The interview process begins with a group assessment, where candidates are placed into teams and given real-life scenarios to discuss and resolve together. This is followed by a one-on-one interview, where several straightforward questions are asked.

Group activities - performance critique is based on social skills. Groups are tasked with "coming up with a brand for a new ride" and describing it, something that is totally irrelevant to the actual job. Contrived ideas that show little understanding of good theme parks were encouraged as long as they got people chatting, seemed more of a discussion exercise. Not sure what this achieved when the job is about perseverance, efficient reactions and procedure standards in customer service areas. Then a lot of Merlin-related indoctrination, where we had to choose a Merlin value (from a group known as "The Merlin Way") and say why we embodied the Merlin Way. We had to do primary-school style tasks of arranging laminated words into a sentence that made the Merlin company slogan, and other patronising things. Then was a one to one session with a manager who asked a few generic questions, which didn't last long at all, before being asked to sign a piece of paper with your weekly availability.