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Helpful Info

FAQ – Applying for a Role

September 8, 2017 | By | No Comments

Good afternoon, Friday has come around again already, which means it is time for another blog. Also as it is Friday, it means planning what to do this weekend, does anyone have anything exciting planned? Most of us in the office are going to have a relaxing weekend catching up on a bit of tv, having get togethers with family/friends, and a bit of shopping.

Onto the blog, we regularly get asked the same questions by candidates when they are applying for roles, so for this week we thought it would be helpful to put together some frequently asked questions for everyone applying for roles through us.


Do I need to hold the relevant security clearance to apply?

BPSS and Disclosure Scotland – You do not need to hold these clearances to apply, you will go through these clearances during the on-boarding stage. If you are successful, we recommend applying for Disclosure Scotland at interview stage to avoid any delays during the on-boarding process.

CTC & SC – It depends on the client as some will put you through the clearance once you have been offered the position, others would prefer you to hold the clearance at application stage.

DV – It is preferred that you hold this clearance at application stage.

If you would like any further information on Security Clearances, click here.


Is there any movement on the rate?

Unfortunately, there is no movement on the max rate that is advertised. The rate will be decided by the client depending on the budget that is available in the department.


Would they consider an alternative location?

We will advertise the locations that are available for a role. The majority of roles are only offered at one location, although some do offer a choice. If a role has a choice of multiple locations, please state on the application form or inform the recruiter which is your preferred choice.


The closing date has passed, can I still submit an application?

Unfortunately, we cannot submit applications once a closing date has passed. Our online portal closes the role and will not allow us to submit any more applications.


How do I know if this role is Inside or Outside IR35?

The IR35 status will be displayed on the job posting on our website and within the job specification.


Can I use my Limited Company if the role is Inside IR35?

Unfortunately, since the IR35 legislation was updated for contractors working in the public sector back in April 2017, you can no longer use your own Limited Company. If the role you are applying for is Inside IR35, the 2 operating methods you can use are Umbrella or PAYE. For more information on what Operating Method to use, please click here.


Do you offer a referral scheme?

Yes, we do offer a referral scheme. If you are sent a role but it is not quite right for you but you know someone who may be interested, either send an introductory email to us and your referral, or send us their CV or contact details and we will do the rest. To find out more about the referral scheme, click here.


We hope the answers above have been helpful and if you have any other questions, please feel free to comment below, drop us an email, or give us a call and one of the team will be able to help.

Remember all of our roles are advertised on our website and on our LinkedIn page, so don’t forget to follow us so you don’t miss out on any updates.

Enjoy your weekend.



Interview Availability

May 5, 2017 | By | No Comments

Another Bank Holiday down and we are quickly back round to the end of week ritual of the Blog, I hope the short week was as enjoyable for you all as it was for me. After discussing (Read: heated debate) with the team about what we wanted to be the topic of this week’s blog we came to Interview availability. This may seem like a strange topic to have as a choice for the blog but we want to ensure that anyone that we put forward has the best chance to securing the role.

The first point at which Interview availability comes up is right at the start with the application for the position. There is a spot in the application form for filling this out, alternatively if you have been contacted by one of our recruiters they may ask for these details over the phone or by email. This may seem to be an easy question to answer but it is important to note all the dates and times when you are unable to attend an interview for the next 4 to 6 weeks. This can range from holidays, festivals, appointments or business meetings, though this is far from an exhaustive list (if anything comes up in the interim between the application and the interview, please let us know so we can pass on the changes). When considering what days and times are off limit for an interview, it will also be important to consider the location of the role as travel time will need to be taken into account for availability.

When you receive an offer for an interview we will give you the details for the interview, such as date, time, location, interview type and who will conduct the interview. Sometimes there may be a conflict with the date and time for the interview, in cases like this we would strongly recommend that you try to keep to the original interview slot. The reason for this comes to the fact that the original interview time slot has to be declined in order to request a new date and time. In some cases if the hiring manager is unable to re-schedule, the original interview request will have disappeared and the interview will now be unavailable. We don’t want this to happen to candidates, so we recommended accepting the original time slot offered.

A main reason why interviews are difficult to rearrange is the Hiring Manager would have arranged a date and time which ensures that their meeting rooms and the interview panel are available at the same time. This would have taken into account the details that were submitted by you in your application. Another reason is that some Hiring Managers like to interview the other candidates before making a decision on re-arranging an interview. In this case if they find a candidate they think is suitable for the role in the original interview time slots offered, they can offer this candidate and not re-schedule other candidates.

This isn’t to say that interviews cannot be rearranged at all, it is just that there is an element of risk that is involved with doing so and we would like to give you the best chance of securing a role. With this overview on the interview availability we hope that it creates a smooth process between application to offer. If you have any questions about what we have covered today or if there is anything in particular you want to see in future blogs, let us know in the comments.

Warm Regards,



April 21, 2017 | By | No Comments

Welcome back to the EGB Blog, we hope that you had a nice Easter and that work is treating you well. The long weekend was nice but we are all getting stuck back into work and the roles are flying. This week on the blog we are taking a look at References, including what information we need, how to provide them and how to source them.

When you are offered a role through EGB, as part of the on-boarding stage we are required to carry out a BPSS Security Check. As part of this check we need to confirm employment history so we will need to gain professional references for any work that you have carried out in the last 3 years. The references that we require is evidence that you have performed the work that is stated on your CV. We would be looking for someone that we can contact that would be able to confirm this. This should be either your line manager or a member of the HR department.

It would be useful if you have all your reference details ready at interview stage. While they are not required for interview, once offered we have 48 hours to collect the on-boarding documents which include the references. Therefore, as soon as you have accepted the offer we would need to start obtaining references as some referees can take a while to respond. As with all references, it would be an advantage if you could make sure that the person that would be providing a reference is aware that they will be asked and will be expecting a call from us.

The references can be either a completed EGB reference form, a reference on company headed paper, or stated in an email. The most important part of the reference is that they provide the start and end date of the time you were in this position, which would include both months and years. The referees must also provide their name, job title, and address within the reference.

Unfortunately, we cannot accept references which have been provided to other companies or agencies, we would need to secure these references ourselves. However, if we have retrieved references for you previously, we can use these references later on a future contract.

You may also be required to provide personal references at interview stage if the position is with certain government departments. In this case, you would need to obtain 2 personal references from someone you have known for at least 5 years. We will provide you with the form that is required for these personal references.

We hope this look into references gives you an idea on what to expect and how to go about collecting or giving reference details. If you have any other questions let us know in the comments below or give us a call on the normal contact details. Perhaps you could suggest something that you would like to see in future blogs and we will endeavour to cover it when we can.

Warm Regards,


The EGB Application Form

April 7, 2017 | By | 2 Comments

Friday has rolled around again and comes with it another blog and the weekend. It certainly looks like it will be a nice weekend for us, we have had fantastic weather recently and hope that it continues. This week’s blog is going to take a look at the application form that we use for our roles and how it should be filled out. I am sure that many of you will already know it quite well but a quick helpful reminder can never hurt!

The first section of the application form is the job description which provides a breakdown of the role, so this includes the role duties, tasks, and the experience and skills that are required. You may have noticed that in this section we have also started to include that IR35 status of the role, so you can see whether or not the role is inside or out of scope of the regulations. Below the job specification is where the application form actually begins, we have tried to make this as straight forward as possible and will go over each heading below.

Full name – In this box we are looking for your full name as stated on your passport. This is important as if you are successful the security checks and system work on your official name.

Requirement applied for and Requirement ID – These should already be filled in on the form, but if you want to apply for a couple of roles, make sure the role ID is correct on each application form.

Notice period – This one is straight forward enough, the amount of notice you are required to give your current employer before leaving your current position.

Interview availability – In this area is where you fill out your availability for an interview such as any preferred dates and if there are any days that you will be unable to attend an interview. It is important that you are thorough with this as interviews cannot always be rearranged. So think over all things that would make you unavailable over the short term, such as meetings, appointments, holidays, etc. and make a note on the application form.

Candidate’s intended operating method – This is where you can indicate how you will be providing services to the company. This can be done as Limited Company, under an Umbrella Company or as a PAYE Employee (depending on IR35 status). Simply put in which type you would like to use (you can find more information on operating methods on our blog post here).

Candidate’s Required Day Rate – For this heading you will need to write down your required day rate for the role you are going for. We always recommend going a little bit under the max rate so that you will look more competitive compared to other applicants.

Holidays / Short Breaks / Festivals / Unavailable dates – This is more conventional in letting the hiring manager know of days that you will need to have off over the course of the contract. Please include anything you would have put for the interview availability just in case that the turnaround is quick on the role.

Date of Birth – For this we simply require the day that you were born. For example, if you were born on the 27th of January 1970 the number would be 27.

NI Number – For the National Insurance number we only require the last three characters. If your NI number is QQ 12 34 56 C, we would need 56C.

Please state level of security clearance held and expiry dates if applicable (i.e. BPSS/CTC*/SC*/DV*) – There is a sub form to fill in for your Security Clearance level. If you hold CTC, SC, or DV please state what company or government department holds the clearance, the date that you left the role that holds/held the clearance, your nationality (including dual nationalities), and your place of birth. This helps the hiring manager know if you already hold clearance as some positions require you to already have the clearance, whereas others will put you through the clearance if you are the right fit.

Suitability Statement – The final section on the application form is the Suitability Statement which will give you a place to write a small response to demonstrate how you meet each experience point. This section is important as it can show what previous experience you have gained from other contract positions and showcase any qualifications/certifications that you have obtained which can make you stand out for the position you are applying for.

And that is the EGB Application Form, hopefully this will help you in future with filling out our applications. If you have any further questions either leave a comment below or give us a call and we would be happy to help.

Warm regards,


IR35: In scope or Out of Scope

March 31, 2017 | By | No Comments

We are nearly a quarter of the way through the year, time seems to have really moved fast this year. We take it as a sign of a busy office and everyone is hard at work getting roles out there and getting contractors into the positions. As is typical of this time of year major changes come at the start of the financial year, this year was no different with the major changes to the budget and the changes to IR35. The latter of which we will take a little look at in the blog today.

The current proposed changes to IR35 have created quite a stir with opinions varying quite a lot, though one of the largest problems is that there hasn’t been a clear-cut announcement of what is going to happen. While there is still quite a bit of confusion when it comes to IR35, we have recently started receiving the status of the roles we are posting out. On our job postings you can expect to see whether a role is In or Out of scope of IR35 and this will determine what operating method is accepted for that particular role.

If a contract is deemed Out of Scope of IR35, the whole process will be exactly the same as it was previously. Your application for a role can be submitted as a Ltd Company engagement along with Umbrella and PAYE, so you can choose which ever method suits you best. If you are unsure which operating method would suit you best, you can read our previous blog on operating methods here.

If a contract is In Scope of IR35 there will be some differences on how the contract will be undertaken. Most roles we receive will only take (If deemed under IR35) Umbrella or PAYE engagement from contractors. This will require either for you to go use an Umbrella company or go down the PAYE route through EGB. If you are applying for a role through us which is In Scope of IR35 and you choose to go under an Umbrella company but are unsure who to use, just let us know and we can put you in touch with our partner Umbrella company who will be happy to have a chat with you.

Hopefully in one of the next couple of blog posts we will be able to provide a more in-depth look into IR35 and outline how the changes will affect you and the roles we offer. With everything you have seen so far, what is your opinion on IR35? We would love to know, so please post a comment below.

Warm Regards,


Operating Methods: LTD, Umbrella and PAYE

March 24, 2017 | By | No Comments

Being a contractor there are a few ways that you can be paid for the work you carry out. These options break down to working under your own Limited Company, working through an Umbrella Company, and going PAYE under the agency that is placing you. In this week’s blog, we will be going through using each of these operating methods and what the benefits and disadvantages of using each of these are.

With the new changes that have been implemented with regards to IR35, if a role is in scope of IR35 the only operating methods that will be accepted are using an Umbrella Company or going PAYE. If the role has been confirmed as out of scope, all three operating methods can be considered.


Limited Company

Operating under your own Limited company requires having your own business and a business Bank Account. The main benefits of operating as a LTD company is that it is the most tax efficient method as a contractor. This is due to the way that the income is handled for a Business as compared to a direct employee of a company which overall saves money. Operating through a LTD company comes with a level of paperwork and planning which must be undertaken. Quite a few tasks can be offset to an accountant which is generally recommended when operating as a LTD Company. An accountant can also help with the initial setup of the business as well as managing ongoing accounts and Taxes.


Umbrella Company

Operating through an Umbrella Company essentially means becoming an ‘employee’ of a third-party company who bills the client of the contract. This is a relatively hassle free option for a contractor as the payments received from the Umbrella Company would have been subjected to Tax and NI prior to receiving it. As a new contractor this is a quick method to start as there is no setup time like there is for a LTD company.

The main downside of operating under an Umbrella compared to a LTD company is that you take home less pay and there are fees for using an Umbrella company. Though with the update to IR35 this option is quickly becoming the best paid option for roles that are in scope of IR35.



Operating under PAYE is essentially becoming an employee of the agency that you are taking the contract with and the employer deducts tax and national insurance contributions from your wage. PAYE is the most hassle free of the three operating methods as you do not need to do any paperwork as when you receive your payslip, everything is done for you. Although you receive additional benefits by going PAYE, most contractors prefer to use an Umbrella Company or going through their own Limited company as they will receive a higher income.


We hope this week’s blog has been helpful on what each operating method consists of. If you are unsure what option would be best for you, give the office a call and we will be happy to help. With the new IR35 changes that have been implemented, if this has meant that you will not be able to use your Limited Company as a role has been declared in scope of IR35, we are partnered with an Umbrella company that will be happy to have a chat with you about the benefits of using an Umbrella company. Just let us know and we can put you in touch.


We would love to hear your thoughts on what you feel has been the most beneficial operating method for you, so leave a comment below.


Have a great weekend!

Warm Regards,


Improving your LinkedIn Profile

March 10, 2017 | By | No Comments

For this week’s blog we decided to return to the recruitment help topics and decided to take a look at LinkedIn. When we recruit for roles we use many tools to help find the best people for the positions available. One of the tools that we use is LinkedIn, I am sure you are already aware of and use LinkedIn. While it is very useful for both recruiters and those seeking work, there are a couple of things that can be done to give the highest chance of being found by recruiters. So below we have put together a couple of points that will help raise your LinkedIn profile’s chance of being found.

1 Make use of your LinkedIn headline

The LinkedIn headline defaults to your latest position held, while this does provide some information usually this can be found within the profile anyway. The headline has a 120 character limit and should be used to help find you within LinkedIn’s search functions. A good way of doing this is to include the roles, industries, and keywords that would be searched for when looking for someone to fill the sort of positions you are looking for.

2 Making use of the Summary

The summary should be as its name implies, a brief summary of your profile covering over key points and maybe things that aren’t included elsewhere. A good summary will help recruiters see if you are a match, either encouraging them to reach out or can save you time as they can see the role isn’t for you. If you are predominantly a public sector worker, having things like the level of Clearance held can make you a more attractive candidate to recruiters for roles with high levels of Security Clearance.

3 Ensure Contact Details are Available

If you are using LinkedIn to help in the prospects of being found by recruiters for your next position it is important that you make yourself easy to contact. Filling out the contact details section on your profile will increase the chances of you being contacted in time about a role, additionally put your contact details in your profile summary or add your mobile number to the header. Whatever the method you choose, it will increase the chances of being contacted.

4 Ensure the right Industry is set

Within your LinkedIn profile you would have set the industry that you work in, it is important to make sure that this accurately represents you and the positions that you are looking for. As there can be a long list of potential candidates that a recruiter can view, the difference between being in “Information Technology” and something more specific like “Computer Networking” or “Computer Software” can mean the difference between being contacted or not.

5 Experience and Education

Now this part may seem like a given but it is important to ensure that your Experience and Education sections of your profile are accurate and up to date. You can save yourself some calls from recruiters if you have your current position at the top of your profile and put in the length of the contract in the description so we know when you will next be available. It would also be beneficial to translate specific role titles into something that would be searched for, such as Project Manager, Mechanical Engineer, or Business Analyst etc. as these are more commonly searched for. Also Ensure that all your professional qualifications are included, as certifications like Prince 2 and ITIL are becoming increasingly common and these can make you stand out.

6 Showcase your skills

Very similar to ensuring that the industry is set correctly, it is important that your skills showcase is just as well looked after. Even within your industry there could be further break down or specialisations where your skills could highlight how you are more suitable for a role than another candidate.

We hope that these pointers will help you to secure a position soon, or at least helps you get more connected. If you have your own tips for LinkedIn let us know in the comments below, we look forward to hearing them. As always keep an eye on the jobs page and our social media accounts to see the latest roles from us. And tune in next week for our next blog.

We wish you a great weekend!

Kind Regards,


The 5 levels of Security Clearance

February 17, 2017 | By | 8 Comments

We wish you a warm welcome back to our blog and hope you have had a good Valentine’s day. This week we are following on from our contract help posts with a look into the types of Security Clearances and how to obtain them. All of the roles that we advertise require at least the most basic level of clearance so it may be worth getting cleared if you are looking at roles through us. There are 5 levels of clearance that we deal with and you can see the details of them below:

DBS/Disclosure Scotland – This is a basic security check that’s main use is to disclose any unspent convictions to an employer during the application process. If you are working in England or Wales, you will need to have a ‘DBS’, if you are working in Scotland, you would need a ‘Disclosure Scotland’. Applying for the basic DBS/Disclosure Scotland costs £25.00 (at time of writing). This is a clearance that would be applied for by yourself through their websites:

DBS – or

Disclosure Scotland –

We highly recommend that if you are looking for a contract through the CL1 framework that you secure this clearance first. This will ensure there are no delays with the on-boarding process as it can take up to 10 working days for the DBS/Disclosure Scotland to come through after application. From date of obtaining the clearance it will last for one year for use through the CL1 framework, so can be used for any roles applied for, in the CL1 Framework, for that period.

Baseline Personnel Security Standard (BPSS) – BPSS is not a security clearance but the minimum background screening check used for positions that would be working with or for Government Departments. Similar to DBS/Disclosure Scotland it will check for any unspent convictions, though is slightly more expansive. The BPSS will run through four main areas; an Identity check, Nationality and Immigration Status, Employment History and a Criminal Record check for unspent convictions.

This is not something that will need to be applied for, as this is something that EGB will carry out during the onboarding process.

Counter Terrorist Checks (CTC) – A CTC is used to check if a person potentially has connections to Terrorists organisations or may be vulnerable to pressure from such organisations.  This is usually used in roles that require access to Sensitive information, public figures or governmental and commercial establishments that are considered vulnerable to Terrorist organisations. CTC clearance is obtained through sponsorship from the employer and will be carried out before access to site is granted.

The CTC clearance process includes:

  • BPSS clearance
  • Completion of a CTC questionnaire
  • Departmental/Company Records Check
  • Checks against UK criminal records
  • Security Service Check

CTC clearance generally requires a minimum of 3 years’ residence in the UK as well as passing all the previous checks. Once completed CTC Clearance is valid for 5 years, though it is possible for periodic checks to be made if there is a change of circumstances.

Security Clearance (SC) – SC is the most common vetting process used in the UK and covers a wide range of roles. SC is used for roles that require substantial access to secret information and assets and occasional access to top secret information and assets. SC Clearance, like CTC, is obtained through sponsorship of an employer. SC will need to be obtained before access will be granted to the employer’s site.

The SC process is similar to CTC and includes the following steps:

  • BPSS clearance
  • completion of a SC questionnaire
  • Departmental/Company Records Check
  • Criminal Record Check
  • Credit Reference Check and Security Service Check
  • Security Service Check

Gaining SC generally requires residence in the UK for 5 years. SC Clearance will last for 5 years before it needs to be renewed and can be transferred between roles. SC clearance will lapse if the clearance is not used over a 12 months’ period.

Developed Vetting (DV) – DV is the highest level of security clearance within the UK and is used for positions that require substantial unsupervised access to Top Secret assets or for those working in intelligence or security agencies. DV like the two previous clearance levels, is obtained through sponsorship of an employer. DV clearance will need to be obtained before access will be given to the site of employment.

The DV process is the most in-depth of the clearances and include the following steps to obtain:

  • BPSS check
  • Criminal Record Check
  • Departmental/Company Records Check
  • Completion of a DV questionnaire
  • Credit Reference Check and review of personal finances
  • Security Service Check
  • Check of medical and psychological information provided
  • Subject Interview and further enquiries, which will include interviews with character referees and current and previous managers.

DV Clearance will last for 5 years before it will need to be renewed and will lapse immediately once the role has been left.

We hope that this break down of the clearances gives you a stronger of understanding of what Security Clearances are available and what sort of roles they will be used for. If you have found this post helpful, let us know as we appreciate the feedback. If there is anything that you want to see in our blog or have any comments in general post them below or get in touch using the information here.

Wish you a great weekend,

Warm Regards,


Preparing your CV – Top Tips

February 3, 2017 | By | No Comments

Now that January has come to a close and we are moving into February, we hope you have settled into the new year well. As a follow up to one of our recent blog posts which detailed our application process, we decided to come up with a few tips to help prepare your CV for new positions. It is important to make the most out of every tool you have when applying for roles, as it could be a small difference between potential candidates that changes who is successful. With this in mind we have pooled together some ideas on how to make your application as strong as possible.

Tailor your CV to the Role
Having a generic CV for all positions maybe easier to maintain but loses out against CVs that have been aimed for the role you are applying for. If you can match your CV to the role, you instantly give the hiring manager exactly what they are looking for and look stronger when they compare CVs. Give the Job specification a good read and once you have a good grasp of what they are looking for, you can focus on getting your previous experience and skills represented within your CV.

Ensure Keywords are included
When tailoring a CV, it is important that you include the relevant Keywords for the role you are applying for and add strong skills in your repertoire. As hiring managers will have a large quantity of CVs to process, ensure the skills they are looking for are easy to find and this will help you stand out. The side benefit of having a CV that has been keyword optimised, is that it makes it easier for recruiters like us to find roles for potential candidates.

Error Checking
It is important to ensure there are no mistakes in your CV, as this can greatly hurt your chances of getting through to the next stage. Considering that the hiring manager may receive a large quantity of applications for any position, making mistakes in a CV could mean an application being rejected. These sorts of mistakes can come about in multiple ways such as Spelling, Grammar and incorrect information. Even with most Word Processors coming with spell check they may not always catch everything. To combat this, we recommend proof reading your CV before submitting it so you can be confident that it is a strong flawless CV.

Formatting your CV
When you are creating your CV it is important that you create a consistent style through the document. Inconsistent or changing styles can come across unprofessional or seem like a mistake in the creation of the document. It is also important that the style is kept professional, as while a flamboyant style may help your CV stand out, it could count against you.

Quantify your achievements
When adding previous experience to CVs, most will outline previous achievements and give vague overviews of what was completed. It can be far more impressive and easier for the reader to understand the impact if they can quantify the level of success or task carried out. If you have managed projects, what was the value of the project? If you managed to reduce costs, by how much? etc.

We hope you have found the tips above useful and hope it gives you all the success when applying for your next position. If you have any tips of your own tips or have any thoughts on the tips we have listed please leave a comment below. As always, if you would like to have a chat you can call us on 01633 548400 or contact us here. You can keep up to date with the latest roles through EGB by following our social media accounts: Twitter, Facebook and LinkedIn.

Have a great weekend.

Warm Regards,


Our Application Process

January 20, 2017 | By | No Comments

I hope no one was too affected by the snow last week, luckily it skipped over us and we just had a sprinkling. Whilst you may be stuck in the house due to the snow and cold weather, why not apply for a new position. There are many different ways to apply for positions, so we thought we would give you a run through of the application process for the roles we advertise.


Where to Find the Roles

When we receive a new role we put it up in four places to give those looking the greatest potential to see the new roles. First and foremost you can find all the roles on our website here. The website lists the basic details for you, so you can decide whether or not this is a role of interest. You can also find our latest roles advertised on our social media accounts; TwitterFacebook and LinkedIn. So follow us on one or all of those accounts and you should never miss a role from us.

Enquiring about a Role

So you have found a role you may be interested in and you want to find out a little bit more information about it? You can give us a call on 01633 548400 and talk with our recruitment team. Just ask for the assigned recruiter listed on the job page and they will run through the role with you and see if you are a good match. Alternatively if you are already part of the EGB network one of our recruiters will contact you about roles we think maybe a good fit.

Going forward for a Role

If the role checks all the boxes and you want to be considered, the next step is to fill out the application form and suitability statement. If you have spoken to one of our recruiters at this point, they will have supplied you this via email or you can download the form from our website. Along with the application form it is important for you to send over a CV that you have tailored to the role, this increases your chances of being shortlisted.

Application Submitted

Once the application form has been completed and sent back to the assigned recruiter with a tailored CV, the recruiter will confirm we have received your application and let you know if we need anything else. We will then process the application and the recruiter will update you when it has been submitted. Once submitted it usually takes 48 hours for the application to come back as shortlisted or unsuccessful. In the unfortunate event that you are unsuccessful, the recruiter will be in touch to provide you with feedback.

You have been Shortlisted

If your application has been shortlisted, it means that it has made its way to the Hiring Manager where they will pick which candidates they would like to invite to interview. Once again, if in the unfortunate event that you are unsuccessful, our recruiter will contact you to provide the feedback from the Hiring Manager.

Invited for Interview

If the Hiring Manager likes what they see, they will invite you to an interview which on average takes around 5 working days (could be longer depending on the department) after the shortlist to receive the invitation. When the invitation comes in, we will be in touch straight away to let you know of your success and pass on the details such as Date, Time and Location. The day before your interview, your recruiter will give you a call just to ensure you have got everything you need to have a great interview and wish you the best of luck.

After the Interview

After the interview your recruiter will give you a call to see how you got on. The time frame to receive feedback after an interview can vary depending on how urgent the role is or the department. Whether the news is good or bad, the recruiter will give you a call to let you know and give you the feedback we’ve received from the hiring manager. When good news is received you will move onto the final step of the process which is completing the on-boarding process and you will then be ready to start your new contract.


We hope this guide to the EGB application process helps you for both, finding a new position as well as applying for one. You can look forward to further help blogs like this in the coming months as well as general update posts from EGB. If you have any questions about the above or anything else, please leave a comment below or contact us using the information here.

Have a great weekend!

Warm Regards,