduce bottlenecks." 

• Result: "We delivered the project successfully within the deadline, earning a 95% client satisfaction score and a renewed contract worth £50k." 

The STAR structure ensures your answers are both comprehensive and focused, which makes it easier for us to understand your achievements and potential. 

Tips for Success  

Here are a few ways you can make the most of your interview with OneAdvanced: 

• Be Honest: Share real-life examples as these paint the most authentic picture of how you work. Don’t hesitate to discuss challenges or failures, as long as you explain how you’ve learned from them. 

• Prepare and Practise: Familiarise yourself with the STAR method and prepare a few examples ahead of time. Remember, we’re looking for specific behaviours that align with our job and company values. 

• Ask Questions: Our interviews are a two-way conversation. Use this as an opportunity to learn more about us and ensure we’re the right fit for you. 

• Relax and Be Yourself: We want to see the real you. Treat the interview as a professional conversation rather than a test. 

Our Commitment to You  

At OneAdvanced, we’re passionate about supporting individuals as they explore new career opportunities. We aim to ensure our recruitment process is open, transparent, and fair, giving everyone the opportunity to shine.  

If you’re ready to take the next step, read our open roles on our website and start your application today. Don’t see the right role for you? Keep an eye on our LinkedIn page, we share our #TalentTuesday post weekly or simply join our AI Talent Community to get the new open roles via email. 

Remember, we’re here to support you every step of the way.  

Welcome to the future of your career with OneAdvanced. We can’t wait to see what you bring to the table!