The way that we recruit is designed to be fair, transparent, and inclusive as well as being an enjoyable experience for everyone involved. You should expect to receive great communication and a warm, welcoming experience.
Every member of staff is recruited exactly the same way, by submitting an application, and if selected, attending an interview, and then hopefully a job offer! We use a recruitment platform called Employment Hero where you’ll submit your application and then you will receive communications from us via email.
Our process allows you to show us your authentic self and gives you a platform to display your skills and knowledge in a welcoming setting. We’ll never put you under any unnecessary pressure, ask you trick questions, or interrogate you in an interview and we’ll support you all the way through our process.
“We want all of our candidates to shine in this recruitment process. Please let us know what we need to do for you to show us your best self” . If you need any adjustment, please contact our HR team by sending an email to: hr@dusa.co.uk.
Application Stage:
Tip: Our roles can be quite competitive, so we recommend applying as soon as possible as we often close applications early!
Unable to upload your CV?
Don’t be discouraged if you have technical issues to submit your application. Send us an email to hr@dusa.co.uk if you need help and our HR Team will help you.
Shortlisting Stage
Once the application window has closed, your application will be scored by a hiring panel of a minimum of two people, depending on the seniority of the role. At this stage, you will be either getting shortlisted for an interview, or at times, you will not be passing that stage.
Applications are reviewed against role criteria by the hiring manager and at least one more person to ensure fairness.
Candidates may progress to interview. Successfully shortlisted candidates will receive an interview invitation letter, which will give you the following details:
Some candidates are not progressed at this stage and will receive a regret letter.
Feedback: We do not offer feedback at this stage, due to high volumes of applications.
How to prepare for an interview at DUSA
STAR Method
Use the STAR format to structure your answers and include clear examples that demonstrate how your skills and experience meet the person specification.
We are not going to tell you not to use AI. It is part of how most of us work now, and we get that.
But we are trying to hire you - not a polished, optimised version of you. Your actual experiences, how you actually think, what you genuinely care about. That’s what tells us whether this is the right role, and honestly, it’s what tells you too.
So, use AI to research, to get your thoughts in order, to take the edge off before an interview. All of that’s fine.
What won’t work for either of us is a cover letter or interview answer that could have come from anyone. We learn nothing, and there’s a real chance you’d end up in a job that doesn’t suit you.
Quick sense-check before you submit anything: does this still sound like me? If not, it probably needs another pass.
On the day of your interview
Arrival
It is normal to be a bit nervous before an interview. You may find it useful to:
When you arrive, you will be welcomed by a member of our team who will let the interview panel know you are here.
For open day interviews, you may be asked to wait in a shared waiting area with other candidates before your interview begins. You will then have a short time to settle before being called through.
Dress Code
We don’t have a dress code for interviews at DUSA. Please wear whatever you want. If you have sensory differences, you are welcome to wear whatever makes you feel comfortable.
Shaking hands
We don’t expect you to shake the hiring panels hands if you don’t want to. Our panel members are asked not to initiate handshakes first, but of course, if you want to shake their hands, go for it!
Notes
You are welcome to bring notes into the interview and refer to them during your discussion.
Drinks
You may bring drinks with you, such as water, coffee, juice or any other soft drinks you prefer.
Selection outcome stage
The selection outcome is decided by the panel based on the answers provided during the interview and a fair assessment of each candidate’s skills, experience, behaviours, and suitability for the role. Interview responses are reviewed against the agreed criteria to ensure decisions are based on evidence and demonstrated capability. The panel also considers how candidates’ values and ways of working support an inclusive and collaborative team environment. The successful candidate is the person who best demonstrates the skills, behaviours, and approach needed to succeed in the role.
Interview Outcome communication.
You will be notified regardless of whether you are successful or unsuccessful via email.
Feedback
After your interview, we are happy to provide feedback to support your experience and future applications if you were unsuccessful.
Where possible, we can share general insights on your performance, including areas such as how well your skills and experience aligned with the role, your responses to competency or scenario-based questions, and how your interview presentation and communication were received.
Please note that we may not be able to provide detailed or question-by-question feedback, but we aim to offer constructive comments that are useful for your development.
We usually aim to provide feedback within 10–15 working days after the interview.
However, during peak business times, it may take longer than usual to review all candidates and prepare feedback. If there are any delays beyond this timeframe, we will keep you informed.
Don’t be discouraged if things didn’t work out the first time – there will be plenty more opportunities, and we would love to see you apply again in the future.