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Applicant FAQ’s

I am applying for one of your entry level roles, but I am worried because I do not have any professional experience

Whilst this is something a lot of graduates worry about; it does not need to affect your chances of getting a job. Your education, part time work or extra-curricular activities can showcase your aptitude, skills and motivation for a role. To help you tailor your CV and prepare interview questions, refer to the job description to look for the specific skills they are looking for.

What is involved in the application process?

Depending on the type and location of the role you are applying for, the application process may differ. Please refer to our ‘Application Process’ page to find out more information on what to expect during the application process.

I am a working parent, what is the company’s approach to work-life balance?

Flexibility and work life balance is very important to us as an organisation and for employees.  In addition to our generous holiday entitlement and Flexible Working Policy, we offer a range of programmes which are designed to give employees additional flexibility.

For London based employees, we offer a hybrid working policy whereby employees are to be in the office three days per week. In addition, we operate a 19/30 programme where if employees work for an additional 30 minutes each day, they receive a day off each month which is to be agreed with their supervisor.

In addition, to help support working parents, we have a Working Parents Culture team that meet informally on a periodic basis to discuss matters of shared interest, share hints, tips and useful resources and to provide mutual support. For those returning from parental leave, we also offer a returner’s mentoring programme. This aims to support mentees as they prepare to return to work and with any immediate needs on their return to try to make their transition back to work as smooth as possible. Any specific goals or needs can be also identified and discussed as the relationship develops.

At Humber Refinery, we are committed to help employees balance work, family and personal commitments by offering a 19/30 working pattern or a 9/80 compressed work week to eligible employees. With this programme, eight 9 hours days and one 8-hour day is worked over two weeks, permitting the eligible employee to have every other Friday off. We also have ad hoc working from home for eligible roles as required.

What is the culture like at Phillips 66?

Our culture is the foundation for the future. Together with our values, Safety, Honor and Commitment, the principles of Our Energy In Action (OEIA) govern how we work together, influence how we make decisions and help us see different perspectives. We also have a variety of Employee Resource Groups that contribute to making Phillips 66 a great place to work. For more information on our Culture, please refer to ‘Our Culture and Values’.

What does career progression look like at Phillips 66?

Career progression can take many forms, depending on your role, skills, experience, and personal goals. However, as a company, we are committed to supporting employees to achieve their aspirations. All employees can complete a Career Development Plan which can then be used to drive career conversations with your Supervisor and Talent Management Representative.

As an organisation, we are committed to providing training and development opportunities to our employees. As such, subject to approval, we provide financial support and paid time of for our individuals who wish to complete training courses or formal qualifications.

Click here to hear about our own employees’ journeys.

What mentoring programmes do you offer?

We have an established Mentoring Programme within the UK, which is designed to encourage knowledge sharing between individuals. Depending on what you are looking to achieve from a partnership, employees are welcome to participate in one or all three of our current offerings:

  • Mentoring – This is our most established branch of our Mentoring Programme and is where a more experienced colleague shares their knowledge and supports the development of a more inexperienced member of staff.
  • Reverse Mentoring – Reverse mentoring involves a partnership in which the less experienced employee provides insight on topics such as office culture and leadership engagement to help develop a shared understanding.
  • Mentoring for Returners – Returning to work after an extended period can be an unsettling time. The Returners Mentoring Programme is designed to support employees as they prepare to return to work and with any immediate needs on their return to try and make their transition back to work as smooth as possible.

What can Phillips 66 offer me?

To find out more about our benefits and culture please refer to the following page:

Our Culture & Values, Rewards and Benefits