How To Join Us
At Right To Play, our goal is to attract highly qualified professionals who are passionate about Right To Play’s mission and values and, as a result, have a highly positive impact on our programs. Our focus is to have a process that facilitates the selection of candidates who can successfully meet the role's objectives, and which is based on fair processes in accordance with applicable laws. We are committed to actively recruiting groups of people that are under-represented in the workplace, including minority group members and women.
We are committed to ensuring a seamless and engaging recruitment experience for all candidates. Our structured process is designed to identify the best talent in the market and to provide unsuccessful candidates the outcome of their application. As a candidate, you will always know the result of your applications.
Here is an overview of the standard recruitment process and other information that you want to consider when applying for a role at Right To Play, this might vary dependent on the role and location where the role is based.
Application
Selection Process
Conditional Offer
Security Checks
Vulnerable Sector Check or Equivalent Criminal Record Check
Accessibility Related Accommodations or Specific Adjustments
Equal Employment Opportunities
Frequently Asked Questions
Candidate Resources
APPLICATION
The first step is to submit an online application form together with your CV and Cover Letter. We are interested in knowing why you would like to join Right To Play, why this role, and how your experience, skill set, and qualifications make you a strong fit for this role you are applying for.
Please refer to the Job Description for the application instructions as it may vary depending on the roles.
SELECTION PROCESS
The selection process might vary depending on the types of role(s) and the location(s) you apply. In general, it follows the below steps:
- People and Culture Pre-Screening Call
- Video Interview (recording format)
- Technical Assessment
- Panel Interviews
- Security Checks and References
Our People and Culture Team will confirm with you the full recruitment process for each role, including the format each stage will be carried out (virtually or in person).
Throughout the selection process, our goal is to learn more about what motivates you, and what you will bring to Right To Play. At the same time, we hope you will have the opportunity to better understand the role, our culture and get to know the key stakeholders you will work with if you are successful in your application.
CONDITIONAL OFFER
If you are successful in showing you are the most suitable candidate for the role – congratulations! You will receive a conditional offer. This offer is subject to the satisfactory completion of security checks.
The People and Culture Team will provide more details of the relevant checks in your location.
SECURITY CHECKS
As part our selection process, final candidates will be required to complete security checks as a condition of the offer. This includes professional reference checks, education and/or professional qualification check, and any additional checks relevant to the location (e.g. anti-terrorism check).
Please note, the exact process may vary depending on the specific requirements of each role and country where the role is based. We are dedicated to finding the right match for both you and the organization, ensuring a mutually beneficial relationship.
VULNERABLE SECTOR CHECK OR EQUIVALENT CRIMINAL RECORD CHECK
We are a child-centered organization. Our recruitment and selection procedures reflect our commitment to the safety and protection of children in our programs. The successful candidate will be required to provide a satisfactory Vulnerable Sector Check or equivalent criminal record check as a condition of employment.
ACCESSIBILITY RELATED ACCOMMODATIONS OR SPECIFIC ADJUSTMENTS
We value and promote a culture of diversity, equity, inclusion, and belonging. We are committed to providing accommodations to candidates with disabilities during the recruitment and selection process, and thereafter.
Please reach out to the People & Culture team by email at [email protected].
All information provided will be treated as confidential and used only to provide an accessible candidate experience.
EQUAL EMPLOYMENT OPPORTUNITIES
Right To Play provides equal employment opportunities to employees regardless of their gender, race, religion, age, disability, sexual orientation or marital status. As such, we encourage groups who have been historically disadvantaged with respect to employment to apply for positions at Right To Play. We offer a family-friendly environment that allows for flexible work arrangements in order to support staff diversity and ensure a healthy work-life balance.
We look forward to receiving your application and learning more about what makes you a great candidate for our roles.
FREQUENTLY ASKED QUESTIONS (FAQ)
When can I expect to hear back from someone?
As part of our commitment to informing all candidates the outcome of their applications, we aim to provide an update to candidates within 5 weeks after application closing date.
Can I apply to more than one role at a time?
Definitely! Please follow the instructions included in the job posting to submit your applications.
How long does the process take?
Our full process typically takes 8 weeks to 10 weeks.
What should I include in my application?
Refer to our Candidate Resources section for more tips to help you stand out in our recruitment process.
How can I prepare for each stage of the recruitment process?
Refer to our Candidate Resources section for more tips to help you stand out in our recruitment process.
How can I request accessibility related accommodations during the recruitment process?
We are committed to providing accommodations to candidates with disabilities during the recruitment and selection process. Please reach out to our People and Culture team by email at [email protected]. All information will be treated as confidential and used only to provide an accessible candidate experience.
Do you provide feedback to candidates?
Due to the high volume of applications, our team will only be able to provide specific feedback to those selected for later stages of the recruitment process.
CANDIDATE RESOURCES
APPLICATION
What should I include in my CV/resume?
Your CV/resume should highlight relevant experience, skill set, qualifications and achievements. This should be concise, clear and easy to read.
We recommend keeping your CV/resume one to two pages long.
A note to remove any images or photos of yourself and any personal information that is not relevant to the role (e.g. age, marital status, place of birth, sexual orientation, religious beliefs, etc.)
What should I include in the cover letter/motivation letter?
The key things we are looking for you to include are your motivations for joining Right To Play, your interest in the role, and the top reasons you are the best candidate for this role.
Your cover letter/motivation letter should be concise, clear and easy to read. We recommend keeping it to one page. Double, or even triple check for typos.
Who should I address my cover letter/motivation letter to?
You can address the letter to “Hiring Manager”.
Should I include copies of my qualifications, certificates and testimonials?
At the Application Stage, we do not require copies of your qualifications, certificates or testimonials. They are required at the later stage of the recruitment process.
VIDEO INTERVIEW
What should I expect?
The Video Interview consists of a few questions (typically 3 to 5) to give you an opportunity to speak about your motivation for applying, and your skills and experiences as related to the role. You will have time to review each question and record your response. Our recruitment panel (often made up of individuals based in different countries) will review your recorded responses.
What should I wear?
Dress as you would for a professional interview. This demonstrates professionalism and respect.
You should feel comfortable and confident in your outfit. It should enable you to perform your best during the interview.
How do I prepare?
Take a look at our website to learn about Right To Play – our mission, what we do and our Culture Code.
Think of specific examples and/or situations that demonstrate your relevant experience and competencies.
Use the STAR Method (Situation – Task – Action – Result) when sharing your examples.
Relax, be yourself and have fun!
TECHNICAL ASSESSMENT
What should I expect?
The assessment's purpose is to better understand your technical knowledge, skills, and how you would approach problems/challenges that may arise in the role.
This could include a range of questions and tasks such as, completing knowledge-based questions, creating a presentation or writing assignment, submitting Excel assignment,, etc. These are related to practical tasks or questions that the successful candidate will face in the role.
How do I prepare?
Most Technical Assessments are conducted online without a video recording component.
Go through the instructions clearly and ensure you have the necessary software and equipment to complete the Technical Assessment.
Find a place where you can focus and won’t be interrupted for the duration of the assessment.
Relax, be yourself and have fun!
PANEL INTERVIEWS
What should I expect?
During the Panel Interviews, you will meet with the Hiring Manager, People and Culture representative and key stakeholders who will work closely with the role.
The panel interviews may be conducted virtually or in-person. Our People and Culture Team will confirm the format.
There will be interview questions to get to know more about your motivation, relevant experience, skill set and qualifications. The interview panel may have follow-up questions based on your responses.
There will be time for your questions at the end of the interview.
How do I prepare?
Keep Right To Play’s context in mind when preparing your responses.
Provide succinct responses that highlight your skills and experience as relevant to the role.
Include specific examples to support your responses. Include examples that you think would best relate Right To Play’s context.
Use the STAR Method (Situation – Task – Action – Result) when sharing your examples.
We want you to get to know us! Prepare some questions to ask our team – it can be about our programs, specifics of the role, or even what we like about working at Right To Play!
Do you have any additional tips?
When responding to the questions, take your time and feel free to pause and think about your answers before responding.
Take notes during the interview and any questions you would like to clarify later. There will be time at the end of the interview for your questions.
During the interviews, if you are not clear about a questions asked, do ask our interviewers to repeat the question, or ask them to rephrase the question.
Relax, breathe and smile. We have invited you to interview because your application really stood out to us. We loved what we saw, and now we can’t wait to get to know you beyond your CV/ resume.
Bring your ideas, your questions, and your full self to the interview. We’re really looking forward to meeting you and learning more about the spark that makes you... you.
INTERNAL CANDIDATES/FORMER RIGHT TO PLAY EMPLOYEES
What should I do if I’m an internal candidate or used to work at Right To Play and would like to apply for a vacancy
Please follow the application process as stated in the Job Posting. There will be an option for you to indicate you are an internal candidate on the Application Form.
Kindly note that only candidates who demonstrate relevant experience, skill set, qualifications and achievements related to the vacancy will be invited to the next stage of the selection process.