Our approach to recruitment

Getting the right people into the right jobs

Our recruitment process

We are proud to employ the very best talent in the UK and beyond. Their talent and dedication are what make our business so successful. In order to select those people we apply an objective process to provide a world class candidate experience.

The process is built on three fundamental principles:

We ensure equality of opportunity for all. Our selection decisions are made on the basis of merit - regardless of gender, race, religion, marital status, sexuality, disability or age, we treat everyone fairly throughout the process.

We respect your privacy. All applications are treated in the strictest confidence.

We appoint the best person for the job. We choose the best selection methods to make sure we get an objective assessment of every candidate. Each person has every opportunity to make their own strengths known.

 


Our selection process

We appreciate that taking time off for interviews can be challenging, and we do our best to make sure that you will not be asked to visit our offices more than twice during the recruitment process (unless you want to). These visits are as much for you to evaluate us and the opportunity we are offering, as they are for us to consider you as a potential employee.

Initial discussion

In most cases, we start with a telephone conversation to determine whether you have the personal and professional skills required for the role. This would usually be on the phone with one of our global staffing team.

First stage interview

This would usually involve the hiring manager and a member of the team you’d be working in. We use competency base interview questions to determine whether you have the professional skills and experience required for the role.

Second stage interview

For some roles you may well be asked to additional interviews with other senior managers or a representative from the HR team. You may also be expected to meet one of our Directors. Questions at this stage will cover more strategic business issues.

Testing

For many of our roles we use psychometric and ability testing. Ability tests include Logic tests or technical tests as well as numerical and verbal reasoning tests. You may also be asked to complete a psychometric test as part of the process.

Our offer to you

All successful applicants will be verbally offered the role by a representative from HR, who will follow up with an electronic offer letter via email as well as our statement of Terms and Conditions of Employment within 48 hours of the verbal offer.

Background checking

As a FCA and PRA regulated business we are required to carry out background checks including your right to work in the UK, as well as your qualifications, employment history and references. We may also carry out credit and criminal record checks.


Are you LinkedIn with Unum?

There is a good chance that you already know someone working for Unum through your own professional network. If you’re logged into LinkedIn you can see your connections here, they may be able to give you a little insider information on how best to approach an application to Unum. Also, keep in touch with us on LinkedIn by clicking the ‘Follow’ button. That way when we share some news, you’ll be among the first to see it.


Our use of agencies

Unum may occasionally use recruitment agencies or search firms to help fill our vacancies. We have a Preferred Supplier List (PSL) which we review on an annual basis. Roles can only be placed with agencies on the PSL by a representative from HR.

For more information on how to be considered for the PSL please email your enquiry through to careersuk@unum.co.uk.

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