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Find a job -
Our approach to recruitment

We want you to be sure that we're the right business for you

Applying to NFU Mutual

Choosing the right employer is a big decision – we understand that. That’s why we have a dedicated Resourcing team who’ll manage your application and support you through the process.

We want to work with talented people from a diverse range of backgrounds who share our vision and values to achieve more together. So, during our recruitment process, you’ll find different ways for us to get to know each other and find out if we’re a good match.

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Our typical recruitment process

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Online application

If you’ve seen a job that you’re interested in, apply online to find out more.

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Application screening

We’ll check your skills and experience against the role. So, make sure you include everything relevant when you apply.

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Telephone interview

A chance to get to know each other. We’ll ask you about your skills and experience and tell you more about the role.

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Interviews

Interviews are a two-way process, so be ready to ask us anything to help you decide if we and the role are right for you.

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Assessments

We use a range of assessments to get to know you better and to better understand your capabilities.

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Offer

We’ll be in touch to tell you all about life here and our wide range of rewards. You’ll be able to ask any other questions too.

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Background checks

Our industry’s highly regulated, so we need to check everyone who joins us. We’ll let you know what’s happening at every stage.

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Welcome to NFU Mutual

We'll be looking forward to welcoming you on your first day.

A short guide to our assessments

Our range of assessments aren’t just about understanding your capabilities – most of all, they’re about getting to know you. So the most important advice we can give you is to be yourself. If we invite you to an interview, we’ll let you know the format, who you’re meeting and any other details, so you know what to expect.

Ability tests

Personality questionnaires

Management scenarios

In-tray or case study exercises

Competency and technical questions

Ability tests

These online numerical and verbal reasoning exercises involve multiple-choice questions to see how well you understand numerical or written information in a range of formats. This is an important skill for many of our roles, so if it’s relevant to your role, you may be asked to complete an online test.

Personality questionnaires

We use these to help us understand your likely working style, interpersonal approach and behavioural preferences. This means there are no right or wrong answers and we don’t use them in selecting the right person. But they’re really useful in helping us to structure any interviews, so we – and you – get the most out of them.

This is very much a 'people business' and we think it's what sets us apart from the competition. So we look for people with 'star qualities' – those who genuinely believe their attitude and approach can help the business succeed. That's why we developed the Personal Star – to help you to focus on the five qualities we're looking for.

Download a copy of our Personal Star Guide

Management scenarios

If you’ve applied for a more senior role, these give us an insight into your judgement and management style. In each case, you’ll be given a hypothetical situation, with a variety of suggestions on how you might deal with it. We don’t use the outputs for sifting candidates, but they do add focus to our interview questions.

Our Personal Star qualities complement the Leadership Star, which describes the attributes we want all of our leaders to demonstrate and aspire to.

Download a copy of our Leadership Star Guide

In-tray or case study exercises

If we’d like you to complete one of these exercises, we’ll let you know in advance. In some cases, we may give you the brief in advance, too – although you might also be given one on the day. Your exercise will be based around key aspects of the role, so it’ll give you a taste for what the job involves. At the same time, it gives us an idea of your level of ability, skills and knowledge.

Competency and technical questions

Competency questions are your chance to show us your skills, work approach and achievements based on your own experiences. They’re based on the key skills we’re looking for in the role, so it’s a good idea to prepare.

Review the job advert and role profile, think about how your experience showcases your abilities in the right areas and think about how you can best structure your answers. We recommend using the STAR technique.

As you’d expect, we use technical questions to understand your relevant technical knowledge for the role.

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Hints and tips from the team

Creating a compelling CV

As well as completing a quick online application so we can get to know you better, we’ll also ask you to send in a CV. Your CV is your chance to sell us your abilities, skills and experience. So, try to bring your qualities to life by adding some of your character to what you write - your enthusiasm, drive, ambition. Anything, in fact, that highlights what makes you right for the role. Check your profile paragraph is up to date and use it to highlight your skills, strengths, personal qualities and career ambitions.

When it comes to describing your past career, give details of each role, with responsibilities and achievements. Try to keep each description short, but give a few more details about recent roles, as that’s what most employers are really interested in. When you’ve finished, don’t forget to check your spelling and grammar. Also, make sure you haven’t used too much jargon - the first person to read your CV will probably be in our Resourcing team and may not know all the technical ins and outs.

Completing the application form

For the majority of jobs we’ll ask you to fill out an online application form, along with sending us your CV. Again. This is a big chance to impress us by selling your skills, experience and enthusiasm for working with us. So, it’s a good idea to take some time before you fill it. Read it through carefully, decide what information you’re going to need for each section and get it all together before you start. This might include details of your education or job history, including any work experience placements you’ve had.

We’d like everyone to have the opportunity to perform at their best. If you have any disabilities (visible or invisible), please let us know so we can work with you to make any reasonable adjustments you may need through the recruitment process.

Preparing for interview and assessment

If we’ve offered you an interview, the best approach is to give yourself plenty of time to prepare for it. Take a look at the job description and think about the kind of things we might want to know in the interview. For example, what competencies and skills does it list? Think of real-life examples when you’ve shown these before – either at work, or in your everyday life.

To get all the right information across in the interview, it’s useful to follow a structure. We recommend the STAR technique – the Situation, the Task at hand, the Action you took and the Result your action achieved. It should really help you shine in the interview.

Download a copy of our guide to performing well in a video interview.

Frequently asked questions

Your application
The application process
Others

I don't have the required qualifications stated in the advert, can I still apply?

If you don't have the required academic or professional qualifications but think you have equal work experience, then yes, you should still apply. Just make reference to it in your application.

What opportunities are available to work part-time?

Many departments offer part-time roles and these will be identified in the job description.

How will I be aware of future vacancies that I may be interested in?

You can set up an email alert to notify you of all future positions within areas that you are interested in. Just log in to your application profile and follow the instructions.

May I apply for more than one vacancy?

Yes. But carefully consider before applying, do you meet the relevant criteria for each vacancy?

I have a criminal record – will I still be eligible to join/apply?

All applications are looked at individually in line with regulatory guidelines. Employment checks will be carried out, so it’s important you disclose all offences as soon in the process as possible

Can I send you my CV directly?

No, we do not accept CVs sent directly. They must be in response to a particular role.

What if I upload the wrong CV?

Unfortunately you can't change your application once it's been submitted, so you'd need to contact us directly to make the necessary amendments.

May I re-take my psychometric tests if I do not reach benchmark?

No, not unless there was a technical failure or until 12 months have passed.

Can you give me feedback on why I wasn't successful?

Yes. You can email us directly with feedback requests – just be sure to include your contact details. Please allow 10 working days for a response.

How long will it take until I start work?

It depends upon a number of factors. For example, your current notice period, how long it takes to get references and any other eligibility clearance(s).

Can I put my name on a waiting list to work at NFU Mutual?

No, you will need to apply for a specific role. Occasionally when two or more similar roles become available at once, the recruiting manager may contact other applicants to discuss the opportunity.

Can I send you my CV directly?

No, we do not accept CVs sent directly. They must be in response to a particular role.

What will you do with my data?

NFU Mutual will only collect information we need to process your application. The personal information that you provide to us as part of your application and any subsequent activates relating to your application will be used by NFU Mutual and other parts of the Group (depending on the role you have applied for) for the purpose of assessing your suitability for employment within the Group. Please see our Privacy Policy for more information about your data.

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Tackling unconscious bias

Unconscious bias happens by our brains making quick judgments and assessments of people and situations without us even realising. These biases can be influenced by our own background, culture, environment or personal experiences - and we might not even be aware of these views or understand the impact they can have.

That’s why all of our recruiting managers at NFU Mutual attend unconscious bias workshops. We’re also looking to roll this out so every manager across the business will soon be able to access these.

Our Resourcing Team

Meet the resourcing team, find out about the departments we support and check out our LinkedIn profiles. Feel free to get in touch with us by email: recruitment@nfumutual.co.uk or telephone: 01789 202777 (option 3).

Kirstie Patterson

Kirstie Patterson
Customer Services

LinkedIn profile

Stacey Bruce

Stacey Bruce
Customer Services

LinkedIn profile

Antoniya Teneva

Antoniya Teneva
Customer Services

LinkedIn profile

Jen Wheeler

Jennifer Wheeler
Strategy & Marketing
CEO

LinkedIn profile

Kirpal Pandha

Kirpal Pandha
Human Resources
L&OD
Change Projects & Programme

LinkedIn profile

Faye-Ellen Fairburn

Faye Fairburn
Strategy & Marketing
CEO
Human Resources
L&OD
Change Projects & Programme

LinkedIn profile

Tim Ryan

Tim Ryan
Information Technology

LinkedIn profile

Scott Southwell

Scott Southwell
Finance
Risk

LinkedIn profile

David King

David King
Information Technology
Finance
Risk

LinkedIn profile

Sarah Carey

Sarah Carey
Sales & Agency

LinkedIn profile

Amy Nolan

Amy Nolan
Sales & Agency

LinkedIn profile

Stephanie Garcia

Stephanie Garcia
Sales & Agency
Mutual Direct

LinkedIn profile

Simon Froggatt

Simon Froggatt
Contractor and Temporary Workers

LinkedIn profile

Greg Staham

Greg Statham
Financial Advisers

LinkedIn profile

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Our use of agencies

We have an experienced team of in-house resourcing professionals to support our recruitment needs. But sometimes, we recognise we may need to use agencies. When we do, we only work with trusted agencies from our preferred suppliers list.

We don’t accept speculative candidates or work with agencies who aren’t approved suppliers. If your agency is not on our supplier list, we won’t accept any unsolicited candidates you send us or our employees. What’s more, it may influence your agency’s future opportunities to take part in a supplier tender process.