Our Hiring Process

We know that hiring is a two-way process, you want to be sure we're the right fit for you and your career goals just as much as we want to make sure you're the right fit for our team. With so many different roles across our business we have a number of different interview and selection tools that help us identify the best person for the role and the team.    Although our process can vary we typically follow 5 key steps, all of which have plenty of time for you to ask questions and learn what you need to know.  Our in-house recruitment team will support you throughout and the recruiter for the role will discuss the recruitment process with you. 

  1. You’ve read our job advert, you're excited by the opportunity to make your mark and so you apply - today!
  2. We'll review your application and if there’s a match, we'll invite you to meet the team so they can get to know you and you can get to know them. 
  3. After interview we provide feedback and if it went well, we'll make an offer.
  4. We complete pre-employment checks and get everything ready for you to start.
  5. You join us and become a valued member of our team.

Our interview process usually includes web and onsite interviews. We may also include a psychometric assessment or ask you to prepare for a scenario or presentation beforehand dependent on the role.  We want to make our hiring process accessible to everyone and we encourage you to speak with us about any adjustments that may help you to perform at your best.  

We often use a tool called Anonymous Application in our recruitment system which removes certain information such as your name and replaces it with a numerical ID until your application gets to interview stage.  This is to help us remove bias from our recruitment process.  You may be asked to repeat some information in your application that is on your CV to enable the Anonymous Application tool to work.  


We are fully committed to supporting people with a disability in applying for our vacancies. If you have a disability and require support throughout the recruitment process we encourage you to let us know what adjustments, you may need.  Some examples of adjustments in our hiring process include, but are not limited to:

  • Support in submitting your application in a variety of formats
  • Ability to bring guide dogs to offices
  • Additional time to complete tasks/activities
  • A Sign Language interpreter
  • Assistance to guide you from your drop off point to our buildings

Make your application stand out

  • Make sure your CV / Resume is up to date and includes your email address and contact number.
  • Tailor your application to the role you are applying to, show how you are a match to the role and any transferrable skills you have.  Include keywords from the job description where possible. 
  • Don't include photos or images - to help us remove bias from our recruitment process we use anonymous application settings in our recruitment system which hides certain information about you.  
  • Keep your application simple.  Focus on your achievements in your roles rather than copy and pasting your entire job description onto your CV. 
  • Give your CV a consistent, clear structure and keep the font consistent throughout.

Top tips for your interview

  • Research AB Agri and the Business Unit the role is based in.
  • Be familiar with your CV and prepared to discuss your achievements and learnings from previous roles.
  • Familiarise yourself with the job description and the person specification, this will give you an idea of what you are likely to be asked about in interview. 
  • Prepare questions to ask the interviewers - remember you're interviewing us as well.  Our interviewers will be happy to share information about the company, our culture, development opportunities, their career journey or any other topic that is important to you.  
  • We often use competency based questions where we'll ask you to tell us about a time you have been in a situation relevant to the role.  It is best to structure your answers using the STARR technique
    • Situation - Set the scene.
    • Task - Describe what your responsibility was in the situation. 
    • Action - Explain what you did and your contribution was to any team projects / situations.
    • Result - What outcome was received.
    • Reflect - What did you learn from this and if you were in a similar situation again is there anything you would do differently?

Be aware of recruitment scams 

At AB Agri we love welcoming new people in to our business and take pride in ensuring this is a smooth, professional and friendly process for all.  Like many companies, there have been times when we have been targeted by employment scams where people or entities are misusing the name of AB Agri to post fake job advertisements.  So, we wanted to reassure you about some things we wouldn’t do as part of our recruitment processes:

  • We would never offer a position without first having held an interview
  • We would never ask for payment for joining our business

All our genuine vacancies are advertised on our website, our LinkedIn pages and via established third party sites and to make sure a job is genuine, check it appears on our careers pages at www.abagri.com/careers.  In fact, why don’t you have a look at our vacancies today, your next adventure might well be waiting for you there and we’d love to hear from you!

If you have encountered a job posting or have been approached with a job offer that you suspect may be fraudulent with any business, please don’t respond or send money or personal information.  If the posting references AB Agri, please do let us know all the details at careers@abagri.com and we’ll get our legal team on it!

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