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The basic entry requirements are the same for all of L’Oréal’s graduate schemes:
There are a number of key competencies that are sought for all of the schemes.
Each scheme also has its own specific competencies which candidates should be able to demonstrate; these are detailed below.
There are five steps to the graduate recruitment process:
The company does not provide details about how long the application process takes. However, previous applicants say that it can take several months even to secure an assessment centre date. This is possibly due to the high volume of applications the company receives (estimates put the figure in the thousands), which also prevents it from providing individual feedback to unsuccessful candidates at the application form stage.
Completing the online application form involves registering with the site and working through a number of sections, a process which takes around 30 to 40 minutes. The form can be saved and returned to at a later date, and the system automatically ends sessions if the candidate has been inactive for more than 30 minutes.
The company states that the application is assessed primarily on the basis of education and work experience. However, it also notes that involvement in extra-curricular activities or relevant industry experience are particularly valuable.
Questions in the ‘graduate questionnaire’ section deal with the candidate’s past experiences and motivation for applying. They must be answered within 150 words.
Not technically part of the application process (but worth considering), the company also runs an online game called Reveal, which allows potential applicants to try their hand at a number of virtual business tasks. It is designed to replicate real-life scenarios in five different L’Oréal departments and aims to identify which area of the business candidates are best suited to. Top performers can win themselves prizes, or even a job interview.
Graduate roles
Applications for the three graduate intakes are open year-round, so there are no application deadlines as such. Applicants can apply either for a specific vacancy or speculatively.
Applicants have the option of deferring their start date, though this is at the company’s discretion. Decisions are based on what the individual plans to do with their time.
Summer internships
12-month placements
There are four interviews in the graduate recruitment process: a first-round ‘exploratory’ interview, a competency interview at the assessment centre, and two final-round interviews with senior members of staff. While all applicants undergo the same interview process, the type of questions asked vary slightly depending on the scheme applied for.
The first-round interview is conducted by a member of the recruitment team, at one of the company’s offices around the UK.
This interview is described on the company’s website as ‘exploratory’. It generally involves questions about personal interests and achievements, as well as some questions about knowledge of the company. Some previous questions have included:
The assessment centre interview, which is often carried out after the other assessment centre activities, is usually a competency-based interview with someone from the business area applied to. It is aimed at gaining a deeper insight into the candidate and their aptitude for the role.
The interview reportedly lasts for around 45 minutes and includes questions such as:
After the assessment centre stage, candidates normally have two final-round interviews; the first with a HR director and the second with a senior business executive (though not necessarily in that order). These typically include more technical questions than any of the previous interviews, so they vary considerably by scheme. For example, marketing applicants may be asked to review product packaging and make recommendations for changes.
Assessment centres are held at various times during the year; the company recruits graduates on an ongoing basis, so dates vary. The assessment centre lasts for one day, and usually includes activities such as:
Up to 16 candidates are invited to each assessment centre. The company notes that candidates are not judged against one another, and that as such there is no competitive element to the day.
Group exercise
This is a group discussion task lasting around one hour. While the subject of the discussion varies (for example, it could be about budgets or strategies), assessors look for evidence of:
The only way for candidates to demonstrate these skills is to get involved; staying quiet ultimately works against them.
Case study and presentation
The case study element of this exercise can take up to two hours, and requires candidates to study a briefing pack and make a business recommendation. The subject of the case study depends on the scheme applied to; for example, commercial scheme applicants have previously been asked to pitch a product line to a new store.
After preparing the case study, candidates are then asked to give a 20-minute presentation on their answer. This is made to a single assessor (usually a senior member of staff), who asks questions about the case study for around 25 minutes.
Psychometric test
The psychometric test is essentially a paper version of the online psychometric test that candidates completed after the application form. This focuses on numerical reasoning, and can be practised in advance.
For details of the assessment centre interview, please see the 'Interviews explained' tab.
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