How global companies hire, step by step
Updated 4 November 2026
Large employers hire in stages. Each stage is designed to narrow a big pool of applicants cheaply before the expensive, human stages at the end. Once you can see the whole funnel, it becomes much clearer what each step is really asking of you.
Every organisation runs its own version, and the order and names change from one employer to the next. What follows is the common pattern, not a description of any particular company.
The stages at a glance
Not every employer uses every stage. Smaller teams may skip straight from application to interview, while large graduate programmes often use all six.
| Stage | What it screens for | Typical timing |
|---|---|---|
| 1. Application and ATS | Eligibility, relevant experience, basic fit with the role | Days to a few weeks after you apply |
| 2. Online assessments | Reasoning ability, judgement, working style | Invitation soon after applying; often a window of a few days to complete |
| 3. Video interview | Motivation, communication, basic competencies | One to three weeks after assessments |
| 4. Assessment centre | How you work with others, analyse a case and present | A few weeks later; half a day to a full day |
| 5. Final interviews | Depth, judgement, fit with the team and leaders | Often alongside or soon after the assessment centre |
| 6. Offer and checks | References, right to work, background and qualification checks | Days to weeks; checks can continue after you accept |
1. Application and the ATS
Most large employers receive applications through an applicant tracking system (ATS). It stores your details, routes your application to recruiters and can filter by knock-out questions such as right to work, location or required qualifications.
The ATS is less of a robot judge than people fear. In most cases a recruiter still reads the shortlist. But the system does need to read your CV cleanly, and recruiters often search it by keyword, so clear formatting and the language of the job advert matter.
- Answer eligibility questions accurately. A wrong answer can remove you automatically.
- Mirror the key skills and job titles from the advert where they are true for you.
- Use a simple, single-column CV layout so the text is extracted correctly. See our CV guide.
2. Online assessments
Online assessments are the main high-volume filter in graduate recruitment and are common for experienced roles too. There are three broad families.
Aptitude or reasoning tests
Numerical, verbal, abstract (inductive) and logical reasoning questions under a time limit. Employers may interpret results against a reference group, a required standard or other criteria; the scoring approach depends on the test and the employer.
Situational judgement tests (SJTs)
Realistic workplace scenarios where you rate or rank possible responses. The best answer reflects the behaviours that employer values, so reading their published values or competencies helps.
Personality and work-style questionnaires
Questions about how you prefer to work. There is no time pressure and no right answer. Answer honestly and consistently; trying to guess the ideal profile tends to produce a contradictory result.
Some employers now use game-based assessments that measure similar things through short puzzles. The same advice applies: read the instructions, find a quiet slot and take any practice round offered.
3. Video interview
Many employers use one-way video interviews: a question appears on screen and you record your answer within a time limit, with no one on the other end. Recordings are reviewed later by recruiters, sometimes with scoring support from software.
- Expect motivation questions (why this role, why this employer) and competency questions (tell me about a time when...).
- Use the practice question to check your camera, light and sound.
- Structure answers with STAR: situation, task, action, result. Keep the result concrete.
4. Assessment centre
An assessment centre, in person or virtual, brings several exercises together so assessors can see you across different situations. Common exercises include a group discussion, a case study or in-tray exercise, a presentation and one or more interviews.
Assessors typically evaluate candidates against defined competencies, although the final decision can also depend on how many places are available. Focus on showing your skills and contributing constructively to group exercises.
5. Final interviews and the offer
Final interviews are typically with senior people or the team you would join. They go deeper into your judgement, your understanding of the business and whether you would work well with them.
An offer is often made conditionally, subject to references, right-to-work checks, background or credit checks for some roles, and confirmation of your degree. Read the conditions carefully and ask if anything is unclear.
The graduate recruitment calendar in the UK and Australia
Graduate hiring at large employers runs on an annual cycle, roughly a year ahead of the start date. Exact dates vary by employer and sector, so treat this as a general pattern and always check each employer's own deadlines.
| United Kingdom (graduate schemes) | Australia (graduate programs) | |
|---|---|---|
| Applications open | Late summer to autumn of your final year | A main wave around February to April, and many employers also recruit in a second round around July to September |
| Busiest period | Autumn into winter; some sectors such as finance and law fill early | February to April, with further rounds later in the year |
| Assessments and interviews | Autumn to spring | Often during or shortly after each application round |
| Offers | Rolling, from late autumn to spring | Varies by employer; often mid to late year |
| Start date | Commonly between July and October of the following year, often September | Commonly January to March of the following year, with some other intakes |
| Internships | Summer internships recruit in the autumn and winter before | Summer vacation programs (December to February) recruit in the middle of the year before |
- Many employers review applications on a rolling basis and close early when they have enough candidates, so applying early helps.
- Government programmes, law clerkships and individual employers can follow their own calendars. Always check each employer's dates.
- Internships and placements are often a main route into graduate roles at the same employer.
How experienced hiring is different
- Fewer stages. There is often no assessment centre. Expect a screening call, one or two rounds of interviews and possibly a case or task.
- Recruiters and agencies play a bigger part, and many roles are filled through referrals.
- Online assessments are still used, especially at large employers, for analytical and leadership roles, and as a consistent filter when a role attracts many applicants.
- Your track record carries most of the weight, so your CV needs evidence of results, not a list of duties.
- Timelines are shorter. Some processes run from first call to offer in two to four weeks, and an assessment link may arrive with only a few days' notice.
How internal promotion and talent selection work
- Decisions usually draw on performance reviews, manager and sponsor input, and evidence of readiness for the next level.
- For senior steps, leadership programmes and high-potential pools, some organisations add formal assessments: reasoning tests, situational judgement, personality questionnaires, 360-degree feedback, interviews or simulations.
- The format can change from one level to the next, so a test you passed years ago may look quite different now.
- Ask HR or your talent team what the process involves and what support is available. Asking is normal and shows you are taking it seriously.
