Our selection
process

Here at IPF we use varying methods for the selection for our vacancies.

The perfect fit

At IPF, our people are incredibly important to us. We believe in a two-way interview process that allows both parties to decide whether or not a role with IPF is right for them. To ensure a mutually beneficial outcome, we have created a structured assessment process that will help you, and IPF, to find the best possible match.

The 1st interview

In your first interview we will discuss the opportunity, the organisation and explore your knowledge, skills and experience in greater depth. If we feel that you are a good match to the role and the organisation, you will be invited to a more in-depth assessment.

Assessment

Here we will explore how you would operate in the role and the environment. We will also explore cultural fit and answer any further questions you may have. This stage could involve such inputs as:

  • Capability based interview where you will be asked about your experience in relation to the role and questions relating to specific examples to show certain skill that we see as important in the role.
  • Psychometrics which involves numerical and verbal reasoning tests and for manager roles we tend to use a personality type questionnaire. The results from these tests are used in addition to the interview itself and no decision will be based purely on the results.
  • Business exercises such as presentations, role plays or scenario based assessments or tests using statistical information.
  • Meeting key stakeholders

If the role you’re applying for requires you to complete one or more of the above we will let you know before the interview.