Before any interview, understand Co-op's core values. They assess not just your skills, but your alignment with these principles:
Succeed Together: Collaboration, inclusion, sharing ideas.
Be Yourself, Always: Authenticity, integrity, honesty.
Show You Care: Empathy, community focus, customer service.
Do What Matters Most: Taking responsibility, focusing on what's important.
General Interview Process Structure
1. Application & Initial Screening
Online Application: Submit your CV and cover letter. Crucially, tailor your cover letter to the "Ways of Being." Use their language and give examples.
Online Assessments: For many roles (especially graduate, management, head office), you may receive:
Situational Judgment Tests (SJTs): Scenarios testing how you'd handle situations aligned with Co-op values.
Numerical/Verbal Reasoning Tests: For analytical roles.
Video Interview: Possibly an automated video interview where you record answers to pre-set questions (usually 3-5 questions). These will heavily focus on values and behaviors.
2. First Interview/Telephone Screening
Format: Often a phone or video call with a recruiter or hiring manager.
Focus: Career motivation, understanding of the Co-op and its values, salary expectations, and right-to-work checks. For store roles, this might be more straightforward and focused on availability.
3. Assessment Centre or Final Interview Panel
(More common for corporate, graduate, and management roles)
Co-op is known for robust assessment centres, which may include:
Group Exercise: Often a case study or discussion related to a business challenge. They observe your teamwork, communication, and how you "Succeed Together."
Role-Play or Customer Simulation: Especially for customer-facing roles, to "Show You Care."
Written Exercise/ Case Study Analysis: For professional roles.
Competency-Based Interview:
