Our recruitment process

Firstly, you're on the right pages, all of our roles are advertised here. We don't tend to use agencies or other third parties to recruit of staff, so it’s here that you can research more about life at LNER, view the job profiles, the required competencies for each role, and more details on the salary and benefits. We highly recommend that if you can't find anything that appeals to you just yet, register for job alerts in order to stay ahead of the game by being the first to hear when a new opportunity comes online.

When you are ready to apply, our biggest piece of advice to you, is to be yourself! We are not trying to catch you out! We want to see you for who you really are and what you can bring to our LNER family; that you align to our values; that you have the right behaviours and that you can demonstrate the right motivation for coming to work at LNER.

Our application process varies according to role, so be ready to be surprised. In some instances we may be happy with just a CV and covering letter, but in others you may be faced with a text interview, a video interview and various online assessments. For full details of our Apprentice Train Driver process click here.

Using GenAI in your application

As a future-focused employer, we at LNER believe in embracing, not banning, GenAI tools such as ChatGPT. In fact, they support us in the way we go about many of our recruiting tasks from writing our job advertisements to reviewing CVs and managing our assessments.

However, as with all innovative technologies, some ways of using them are better than others. And, when it comes to applying for jobs, it's essential to make sure you use GenAI in ways that help, rather than hinder you. Importantly, a job application is a chance for both parties to get to know each other. So, it’s important to get to see the real you rather than an artificial version of yourself.

We are not suggesting that everyone applying for a role at LNER should be using GenAI to support their application, but should you want to, below we offer guidance on how and when to use it to your advantage and where GenAI use is not permitted and why.

The right way to use GenAI in applications

GenAI “dos”

GenAI “don’ts”

Concluding thoughts for candidates

Adhering to these three principles will maximise your chances of success with us:

Enhance, don't replace: Use GenAI to refine and articulate your ideas. It's a tool to help structure your thoughts and improve clarity, not to replace your unique tone of voice and personal experiences.

Be authentic: Your application should reflect who you are. We value your unique individual experiences, perspectives, and skills. And, while GenAI might be able to help you bring that to life or offer ideas, it can’t replace your individuality or creativity.

Preparation over performance: Use GenAI as a tool for research and preparation, but don’t rely on it as the ‘be all and end all’ or you may struggle to stand out from the crowd or come unstuck in an interview.

For example, our assessments are designed to help you, as well as LNER, to determine whether you're a good fit for the role. They are designed to help your unique personality and natural strengths shine. This is why we ask you not to use GenAI tools to complete our assessments.

Use GenAI for initial brainstorming and structuring your thoughts.
Check the readability and clarity of your answers with GenAI.
Use it as a preparation tool to alleviate nerves and stay focussed.

Don't let GenAI replace your personal stories and experiences.
Don't use GenAI to complete assessments that are designed to evaluate your personality and natural abilities.

Your performance in the selection process should reflect your true abilities and potential.
GenAI is a tool. When used correctly, it can enhance your application, assessment experience, and interviews.
It cannot, and should not, replace the essence of what makes you the right candidate for the job.
Remember that the selection process is as much for you, the candidate, as it is for us, the employer. Throughout the process, you need to decide if you’ll be comfortable in the role and able to succeed at it. Be honest with yourself.

Please note: We at LNER reserve the right to withdraw an application, stop an interview or cancel an assessment if we believe the candidate has not been truthful and/or has been overly reliant on GenAI in their application.

Adhering to these three principles will maximise your chances of success with us:

Enhance, don't replace: Use GenAI to refine and articulate your ideas. It's a tool to help structure your thoughts and improve clarity, not to replace your unique tone of voice and personal experiences.

Be authentic: Your application should reflect who you are. We value your unique individual experiences, perspectives, and skills. And, while GenAI might be able to help you bring that to life or offer ideas, it can’t replace your individuality or creativity.

Preparation over performance: Use GenAI as a tool for research and preparation, but don’t rely on it as the ‘be all and end all’ or you may struggle to stand out from the crowd or come unstuck in an interview.

For example, our assessments are designed to help you, as well as LNER, to determine whether you're a good fit for the role. They are designed to help your unique personality and natural strengths shine. This is why we ask you not to use GenAI tools to complete our assessments.

Use GenAI for initial brainstorming and structuring your thoughts.
Check the readability and clarity of your answers with GenAI.
Use it as a preparation tool to alleviate nerves and stay focussed.

Don't let GenAI replace your personal stories and experiences.
Don't use GenAI to complete assessments that are designed to evaluate your personality and natural abilities.

Your performance in the selection process should reflect your true abilities and potential.
GenAI is a tool. When used correctly, it can enhance your application, assessment experience, and interviews.
It cannot, and should not, replace the essence of what makes you the right candidate for the job.
Remember that the selection process is as much for you, the candidate, as it is for us, the employer. Throughout the process, you need to decide if you’ll be comfortable in the role and able to succeed at it. Be honest with yourself.

Please note: We at LNER reserve the right to withdraw an application, stop an interview or cancel an assessment if we believe the candidate has not been truthful and/or has been overly reliant on GenAI in their application.

CVs and cover letters

In most cases we will ask you for an up-to-date CV and a cover letter, to highlight your relevant skills and experience to support your application. If you need help in preparing your CV try the link below, although there are many other companies offering similar support online too.

How to write a winning CV

Interview preparation

It’s important to prepare prior to your interview. Make sure you have a good understanding of the role, read the job description, research online and identify the key skills/competencies required for the role. We will also want to know why you have applied to LNER and what you will bring to the role. So be prepared to talk about yourself, share experiences and let your personality and passion shine through.

Check out this FREE online course which offers lots of tips and advice

Don’t forget it’s the usual things that make a difference on the day.

Get a good night’s sleep
Give yourself plenty of time to get here
Dress to impress. You don’t always need a suit, but do take pride in yourself and arrive clean and smart
Remember your essential documents, additional notes or memory sticks. Your invitation will have all the details
Above all, relax. We’re a fun company and our recruitment team is no exception... you might even enjoy yourself!!

Types of interviews and assessments

Video interviews

Competency based interviews

Group interviews

Psychometrics

For some roles we will ask you to complete a short video interview. These will normally consist of four or five questions for which you will record your answers. The questions will be relevant to the role and your answers will allow us the opportunity to assess your suitability.

Take the full time allowed for this, prepare your answers carefully and do yourself justice. This is our window into who you are, what you bring, and the passion and enthusiasm you have for the role and joining LNER.

Here are a few tips to help set you up for success:

Find a quiet space where you won’t be interrupted. Choose a spot with good lighting and a neutral background to ensure you’re seen clearly.
Test your camera and microphone to make sure your video and sound quality are at their best.
Dress professionally, as if you were attending an in-person interview.
Be sure to read and understand the questions carefully before answering. Take your time, but don’t worry if you make a small mistake, it’s okay to be yourself! You will be allowed time to prepare your answer and you will also have at least two attempts to complete your answer.
Finally, relax and be confident. We want to get to know the real you.

At various stages in our recruitment process, we will include competency-based questions, be it in one of our pre-recorded video interviews or a face-to-face interview. It is important to be familiar with this type of interview. It’s all about the detail! We need you to be a storyteller, to share a particular experience that you can bring to life and highlight a particular skill / competency. For example, we might ask you to share a time when you had to work as part of a team or dealt with a difficult customer.

Check out this useful video, which has lots of guidance and tips on competency-based interviews.

If you have applied for one of our Head Office roles, or a specialist role, you may also be required at interview stage to do an additional task or presentation on a particular subject relating to the role you’ve applied for. You will be advised of this prior to attending. During your face-to-face interview you will be asked a series of competency-based questions and then we will ask you to deliver a presentation that you’ve prepared or carry out a practical exercise based on the role.

Some of our roles require you to attend a group interview, where you’ll meet your future colleagues, find out more about LNER and also take part in a group activity followed by a competency-based interview. Within the group activity, we will be assessing you against a matrix of skills and personal qualities needed in the role. Check out this link for some useful tips on what to expect and how to ace a group activity.

When the role you’ve applied for is Safety Critical, which will be highlighted in the job description, the final stage of the process involves undertaking some industry standard psychometric testing. Practice papers will be sent out to you at least 7 days before the date to help you prepare ahead of this final assessment stage. You will attend a group session to complete this.

For some roles we will ask you to complete a short video interview. These will normally consist of four or five questions for which you will record your answers. The questions will be relevant to the role and your answers will allow us the opportunity to assess your suitability.

Take the full time allowed for this, prepare your answers carefully and do yourself justice. This is our window into who you are, what you bring, and the passion and enthusiasm you have for the role and joining LNER.

Here are a few tips to help set you up for success:

Find a quiet space where you won’t be interrupted. Choose a spot with good lighting and a neutral background to ensure you’re seen clearly.
Test your camera and microphone to make sure your video and sound quality are at their best.
Dress professionally, as if you were attending an in-person interview.
Be sure to read and understand the questions carefully before answering. Take your time, but don’t worry if you make a small mistake, it’s okay to be yourself! You will be allowed time to prepare your answer and you will also have at least two attempts to complete your answer.
Finally, relax and be confident. We want to get to know the real you.

At various stages in our recruitment process, we will include competency-based questions, be it in one of our pre-recorded video interviews or a face-to-face interview. It is important to be familiar with this type of interview. It’s all about the detail! We need you to be a storyteller, to share a particular experience that you can bring to life and highlight a particular skill / competency. For example, we might ask you to share a time when you had to work as part of a team or dealt with a difficult customer.

Check out this useful video, which has lots of guidance and tips on competency-based interviews.

If you have applied for one of our Head Office roles, or a specialist role, you may also be required at interview stage to do an additional task or presentation on a particular subject relating to the role you’ve applied for. You will be advised of this prior to attending. During your face-to-face interview you will be asked a series of competency-based questions and then we will ask you to deliver a presentation that you’ve prepared or carry out a practical exercise based on the role.

Some of our roles require you to attend a group interview, where you’ll meet your future colleagues, find out more about LNER and also take part in a group activity followed by a competency-based interview. Within the group activity, we will be assessing you against a matrix of skills and personal qualities needed in the role. Check out this link for some useful tips on what to expect and how to ace a group activity.

When the role you’ve applied for is Safety Critical, which will be highlighted in the job description, the final stage of the process involves undertaking some industry standard psychometric testing. Practice papers will be sent out to you at least 7 days before the date to help you prepare ahead of this final assessment stage. You will attend a group session to complete this.

Medicals and drugs and alcohol screening

We require all new employees to undertake a Drugs and Alcohol test with some roles also requiring a Safety Critical medical. You are required to complete and pass these tests prior to an unconditional contract being issued.

Stage 1: Complete a medical questionnaire form.

Stage 2: Attend a medical with Occupational Health where we will issue a ‘fit for work’ certificate.

Interested?

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