How to apply for jobs at IIED
New to the job application process? Or do you just need a refresher and some tips on how to put your best application forward? Here you can find information on what our application process looks like, with rough timelines, along with hints and tips for applying with us.
We understand how time-consuming applications can be, and how nerve-wracking interviews are, so this page is designed to help guide you through the process.
1. Completing the application form
Our application form is simple and easy to complete. You’ll be asked some questions around your motivations for applying, your education and qualifications, and your previous experience (if any). We’ll also ask for information that helps us with diversity monitoring.
When asked to share your personal statement, it will help to refer to the job description. The job description outlines the skills and experience needed for the position, while the framework might help you better understand the level expected for the role.
Then provide specific examples from your previous work, voluntary or community experience that shows how you meet these job requirements.
2. How we shortlist candidates
After the closing date, we will review all the applications. To ensure that the selection process is fair and objective, at least two people will do this.
We create a shortlist based on the essential criteria as well as your values, skills and strengths.
Shortlisting should take no more than three weeks. We understand the time and effort everyone puts into their application, so we will let you know the outcome either way.
If you are not successful, please keep an eye on our job adverts for any future vacancies that might suit you and you can also sign up to receive alerts about specific roles.
3. Selection process (interview/assessment)
If you are shortlisted, we’ll give you a minimum of five working days’ notice before the interview.
If your interview includes an assessment or presentation, we will brief you on the content and timing to ensure you’re prepared.
There will be at least two panel members at the interview, to ensure it is fair and objective. The interview usually lasts no more than an hour.
Interviews take place virtually over Microsoft Teams, which we hope suits you in this new world of hybrid/remote working.
We understand interviews can be stressful for most people and we are committed to ensuring our hiring and selection process is inclusive, fair and compassionate. All our hiring managers are trained on delivering an inclusive and equitable interview.
We also recognise that some people may have additional requirements to enable them to take part in the selection process on equal terms. So if you have a disability, please do not hesitate to get in touch with us to discuss any reasonable adjustments you may need. We are a Disability Confident employer so will accommodate these as best as we can.
As part of being Disability Confident, we guarantee an interview to candidates who declare a disability, provided they meet the minimum requirements for the role. This means that if an applicant identifies as disabled and demonstrates that they meet the essential criteria set out in the job description, we will invite them to interview.
Candidates may request reasonable adjustments to support them through the entire recruitment process and, if successful, in the workplace. If a request is made, we must always reply to confirm whether the adjustment can be put in place. Where you are unsure how best to respond, please speak with the people team, who can provide advice and guidance.
We believe interviews are a two-way process, where you can find out about us as well as us finding out about you. We only want you to bring your best and true self to the interview and give us an idea of who you are.
To help with this, we have compiled some third-party resources to help you prepare for your interview. Click on each title below to take you to the relevant page.
4. After the interview
After we have completed all the interviews, we will contact you personally (either via phone or email) to inform you of the outcome.
If you were not selected, we will give you feedback that may help you with future applications.
If you are selected, we will initially offer you the job and ask if you’d like to accept the offer.
5. Pre-employment checks
Once you have accepted the job and agreed a provisional start date, we will send you your conditional offer letter and begin your pre-employment checks.
The checks include two satisfactory references, right to work documents (ID and proof of address) and qualifications necessary for the job. For some roles a basic, standard or enhanced Disclosure and Barring Service (DBS) check is also a requirement.
Some of our jobs are outside of the UK. To be eligible, you will need to have the right to work and live in the relevant region. In this case, we use an 'Employer of Record' service provided by WorkMotion, which will carry out your pre-employment checks and issue your contract.
6. Contract and onboarding
Once we have completed all the pre-employment checks, we will give you an employment contract to review and sign.
We will also send you an onboarding email with log-in details for our HR system and instructions on how to use it. You will be able to update your personal information and complete various forms such as your staff profile, work equipment form and HMRC new starter form. You will also need to read and accept some of IIED’s core company policies before starting.
7. Welcome to IIED
Congratulations! You are now part of IIED.
We will send you a welcome email with information about your inductions, which we will schedule within your first three months. We’ll also provide some key information about your first day and key contacts such as IT.
For UK-based staff, we expect you to come into our London or Edinburgh office on your first day, so you can collect a work laptop, have an office induction and meet a member of the people or facilities teams for a physical right-to-work check (so we can see a physical copy of your ID).
8. General recruitment FAQ
We have done our best to answer the most frequently asked questions below:
Job role
We are working on an early careers programme for people wanting to begin their career with an organisation dedicated to promoting sustainable development, but this is currently on hold. These would be permanent jobs, with entry-level roles, and would be open to graduates and non-graduates.
Please check the page above for the latest updates and also keep an eye out on our jobs page.
Unfortunately, due to limited resources, we do not accept speculative applications/CVs.
We have staff based in several different countries and regions, so some of our roles may be open to people outside the UK where the work itself is focused around a particular region, and where the individual has the right to work and live in the relevant location. This will be clearly stated on the job advert.
If you are applying for a job based in the UK, you will need to have the right to work in the UK. We will ask for evidence such as a passport or visa.
However, we do offer a visa sponsorship for some of our roles (eligible as skilled worker), and this will be clearly stated on the job advert.
IIED is a hybrid organisation and we do not have a set number of days you are expected to work from our offices. We expect you come in as and when required for team meetings, IIED events and so on. This differs across the teams at IIED, but most of our employees come in at least once a month. The hiring manager during the interview will be able to confirm what the job requires.
Whether you need a DBS check depends on the nature of your role and your interactions with certain groups of people. You may need a DBS check if your role involves:
- Working directly with children or vulnerable adults
- Having access to sensitive or personal information about children or vulnerable adults, or
- Working in a regulated role, such as a financial accountant.
The job description for the role will outline whether a DBS check is required, and at what level (basic, standard, or enhanced).
Application
This is the most important part of your application, as we use this to decide who we will invite to interview. Please refer to the job description, which outlines the skills and experience we are looking for, then provide specific examples from your previous work, voluntary or community experience which shows how you meet these requirements.
Please send a copy of your updated CV to the people team ([email protected]), providing your full name and the job you have applied for. We will then be able to upload your updated CV from our end.
We welcome the opportunity to discuss what we can do to fairly adapt our process for you. There is a space in the application itself for you to indicate whether you require any reasonable adjustment. If you have any questions about reasonable adjustments, please email the people team ([email protected]).
Unfortunately, we are unable to accept late applications. However, you can sign up to job alerts to be notified of any future vacancies.
Due to the large volume of applications we receive, we are unable to provide individual feedback at this stage but we will notify you if your application has not been successful. We commit to providing feedback after interviews, which you can use to help with future applications, either with us or elsewhere.
Interview
Where possible, we try to include the interview dates in the job adverts to help candidates to plan. Your interview invitation will include a link which will let you select an interview slot. If there are no suitable slots available, please email the people team ([email protected]).
Please email the people team ([email protected]) as soon as possible. Where possible, we will aim to reschedule the interview.
Interviews will take place virtually over Microsoft Teams. There will be a panel of two to four people, including the hiring manager for the position. There may be more than one interview panel for senior roles, which you will be notified about.
The interview questions will be a mixture of role specific/technical questions, values and behaviour-based questions that link back to the job description and person specification. For some roles, you may be asked to complete an unseen assessment as part of the interview, or to prepare a presentation in advance.
Usually, the hiring manager will confirm during the interview when you can expect to hear from us. It usually takes one to two weeks.
We offer feedback to everyone we interview. This will come from the hiring manager, either by phone or email.
