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How we hire
Our Philosophy
We recognise that hiring is a two way street.
We spend so much time of our lives at work you need to make sure that Priory is the right organisation for you as much as we need to evaluate if you are the right fit for the roles we are hiring for. We try to make sure you have a good understanding of the role and build time into our interviews to makes sure you have time to ask questions.
We have set out below some information that may help ahead of your interview. Our process does differ dependent on the role or site, but see below for what you might expect.
We spend so much time of our lives at work you need to make sure that Priory is the right organisation for you as much as we need to evaluate if you are the right fit for the roles we are hiring for. We try to make sure you have a good understanding of the role and build time into our interviews to makes sure you have time to ask questions.
We have set out below some information that may help ahead of your interview. Our process does differ dependent on the role or site, but see below for what you might expect.
Initial telephone conversation
For some of our roles, before diving straight into an indepth more formal interview, it may be that you are invited to have an initial telephone call. This will either be with someone from the site you have applied to or from our central talent acquisition team. During the call we’ll discuss the role with you in more detail and share information about the team you would be working with and Priory, more broadly. We’ll also assess some of the the key skills we need for the role be that any necessary professional qualifications and any core technical/clinical skills.
Interviews
Our interview process will typically be a one or two stage interview. It’s an opportunity for us to get to know each other and work out if we are the right fit. We follow a structured approach to interviewing. Each candidate is asked the same set of questions to help us make sure that we are as objective in our assessment as we can be. You’ll see that our interview team will likely be making notes as we go through the interview so that they can reflect in what you have discussed at the end of the interview so that they can fairly assess the degree to which you meet the criteria for the role you have applied for.
Reasonable Adjustments
Please note that when you receive your interview confirmation you will also be asked if you require any reasonable adjustments for your interview. We are always happy to discuss how we can support you through the process and make sure you are set up for success and have the best possible experience.
The use of AI
We understand how helpful AI can be and we value the part technology can play at Priory. However, when it comes to interviewing we want to engage with each other authentically and understand if we are a good fit for each other. This means AI tools are not permitted for use during interviews.
Leadership positions
If the position you have applied for contains the words: Manager, Head, Director or Chief, it will be a leadership role. The following roles are also classed as leadership roles:
- Career Development Specialist
- General Counsel
- Group Financial Accountant
- Healthcare RRIT Lead
- HR and Resourcing Lead
- HR Business Partner
- Infection Prevention and Control Lead
- Lead Talent Acquisition Partner
- PBS Lead
- Principal Psychologist
- Regional Mental Health Law Lead
- Senior Management Accountant
- Senior Onboarding Co-ordinator
- Senior Project Manager
- Senior Solicitor
- Team Lead
- Therapy Lead
Interviews for leadership roles
Leadership roles are typically a two stage interview process where we will be assessing you against our leadership behaviours. These are a values-driven set of key behaviours that defines what great leadership looks like at Priory - shown in this graphic.
We will ask competency based questions relating to leadership behaviours as part of the assessment. We typically focus on the 3 or 4 that will have the highest impact on success in the role during the first 12 months. To help you prepare we recommend that you review the role profile and the job advert and think about which leadership behaviours will be most important. Then think about a couple of examples you could share during the interview where you have shown particular strengths in that leadership behaviour.
We will ask competency based questions relating to leadership behaviours as part of the assessment. We typically focus on the 3 or 4 that will have the highest impact on success in the role during the first 12 months. To help you prepare we recommend that you review the role profile and the job advert and think about which leadership behaviours will be most important. Then think about a couple of examples you could share during the interview where you have shown particular strengths in that leadership behaviour.
