We have covered national security needs and implications on the Careers, and Vacanciespages. When working in an environment that honesty, integrity and loyalty is so important it is not surprising that the selection process is thorough. It must be noted and indeed a warning to those with hostile intent, whilst working at the company is in our opinion well rewarded, we take steps and work with the relevant authorities to ensure such hostiles are found and dealt with according to the treachery and other relevant acts.

Our selection approach is based on the fact that once employed if you choose to leave you may never return to work at ADM Shine Technologies Ltd nor any of its interests. We offer really good advancement and support for further education (eg BSc, MA, PhD), special leave, maternity/paternity leave and Reservist/TA leave, so any career breaks or furtherance can be made without impacting on the never return rule. This is not about disloyalty or a dispirited stance on our part it is done for security reasons.

OMITTING ALL BUT THE OBVIOUS SECURITY DETAILS:

STAGE 0: We agree a selection criteria per post, job description, advert and agreement on how this is going to be described, we agree a presentation to the candidates about the company, site and role, then we set a series of milestones in a recruitment plan. For value for money we prefer to recruit several posts together to optimise costs.

STAGE 1: Advertising the job(s) on our website and applicable (but carefully selected) media

STAGE 2: The selection process starts with paper CV's or unsolicited requests. These are handled in the first instance and added to the pool of respondents to an advertised job post [we operate a 100% advertised policy - albeit some may need to described in the broadest terms publicly].

STAGE 3: A first pass check is made on identity, education and employment [we will not contact current employer], once we have applied the selection criteria for the shift.

STAGE 4: Then we invite those for a short briefing, security paperwork, swearing of an oath, and an informal chat with at least one of the directors and some of our staff over a buffet lunch.

STAGE 5: The next stage is to come for a formal interview, and have a small tour of some of the facilities and see some of the capabilities we produce.

STAGE 6: Some will also enjoy that day Psychometric Tests in the form of short exam papers, and a practical Science &/or Engineering assessment. Some may have just an informal chat with similar employees to the grade of the post.

STAGE 7:Those candidates that are successful from this stage will be invited to meet at least two of the directors and the lead manager, engineer or scientist from the posts work area.

STAGE 8: If necessary further informal discussion(s) may be pursued with the relevant director/lead in a bid to finally resolve a/the successful candidate(s) and furnish them with a conditional offer letter.

STAGE 9: All goes well you start and enjoy the probationary period and the start of an amazing time working on some truly exciting fast paced engineering and science.

Please don't be put off or scared by the above... not many people like interviews and are nervous, we understand and we will do our utmost to make sure you understand and are reassured that we understand this - don't feel it will be the boisterous, confident, perhaps loud individuals that will always get the job and perhaps your not any or some of that. You stand 100% every chance to shine as they do, and we will give you 100% every chance to in what you are comfortable with - just be yourself.... 

The pictures below are a tiny snap-shot of the skills capabilities and needs of ADM Shine Technologies Ltd; The centre picture is a US Airforce Photo/Senior Airman Christopher Hubenthal and shows the volatile effects of the ordnance.