After you apply to one of our opportunities, if your CV is shortlisted we may also ask you to complete a short video interview for us, where we will provide specific questions (approx. 3) for you to answer. If you are selected at this stage, you will have an initial telephone interview with one of the recruitment team to check your suitability for the job. During this interview, we will explore areas such as your career aspirations, relevant experience from your degree, work experience, dates of availability, etc.
If successful at this stage you will be asked to attend a Graduate Assessment Centre, which consists of an interview and two group discussion exercises.
Prior to the Graduate Assessment Centre, you will be asked to complete a psychrometric test. The assessment team will include representatives from the HR team, Senior Leaders, and management representatives from the relevant part of the business.
We encourage you to make sure all answers in your application reflect your own experience and ideas.
Whilst AI can be used as a tool to help strengthen your CV and application, we encourage you to use real-life examples when answering the competency-based questions – these are designed to assess your skills and abilities through past experiences, therefore you should avoid using AI to write your responses for you. Our selection process combines AI with real human review, so there’s no need to focus on 'beating the system' with keywords. Authenticity is what stands out most.
At Bouygues Construction, we have begun incorporating AI technology to assist in the pre-selection and sorting of applications. Rest assured, your application will be thoroughly reviewed by a human resources team member before any feedback is provided, whether positive or negative. In some instances, a position may be filled before all applications are processed, leading us to withdraw the advertisement and issue a collective response to remaining candidates who have not been interviewed.
