Recruitment and Selection Process

Various methods of assessment are used to help the company to ascertain your level of competence in specific areas relevant to the role you are applying for. The information can also be used upon appointment to ensure the appropriate support and development is in place for induction and development plan purposes. We also hope that through the assessments, candidates will be able to learn more about Canon, the role applied for and help determine whether it is the right role for them.

Competency Based Interviews
Competency based interviews are structured interviews using questions designed to assess the level of competencies a person has in line with those required for the vacancy.

At an interview, Hiring Managers will look for examples of what you have done in the past and how you have dealt with certain situations and also what you have learned from those experiences.

Competencies = skills + knowledge + behaviour

For each position within Canon UK there will be a job description/advert listing the competencies required for that role. 

You should be prepared to give evidence at your interview which demonstrates that you have the competency at the level required for the position. By evidence we mean specific examples of your behaviour which demonstrates a specific competency.

Key Tips

• Think of an example, ideally within the last 2 years – explain the context, what you did and why. Avoid complex examples

• Talk in the ‘I’ and not ‘we’ form, so that the interviewers can see what part you played in the example

Work Related Tests
Work related test are tests that can be created to assess someone’s ability to do tasks specific to the role, for example a typing test, in tray exercise, Excel use, telephone role play, technical test etc.  Such exercises can give you a good insight into what type of thing you might be doing in the role you have applied for.

Psychometric Testing
Psychometric tests provide additional relevant information and can aid the recruitment process by ensuring that all candidates are treated fairly and benchmarked against a common comparison group.

Broadly there are two forms of psychometric tests suitable for selection processes

• Those designed to measure performance, such as aptitude, ability or attainment
• Those designed to measure personal qualities such as personality, temperament, values and interests

Tests will only be administered and interpreted by users holding the relevant qualification at the appropriate level.

Presentations
Where the ability to deliver presentations is important for the vacancy, topics will be set for candidates to prepare and present on.  This assesses candidates' verbal communication skills, persuasiveness, and ability to present information.   Presentation topics will also usually be relevant to the role you are applying for and will assess your knowledge or approach in relation to the role.

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