The cheat sheet for applying to Experian – everything you need to know

targetjobs spoke with Orianne Wightman, senior talent acquisition partner for Experian UK&I Early Careers to find out more about its graduate recruitment process and how to stand out from a crowd.

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What degrees or backgrounds are considered at Experian?

When I say everyone and every degree subject, often people don’t believe me! But it’s true. We focus more on people’s passion and potential vs the specific degree.

Here are just a few examples of our brilliant people and their backgrounds:

  • Ben Woodcock – IT graduate programme 2019 – studied English language
  • Taslim Reza – product manager programme 2019 – studied business management
  • Jack Vernon – application support programme 2020 – studied LLB law
  • Nusrat Kobir – graduate software engineer programme 2021 – studied psychology

What are the different stages in the recruitment process?

  1. Application including CV
  2. Online testing
  3. Video interview
  4. Assessment centre

Are there any technical coding or programming elements to the process?

Surprisingly, no! Many other large employers require you to complete a coding simulation exercise or quiz you on programming languages during an interview – we’re different. And we’re proud to be different!

We focus more on potential and someone’s transferable skills. The only technical element is our online testing where we look into someone’s behavioural alignment to our organisation, tied with a basic level of aptitude.

I’ve made it to the one-way video interview stage; how can I stand out from the crowd?

Firstly, a huge congrats! This is the last big hurdle and often the most challenging. For this element you’ll be asked a series of short questions with a set time limit to respond to these. You will also have the option to re-record your answers.

We recommend practicing the STAR method: Situation / Task / Action / Result. If done well, you’ll be able to explain a scenario and add detail highlighting your transferable skills.

Lastly, if you’re asked why you want to work for Experian, it’s important you can give a genuine and compelling answer (Hint: don’t just mention credit scores; we’re much more than this!)

What’s a common reason people are unsuccessful at Experian?

The final stage of the recruitment process involves a virtual assessment centre. Too often people think they need to be the lead or the loudest character in the room. The reality is that for many recruiters this is quite off-putting. What’s important is people play to their strengths and work together as a collective team effort – win or lose – you have each other’s back.

Why does Experian opt for a virtual assessment centre vs a physical one?

For us, the future is flexible. In fact, 81% of our Nottingham-based employees are on hybrid contracts; this means a blend of working from home and the office.

By sticking to a virtual assessment centre, we allow our managers to continue recruiting the very best talent in a flexible way. It also opens up a ton of opportunities for students breaking down location as a barrier. It’s important to us that everyone has a fair chance to join Experian.

Any tips for someone attending a future assessment centre with Experian?

Give people the space to breathe. Allow everyone to voice their opinion but still keep a clear focus on the task at hand.

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