FAQs
Q: Can I send my CV speculatively for
current or future vacancies?
At Sage we welcome speculative CVs for future roles. If you do
not see a role that you feel is suitable on our job vacancies pages
but are still interested in joining us, please send your CV to us
and we'll see if we have a vacancy that matches you.
To apply for a vacancy advertised on this site, please follow
the steps outlined in the advert.
Q: How long will it take to receive
information on how my application is progressing?
For speculative CVs, we keep your details on record for
three months from date of receiving it. If we feel we have a
vacancy that matches the information you have provided, we will be
in contact with you.
For current advertised vacancies, we endeavour to get back to
you within two weeks of the closing date.
Q: What are you looking for in my
application?
When filling in an application from, it's important to put your
best foot forward and make sure the information you give is
tailored to the role you're applying for.
We look for the required skills, experience and/or education as
set out in the job advert against the information a candidate
provides.
We would then shortlist the candidates who have these and invite
them for an initial telephone interview, assessment event or
interview.
Q: What are the processes for
candidates?
Once you have been successful through our initial short listing
of candidates, we use a number of processes to find the successful
candidates for the vacancy:
- The interview - We use competency based
interviews to enable candidates to provide specific examples from
past experience and roles, with information on what you did and
why. This helps us to structure our interviews around the key
behaviours and experience we are looking for in the role. This
ensures we are using the same process and questions for all
candidates involved in the recruitment for the role.
- Additional exercises - We may use additional
exercises such as role-plays, group exercises and presentations.
Role-plays tend to be based on typical situations you can find
yourself in at work, such as dealing with a difficult
customer.
We know how difficult it can be to act naturally in a role-play,
but really try to imagine you're in that situation. Sometimes the
exercises can be prepared - such as a presentation on how you would
approach the role - while others you'll be asked to prepare on the
day.
- Assessment centres – For our large recruitment
areas, such as customer service and sales, we use both interviews
and assessment centres as part of our selection process.
Assessment centres can include role-plays, presentations, group
work, problem solving and other exercises. Again, confidence is
key, along with any preparation you can do before the day.
Q: What are the opportunities for new
graduates?
Unfortunately we currently do not have a graduate scheme,
however that does not mean we don't welcome graduates to apply to
join us. We have many graduates within our business and actively
encourage you to join us.
Q: Will you take up employment
references?
It's essential that we protect our business, customers and our
people. Therefore, we thoroughly assess and check every potential
employee wishing to join our organisation once an offer of
employment has been made.
On our application form we ask for two employment references.
This will involve providing two referees and in some cases proof
of, education certificates, and relevant professional
qualifications. If these prove to be unsatisfactory, we can retract
the offer of employment to the candidate.