We can only proceed with your initial application on the basis of the information you provide us with. The following tips are offered to give you the best possible chance of succeeding to the next stage:

If a CV is required:

• Ensure your CV is well-organised, logical, succinct and easily understandable. Your experience, education and qualifications should be listed in reverse chronological order.
• Don't pad out your CV unnecessarily. Include everything that is relevant, but keep it brief. You will be asked questions about your CV at later stages of the recruitment process.
• Demonstrate your achievements in concrete terms, for example 'achieved a 25% increase on sales from previous year' or 'led the team from a 1 in 5 success in matches to a 1 in 3'.
• Keep a clear picture in your mind of the job for which you are applying, and the skills you have that most closely match the requirements.
• Take some time to think about your accomplishments. Include volunteer activities, jobs, projects, assignments, travel, team activities and professional memberships, for example identify the personal qualities they brought out in you.
• Make sure your CV is up to date.
• Do a final check of your application form and CV if required,for spelling mistakes an d errors and keep a copy of it.

Initial application for all vacancies is by online application form.

If you are successful at this stage, you will be invited to attend an assessment event. We use a variety of assessment methods, each carefully designed to measure the skills and capabilities necessary to be successful in the role.

The format of your assessment will depend upon the job you have applied for, but may consist of a mixture of classroom based tests, role-plays, group exercises, presentations or interviews at one or more stages. When you are invited to attend we will let you know what to expect on the day and, if the assessment includes tests, ensure that you have some practice questions in advance to help you prepare.

Good preparation is by far the best way to eliminate interview nerves and ensure that you present yourself well. We want to see what you are capable of and whether you would be suited to the position, as well as giving you the opportunity to find out if Nationwide is the right company for you. Following these simple guidelines will help you give the best possible account of yourself on the day:

• Make sure you can talk confidently about everything on your CV or application form.
• Research the position and list the skills and experiences being sought. Review your own background and think of specific examples that match them.
• Learn as much as you can about the company. Our corporate website (www.nationwide.co.uk) is a good place to start. Keep an eye on national newspapers and the business press.
• Prepare a list of questions. They should be perceptive, and help you to assess whether the role, and our company, is right for you
• Remember to engage with the interviewer. Take your time if needed to answer questions fully. Don't be afraid to ask interviewers to repeat questions or clarify them and pay attention throughout.
• Don't avoid talking about a period in your life where you encountered difficulties or felt your performance wasn't as you might have liked. Instead, talk about what you learnt from the experience, how it helped you move forward and what you now do differently.
• Practise your responses to specific questions - get a friend to help! It will give you confidence and make you feel more at ease.
• Finally, be yourself. It's the surest way to succeed!

What can I expect from Nationwide?

At Nationwide, we take recruitment and selection very seriously. While it's clearly in your interests to be treated fairly and with respect, it's also essential that we select people with the qualities essential to our continued success and growth. Our team is comprised of experienced recruitment professionals with diverse backgrounds gained in blue chip businesses and from within Nationwide itself. When recruiting, we ensure we take an objective view and follow best practice guidelines laid down by The British Psychological Society (BPS) and the Chartered Institute of Personnel and Development (CIPD). We also carefully adhere to Equal Opportunities legislation.

Our recruitment methodology is based on looking at capabilities - also known as competencies. These capabilities are sets of behaviours, skills and knowledge that are determinants of job success and will be aligned to the role for which you have applied. They're a valuable tool in ensuring candidates are fit for the role and as all candidates go through the same methodology consistency of assessment is assured. This increases both the reliability and validity of the selection process.

What will my assessment consist of?

Our selection process may involve up to three stages depending on the position for which you are applying. The first stage includes the application form along with the completion of some job-related questions, and if you meet the first set of criteria here, you'll be invited to a second stage assessment. For some roles, there will be a third stage. These second and third stages may include a variety of tests and exercises depending on the position, and you will be need to be successful in these to progress further.

The assessment methods we use include group exercises, interviews, psychometric tests, presentations, fact-finding exercises and one-to-one role play. But don't panic - you will be involved in some of these, not all. Before your assessment we'll write to inform you what you will be doing on the day. Rest assured that the exercises will examine capabilities relevant to the role for which you are applying and represent activities specifically associated with the job. Since the activities in the process reflect the job, you will also get a realistic view of what it entails and this will help you in making your decision about whether the role, and Nationwide, is right for you.

Group exercises: Group exercises look at how you work with other people, in particular examining your influencing, communication and teamwork skills. A typical scenario would be that each of the group is assigned a specific role and need to work together to resolve a problem.

You will have people around the room observing you, so try not to be put off and the best thing is to ignore them, if you can!

The Interview: The interview is about you and your experience. You will be asked for examples of how you behaved in different situations drawing on examples from work, university, school, a club or home.

We won't throw in a 'killer' or 'trick' question to put you off, or ask unrelated questions to see how you behave when caught off guard. As you would expect, we are keen to understand why you have applied for the role within Nationwide.

Psychometric assessment: Psychometric assessment looks at your ability, potential and personality, depending on which tools are used.

We use assessment tools where relevant to the role requirements. This means that as part of the recruitment process you may be asked to complete one or more of the following; analysis exercises, work simulations, ability and reasoning tests or personality questionnaires.

In each case, you will be briefed fully about what this entails, given practice questions and directed to websites where appropriate. These tools add to our understanding about you and your fitness for the role and we use these in conjunction with the other assessment methods - such as interview and role-play - to make our selection decision.

Presentations: The presentation is a chance to show your ability to communicate and influence a group of people as well as covering aspects such as the more technical requirements of the role.

In some cases we will ask you to prepare the presentation on the day and in others we will ask you to prepare in advance. You may also be required to respond to questions following your presentation. Whatever the case, we will let you know what is required so that you are clear on what you need to do.

Fact-finding: The fact-finding exercise looks at your ability to interact with someone else and formulate questions to extract information from them. You will be given all the relevant information on the day and will have preparation time prior to the exercise.

In some cases, following the fact-find itself, you will be asked to assimilate the information obtained and present back your findings to a senior manager. Again, this will be made clear to you.

Role plays: Role plays involve an assessor acting as an external client or customer in a simulation of a negotiation exercise, for example, or an internal colleague or junior team member in a disciplinary / performance issue.

You will be given a full briefing before the exercise starts and are not expected, unless otherwise stated, to have any specific industry or technical knowledge.

How do I prepare for my assessment day?

Reflect on what you have done at work, university, school, in a club and even at home. Think about examples of when you have interacted with people, the problems you may have encountered, the solutions and outcomes and what you learned from these situations.

Think about why you want the position and what skills would be required for the role. Concentrate on what you do well and what you need to do to improve. You could seek feedback from sources such as colleagues, friends, tutors, customers or clients to help you with this. Talk to people who work for Nationwide so that you can get a feel for the company. At various times in the year Nationwide hold open evenings and if there is one near you think about going along and finding out more.

Prior to your assessment try to have a good night's sleep, remember to bring things that you need, such as glasses. If you need any specific help from us in terms of adjustments, please let us know as early as you can in the process so that we can meet your needs wherever possible.

Allow time for travel disruption and get to the assessment in good time and if you're going to be late, please give us a call and we will try to accommodate you or endeavour to book you in for another assessment day.

If your plans have changed and you have decided not to continue your application with Nationwide, please let us know as soon as possible so that we can give someone else an opportunity to join us.

Remember it's your day and it's about you. Our aim is to assess you fairly and give you the best opportunity to demonstrate your potential - and to assess whether Nationwide is right for you.

How do I apply?

If you wish to apply for a role have a look at this website. Once you find a role description that you are interested in, select 'apply' and follow the application instructions.

At all stages of the selection process we will keep you informed about your progress.

What happens to your application?

We will acknowledge your initial online application automatically. From then on your application will be handled by professionally trained and experienced staff who will consider it fairly and in accordance with our commitment to equal opportunities.

How do we keep you informed?

We understand that knowing exactly what is happening to your application is important to you. If you have any questions that we haven’t answered here, our AskHR team may be able to help. They’re available Monday to Friday, 9am-5pm. Just call 01793 556 808 and select option 2 followed by option 1. On occasions, candidates' applications may need to be kept on hold, but if this happens, we will regularly update you - and you are always welcome to call us for an update.

Before any assessment, we will send you details you may need, such as time, venue and travel information. We understand that you may be anxious about the assessment, so we will describe what is involved and how long it will take. We will also include a number that you can call for further assistance or to let us know if you have special needs or requirements. Above all, we want to ensure that your time with us is as comfortable as possible.

When will you hear?

We will update you on your assessment within five working days and let you know what happens next.

Keeping your details on file?

There may be occasions when we have been impressed by what we have read in your application or seen of you, but are not able to offer you employment on this occasion. It could be that there isn't a specific job in the area in which you are interested, or we have already filled the positions. In that case, with your consent, we'll hold your details on our career database for up to a year (except for Northern Ireland applicants where information will be kept for up to five years for monitoring purposes). Within this period, should any vacancy arise to which we feel you would be suited, you'll automatically be considered and we will contact you to see if this is of interest to you.

We welcome your comments.

We welcome your feedback on how we are doing, and will send you a form at the end of the selection process for your comments. Your views are essential in helping us see things from your perspective and how we can make improvements to your experience as a candidate.

If for any reasons you are unhappy with our service, please contact:

Head of Recruitment
Nationwide Building Society
Nationwide House
Pipers Way
Swindon
SN38 1NW

We commit to respond and investigate any concerns immediately.

Criminal Record Checking - Policy Statement

1. Nationwide Building Society complies fully with the Code of Practice, issued by Scottish Ministers, in connection with the use of information provided to registered persons, their nominees and other recipients of information by Disclosure Scotland under Part V of the Police Act 1997, for the purposes of assessing applicants' suitability for employment purposes, voluntary positions, licensing and other relevant purposes. We undertake to treat all applicants for positions fairly and not to discriminate unfairly against the subject of a Disclosure on the basis of conviction or other information revealed.

2. This policy is made available to all Disclosure applicants at the outset of the recruitment process.

3. We are committed to equality of opportunity, to following practices, and to providing a service which is free from unfair and unlawful discrimination. We ensure that no applicant or member of staff is subject to less favourable treatment on the grounds of gender, marital status, race colour, nationality, ethnic or national origins, age, sexual orientation, responsibilities for dependants, physical or mental disability, or offending background, or is disadvantaged by any condition which cannot be shown to be relevant to performance.

4. Nationwide Building Society actively promotes equality of opportunity for all with the right mix of talent, skills and potential, and welcomes applications from a wide range of candidates, including those with criminal records. The selection of candidates for interview will be based on skills, qualifications and experience.

5. We will request a Disclosure for all roles at Nationwide Building Society. There are two types of Disclosure that Nationwide may request; Basic or Standard. We will request a Standard Disclosure only where this is considered proportionate and relevant to the particular position.

This will be based on a thorough risk assessment of that position and consideration of the relevant legislation which determines whether or not a Standard Disclosure is available to the position in question. All applicants will be made aware at the initial recruitment stage that the position will be subject to a Disclosure and that Nationwide Building Society will request the individual being offered the position to undergo an appropriate Disclosure check.

6. All applicants will be asked to provide details of their unspent criminal convictions on the application form. Any successful applicant who will be offered a role at Nationwide Building Society will have the relevant disclosure requested.

7. In line with the Rehabilitation of Offenders Act 1974, Nationwide Building Society will only ask about convictions which are defined as "unspent" in terms of that Act, unless the nature of the position is such that we are entitled to ask questions about an individual's entire criminal record.

8. At interview, or under separate discussion, we undertake to ensure an open and measured discussion on the subject of any offences or other matters that might be considered relevant for the position concerned.

Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

9. We undertake to discuss any matter revealed in a Disclosure Certificate with the subject of that Disclosure before considering withdrawing a conditional offer of employment.

10. We ensure that all those in Nationwide Building Society who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of Disclosure information. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to employment of ex-offenders (e.g. the Rehabilitation of Offenders Act 1974).

11. We undertake to make every subject of a Disclosure aware of the existence of the Code of Practice, and to make a copy available on request.

HAVING A CRIMINAL RECORD WILL NOT NECESSARILY DEBAR YOU FROM WORKING WITH NATIONWIDE BUILDING SOCIETY. THIS WILL DEPEND ON THE NATURE OF THE POSITION, TOGETHER WITH THE CIRCUMSTANCES AND BACKGROUND OF YOUR OFFENCES OR OTHER INFORMATION CONTAINED ON A DISCLOSURE CERTIFICATE OR PROVIDED DIRECTLY TO US BY A POLICE FORCE.

We are only able to discuss what is contained on a Disclosure Certificate and not what may have been sent under separate cover by a police force.

All our roles are subject to credit checking. These checks are an essential requirement, in line with our obligations as a Financial Services organisation, to protect the interests of our members.