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Hiring process
How to apply
We’re always looking for people who can bring new perspectives and experience to our team.
We want people who put the client first, and do the right thing. If you’re looking for an employer that values your unique perspectives and ideas, your skills, your curiosity and passion, as well as being committed to helping you in your career and provide fresh challenges, we could be your next career move.
Ready to apply?
Applying for a role
You can search for roles by location, business function, job category or keyword. Once you find a role that interests you, create an online application and attach your resume/CV. You can also create a job alert to be notified of future roles and review the status of your job application.
If you apply the below tips this will help our talent acquisition team to easily see how your skills and experience meet the requirements of the role.
We’re a global team who work together to find the best talent for our opportunities. As a result, you may be contacted by one of our recruiters who may not be located in a different country.
Top 3 tips to get our attention
- Make sure you’ve tailored your resume/CV for each role you apply to, by highlighting relevant skills, experiences and achievements.
- Qualify your achievements with data. For example – you introduced a strategy that increased sales revenues by 30%. You recommended operational efficiencies that saved 20% business costs. Make achievements credible and metric driven.
- Keep your resume/CV clear and concise. Prioritise the most important information at the top. Use a simple, clean layout, using bullet points. Try and keep to two pages for easy reading. Little details count, so make sure there are no typos or formatting errors.
Phone screening interview
The next step after reviewing your resume/CV, if successful or if your skills match you maybe invited to a telephone screening interview. This will be a conversation with the Talent Acquisition Partner who is leading the hiring project. During the call they’ll want to learn more about your skills, competencies and motivation for the role.
After the call, we’ll let you know if you’ll be moved through to the next stage in the hiring process.
5 ways you can prepare
- Take time to learn more about Standard Chartered, who we are, how and where we operate.
- Read our financial reports to see how we’re performing.
- Follow our social media channels to stay up-to-date on company news.
- Do you know anyone who works at Standard Chartered? Ask them to share their experience of working here. You can also read some of our employee stories.
- Learn more about our purpose, how it shapes what we do every day.
Unfortunately, we’re not able to provide all candidate with a personal response. If you’re unsuccessful for an opportunity, we will encourage you to sign up to our Talent Network to hear about future opportunities.
Valued Behaviours Assessment
We use a Valued Behaviours Assessment to help us understand how consistently you demonstrate our Valued Behaviours which are: Never Settle, Do the Right Thing and Be Better Together. They represent the standards of behaviour we expect everyone in Standard Chartered to live by.
What to expect?
- Some questions may ask about your work style. Try not to overthink them or spend too much time on any one question. We want to get to know the authentic you, as there are many types of successful people at the Bank.
- Before starting your assessment, carefully read any information provided, since things like timing, deadlines, and assessment types can vary depending on the team.
- Read more about our valued behaviours.
- After completing the VBA, applicants are shortlisted and suitable candidates will be selected for interview.
Virtual or in-person interview
Interviews are a great opportunity for us to get to know you better. There are no right or wrong answers, the aim of the conversation is to determine if we’re a good fit for each other.
During interviews, whether in-person, or virtual, interviewers will ask you skills and competency-based questions. They will be open questions, that focus on work challenges or situations you’ve experienced.
We’ll be looking to understand how you are:
| Grow Self | Action orientated taking on new opportunities and tough challenges, with a sense of urgency, energy, and enthusiasm. Collaborates and builds partnerships to work collaboratively to meet shared objectives. Courageous, stepping-up to address difficult issues and say what needs to be said. Client focussed, nurtures and invests in relationships and delivers client-centric solutions. Instils Trust – gains the confidence and trust of others, through honesty, integrity, and authenticity. Nimble Learning – continuously learns from success and failures and through experimentation when tackling new problems. |
| Grow Others | Decision Quality – makes good, timely decision that keep the organization moving forward. Vision and Purpose – articulates a compelling vision and strategy, motivating others to take action. Clarity and Guidance – provides clear direction and delegation to others, removing obstacles to help get work done. |
| Grow Bank | Manages Ambiguity – operates effectively, even when things are not certain, or the way forward is unclear. Strategic Mindset – see’s the big picture and future possibilities, translating them into strategies and actions. |
Interview structure
To help structure your responses during the interview, consider using the STAR methodology. This approach can assist you in delivering clear and organised responses to the questions.
- Situation – Describe the context or challenge you encountered.
- Task – Explain the task or objective that needed to be accomplished.
- Action – Detail the specific actions you took to address the situation. Emphasise your individual contributions by using ‘I’ instead of ‘we’.
- Results – Describe the outcome of your actions and the business impact it had.
5 tips for giving a great answer
- Practice using the STAR methodology
- Prepare specific examples to highlight your skills and experience, including instances of personal growth, risk-taking, and lessons learned from mistakes
- Provide well-structured answers with examples using data or metrics where possible
- Ensure each answer has a clear beginning, middle, and end
- Be prepared to answer a follow-up question
Interview planning
Our interviews usually last around 60 minutes, though this may vary depending on the role. Below is an outline of the way an interview is typically structured.
- Introduction from the interview panelists. Approximately 3 minutes.
- Role structure and team overview: The interviewers will describe the role, team structure and impact the role has on the Bank, for about 5 minutes.
- Your introduction and high-level summary of your career experience, which should take around 5 minutes.
- Skills and competency-based questions: This segment will involve questions aimed at assessing your skills and competencies, lasting approximately 35 minutes.
- Questions you would like to ask. You’ll have about 10 minutes to ask questions you may have for the interviewers.
- Interview wrap up and next steps. The final few minutes will be reserved for wrapping up the interview and discussing next steps.
A few days before the interview
- Check the date, time, format and location of the interview.
- For a video format interview, the conference will be emailed by your recruitment contact.
- Your interviewers will be confirmed in the interview invite.
On the day of the interview
Our interviews usually last around 60 minutes, though this may vary depending on the role. Below is an outline of the way an interview is typically structured.
- For a video interview, make sure you’re in a quiet space, put your phone on silent, have a glass of water to hand, and test audio and video equipment.
- For an in-person interview, calculate travel time, arrive a few minutes early to get your bearings and silence your phone.
- In most of our offices people wear everyday clothes, whatever you’re most comfortable in, not forgetting you’re in a professional environment.
- Interviews will be competency based. Read more
- Interviewers will have a copy of your CV/Resume. We recommend you have a copy as well.
- Duration: Usually 1 hour
After your interview
Expect to hear back from us at the latest within 10 business days. If you don’t, feel free to reach out to us.
Further assessments
You may be asked to take part in job-related assessments depending on the role you’ve applied for. Your Talent Acquisition Partner will support you through this process.
Selection and Onboarding
After your interview, we’ll advise you on next steps. We evaluate all candidates carefully and will extend an offer to the individual who best meets the role requirements and our organisational values.
If successful, you’ll receive a formal offer, detailing your role, terms of employment and next steps. Please review the offer thoroughly, including compensation and benefits.
Upon acceptance, we’ll prepare your onboarding experience.
This will include pre-employment checks on the information you’ve provided – employment history, education certificates etc. Our goal is to make you feel welcomed and set you up for success.
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FAQs
Learn more about how our recruitment process works, read through our FAQs.
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