Career Level [auto drop-down]:
"Whether you’re a Graduate, Apprentice or Intern, or maybe you’re looking for your first job, we have a number of career opportunities to help you realise your potential with Santander."
"You're already established within your career and are now looking for a new challenge. Whether you have some financial experience under your belt or you’re new to the industry, we have the perfect role for you."
We have split the career levels into two separate entities: 'Starting Out' and 'Experienced Professional'. Given the wide variety of roles available at Santander we are unable to personalise the brochure to specific role-detail, and will need to keep it business area orientated. There is not enough differentiation within business areas to be able to provide meaningful content across four distinct career levels, as originally discussed. By reducing it to two, we are able to surface content relevant to both the candidate's interests and degree of experience.
'Starting Out' represents a culmination of Emerging Talent, as well as new starters venturing out into their first full-time role. Content surfaced after the questions are complete, will always lead with 'Emerging Talent' content first of all, regardless of ranking order - however, after this the Business Areas will flow in ranking order that relate to the answers provided, and suitability towards each area. This way, we are able to combine ET information, without segregating those non-ET individuals within one pre-selection.
'Experienced Professional' This is relevant for those who are already established in their careers - whether they are looking for a move within FS or are coming from a completely unrelated field. We know from experience that Senior Managers are the least likely users of a tool such as this, as they are aware of their market place and usual routes to apply. This negates the need to segment this audience as an additional career level. Furthermore, without displaying individual examples of Executive roles there is insufficient differentiation for experienced vs Executive recruitment.