Stage 1 - CV review Stage 2 - HR Screening - very friendly and helpful HR interviewer. Very facilitating and genuinely wants you to do well. Also, offered help with career progression consultation during this initial conversation. Offered help to prepare me for the hiring manager interview. Stage 3 - Practical task. HR provided me with a data set that had to be analysed and a presentation prepared for a debrief during the hiring manager interview. I didn't find it difficult, but it does take a bit of time to prepare the task. Stage 4 - Debrief + competency based interview. The interview was with members of the team I was applying to join. To me this was a green flag, meaning there is trust within the team members and the hiring manager for the team members to evaluate if the new member (in this case myself) would be a good fit. They provided a recommendation for a further interview. Stage 5 - Interview with the hiring manager. In my case it was an interview with the team HoD and his Director. Very pleasant and facilitating people. They wanted me to do well and supported me with guiding questions when I stumbled a couple of times. They were open and answered all my questions too and the conversation went two way. Stage 6 - In my case this was rejection. This was through a standard email without any additional motivation of why they made this decision and what I could do better in future interviews, which was a little disappointing given the time and attention I invested in this process.

Competency based interview. Hiring Manager and person leaving the role interviewed me. Really well thought through questions. The process itself was a great experience from the initial phone call informing me that I had an interview all the way to the feedback request afterwards. Very professional and polite. Great reflection on the company.

The interview is in three components: a phone based screening interview, a video recorded interview - essentially a one sided web chat with set questions to which your answers were recorded and then a traditional panel interview. The screening interview and panel interview were standard format, the surprising inclusion was the video recorded interview segment. My impression of this is that it is a very poor substitute for good recruiting process, in theory everyone is given the same questions on short notice and the idea is for you to "think on your feet" and have the results recorded. The recruiting manager would then watch the video responses and pick the "best". In practice you have one shot to video some responses to some fairly inane questions. Any screw ups in technology or stumbling over the answer will make you look bad. It make Vodafone look cheap and un-interested in candidates.