Our recruitment  process

Our Recruitment Process

Our Recruitment Process


Hiring the perfect mix of people to work for Wrightbus helps us realise our goal of being an employer of choice. We want all our applicants to work through the recruitment process with ease and applicant experience is important to Wrightbus. Our team works together to find the right applicants who have demonstrated their exceptional abilities on paper, at interview and during assessment.

Applications should be made through the careers section of our website which will automatically direct you to the application site. On your first application you will be asked to complete a profile, however this will streamline future applications. Once you have completed your profile you will be asked to complete a personal details section, upload your c.v. and complete a monitoring form. Once all of these sections are complete you will be asked to submit your application. All applications must be submitted before the closing date and time to be considered.

Note to applicants:  Every position advertised on our website will contain a job description and person specification please ensure that you read these documents and check that the skills, knowledge and experience required for the position are covered in your c.v. Without this information the recruitment panel may not be able to short list your application for interview/assessment.


Shortlisting is the process whereby a recruitment panel will consider all applications and progress those applications with the correct skills, knowledge and experience to an interview/assessment stage.

Shortlisting will be completed confidentially by the recruitment panel after the closing date and time. The panel will shortlist applicants based on the essential criteria and where appropriate the desirable criteria listed on the Person Specification.

Once the shortlisting has been completed a member from the HR Department will contact applicants to advise whether they have been successful or not. Those applicants who are successful will also receive details of interview or assessment.


Wrightbus completes interviews as its main selection process however, some of our roles will require an assessment stage. This may be due to a technical requirement for the role. If an assessment is required you will be informed after shortlisting is completed. 

Assessment can take many forms to include a practical assessment, a presentation (seen or unseen) or a job based assessment. Depending on the assessment it can either take place before an interview and if successful, the candidate will then be asked to attend an interview or as part of the interview.

At the interview stage the candidate will be met by the recruitment panel who will complete the interview. At the start of the interview the panel will outline the format, identify how long the interview should take and advise the candidate of any further information regarding the role or recruitment process.

All interviews will include competency based questions to test the skills knowledge and experience of the candidate. Once complete the panel will then score the interview and record the scores.

The scores of the interview (and assessment) will then be considered and a member of the HR Team will contact the candidate to confirm the outcome of the interview.

Unfortunately, due to the volume of recruitment Wrightbus cannot provide feedback to candidates on interviews at this time.

Pre-employment checks

If a candidate has been successful for a position a conditional offer letter will be sent to the candidate. The candidate must confirm that it is their intention to accept the position and provide information as part of the company’s pre-employment checks.

Pre-employment checks can include:

  • A New Start Health Questionnaire
  • References
  • Right to work information
  • Qualification checks
  • Criminal convictions check

All candidates must successfully complete all pre-employment checks before a start date will be confirmed. If a pre-employment check is not successfully completed the company may have to withdraw its conditional offer of employment.


A classroom based corporate induction is completed on a weekly basis by all new employees. The corporate induction will take new starts through the company information required to allow them to start their new role. The person will also be introduced into their department and where appropriate they will be paired with a buddy or mentor. 

After this initial induction new employees will receive on the job training and specific job training, where required. This training will be identified and planned by the line manager.  

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