Application Process

General Information

MSD is a first-class local and global employer.

Working for a company like ours means becoming part of a global network of employees in a diverse and multicultural workplace.

Our culture is one where employees work collaboratively across local and global networks to collectively achieve functional excellence and to contribute outstanding individual performance.

We provide our employees with a challenging, rewarding and positive working environment, where personal and professional development is actively encouraged.

We are committed to enriching the skills and abilities of our people. This is essential to our business, and it serves to maintain our status as one of the world's leading healthcare companies.

Recruitment Process

For the Production Operator and Production Technician roles we will be using Assessment Centres to select candidates. Please see an outline of what you can expect below.

Assessment Centres

This is your opportunity to demonstrate your abilities in a practical way. You'll be grouped together with other candidates, and we'll put you through a variety of exercises and tests. These will mirror key job competencies, so we'll test your technical skills as well as your ability to solve problems, present ideas and work with other people.

What to expect

Typical assessment centre exercises include:

• Introduction - overview of what to expect for the day.
• Group exercise - used to assess how you interact with others, and how you work in a team. Typically, a problem will be briefed in which will require a collective decision to be taken. A time limit will be set, after which the result of the discussion will need to be presented to the assessors.
• Role plays - usually focus on a work-related issue with someone else playing the part of a colleague or client. You will be given background information and time to think yourself into the role.
• Interviews - this could be with either an individual or a panel. This may be similar to our first interview, or more technical and structured around the capabilities sought.
• Aptitude/Psychometric Tests - the two main types of test we use are aptitude/ability and personality profiles. They are used to supplement other forms of assessment and are often administered as a short-listing device.

Useful tips

• Be interested. We'll be assessing your 'fit' with the organisation, so those who are motivated and enthusiastic will get the job offer.
• Find out as much as possible about our company and our culture beforehand. You need to be sure you will be happy working here.
• Be prepared for more in-depth questioning. Choose different examples to illustrate your skills and abilities than the ones you used at the first interview, and incorporate what you've already learned about us and the job. This shows you have thought about the role and how you will be able to contribute effectively.
• Prepare beforehand the key points you want to say about yourself in relation to the job. Showing that you've thought about the job is a good way to make a positive impression