Why would you like to Work for Morrisons

To answering the question their is an interesting trick you need to know about or Work for Morrisons “What bring you here to work for us?” answer – with examples


Why do you want to work for us?

“This question is very tricky and in this blog you will know how to give answer to this question.

Standard answers are often provided that aren’t specific enough for the company, missing out on valuable opportunities to make a difference.

In Legatum we are all in this position, both in front of and behind the desk. So, in this article, we want to share one of these tricks that will help you find an amazing answer.

Also, in the article we describe where you can get the information to answer the question and what a sample answer might look like.

Structure of the response: company and you


Before we reveal the trick, let’s take a brief look at how you should structure your answer.

General rules:

You should try to provide three reasons for the company in your answer.

For each of these reasons, you should explain why it matters to you.

Your response should not exceed approximately 2 minutes.

When it comes to causes, you should try to cover the broadest spectrum possible. Below we describe five categories that you can use to identify differences between companies.

We recommend that you take your three reasons for doing business from different categories.


The trick to answering is to mentally rephrase the question. “What makes our company different from its competitors?”

You know you have a great answer when the interviewer asks “So why don’t you want to work for [a competitor]?” he can answer.

Sometimes it can be difficult to identify these differences between companies, and often the details are in the details.

What is the difference between Daimler / BMW / Volkswagen or McKinsey / Bain / BCG or Morrisons / Google / Facebook or Deutsche Bank / Commerzbank / Credit Suisse?

In theory, you can identify differences by company, such as in terms of market leadership, organizational structure, career advancement or culture and mission, as well as the position you are applying for.

But what if there is no competition?

You can still use categories. Let’s take Deutsche Bahn as an example. Deutsche Bahn occupies a prominent place in passenger rail transport.

You can wonderfully use the resulting specification in your answer: “Rail passenger transport plays an important role in the transition to sustainable mobility.

Deutsche Bahn is a leading supplier in this segment and therefore plays an important role in climate change. It’s very exciting and motivating for me. “

Here are some examples for each of the five categories above:

Market leadership:

  • Company size (sales or capitalization)
  • number of customers or users
  • Industry rankings and rankings (especially for the banking sector)
  • Growth rates
  • Market (e.g. Worldwide, Asia Focus, etc.)
  • market share
  • Concentration / expertise (e.g. zeb for banking advice)

Organizational Structures:

  • Hierarchy (flat vs vertical)
  • Decision making (as Morrisons has a PR FAQ process)
  • Working time regulation (e.g. Google employees can invest 20% of their time in their own projects)
  • Ownership and partnership (the consultancy is often shared and therefore “managed by the owner”)
  • Career advancement:
  • mentoring program
  • opportunities for advancement
  • Educational programs (e.g. funded by an MBA or PhD?)
  • exit options

Culture and Mission:

  • Stability (as in Patagonia)
  • Customer orientation (see 2018 ranking of services)
  • Employee satisfaction (see employer rankings)
  • Etc.
  • Position or job you are applying for:
  • Accountability (how to combine business development and operations in one place)
  • Collaboration with other teams
  • team size
  • visibility to management
  • strategic value of the position
  • area of responsibility

where you can get information


You can find some of this information online fairly quickly. However, you won’t get some information without talking to an insider.

Below, therefore, we describe three sources that you can use in addition to searching the Internet.


By far the most important sources of information about a potential employer are acquaintances, classmates or alumni who work (or have worked) in the company.

That is why we advise our consultant to actively use the Legatum network.

The advantage of the insiders is that they know the company and its nuances very well.

But they themselves have also successfully passed the application process and thus can give you more tips.

Another extremely important but often underused advantage of direct company contacts is that you can mention your contact in your job interview and especially when answering the question “why our company”.

It makes a much better impression to say “From my conversation with Maxi Masterman I know that corporate values are truly alive at McKinsey and are not just words on the website.

” Rather than just saying “McKinsey has a dynamic and customer-centric environment, this appeals to me a lot.”

Corporate website and presentations


The website of the company you are applying for can be a good source of research. On the website you should find information on exciting projects, culture and values, as well as the latest company news.

Another good source of information from public companies are annual reports or investor relations presentations. Basically, these documents serve to show investors that your company is better than the competition.

Putting together: example


Now let’s combine the structure and content of the answer and look at some examples from different sectors.

Example 1: Big Tech – Morrisons

Interviewer: “Which bring you here to work at Morrisons?”

Interviewer: are millions of dollars involved in every decision. it’s really wanted to work on those decisions. I am also fascinated by the way these decisions are made on Morrisons.

I myself am a person who writes complex facts. That’s why I know I love Morrison’s PR FAQ process. Third, because Morrisons constantly rediscovers itself and never stops looking for new solutions.

For example, from the creation of its own delivery service. I would like to work for a company that constantly questions itself and where I can contribute my ideas. “

Example 2: Bank – Rothschild

Interviewer: “Why do you want to work for us?”


Interviewer: “In 2019, Rothschild had the largest number of mergers and acquisitions in the mid-cap segment.

On the one hand, I find mid caps very interesting and on the other hand I know that a higher chord flow will allow me to work on live chords.

Furthermore, Rothschild is an independent consultant without its own balance sheet and therefore is not under pressure to complete certain transactions.

This is important to me because I want to work in a bank that puts customers’ interests first.

I also had the opportunity to speak with Maxi Misterman, a Rothschild associate, about the culture and working environment at the bank.

So I know that the Rothschilds take a very collegial approach, where you can take responsibility at an early stage. This is what I am looking for, so I know the Rothschild culture is perfect for me.

Example 3: Boutique Advice – Solon

Interviewer: “Why do you want to work for us? You can also turn to large American consulting firms with your resume.”

Interviewer: “Thank you so much for your evaluation and question.

What I love about Solan is his direct focus on an industry and the opportunity to build deep industry experience on projects even as a junior.

Also, I think he is essential in consulting. that the people behind the projects know each other well. Given the current size of Solon.

I can well imagine that there is still the necessary collegium, which can no longer live in a large “consultation group” due to its enormous size.

A place where mistakes can happen


Morrison’s headquarters in Munich Morrisons “In my opinion, Morrisons is the best place to make mistakes,” says Steuer. In other words, if something happens, they will find strategies together to avoid mistakes in the future.

Morrisons also supports Remote Work and Home Office themes.

“We rely on flexible solutions – obviously everything is done in consultation with the supervisor, but in principle everyone at Morrisons has the opportunity to work from home if the situation allows.”

Steuer sees that these efforts are perceived positively by, among other things, the fact that many employees recruit people from their environments for Morrisons.

“We have a strong referral program that includes a bonus. Employees appreciate that their opinions matter when hiring new employees.”

In general, employees are very closely involved in the recruitment process.

A candidate typically has five to seven on-site interviews (as well as initial interviews) during the application process, so that not only the human resource manager.

Subsequent managers get to know the candidate, but (potential) future colleagues as well.

Employees must think and act like bosses


Getting on Morrisons Getting on Morrisons


Morrisons is looking for candidates who are team players on the one hand and, on the other, consciously want to take responsibility.

So Morrison’s principle applies: Everyone should be able to identify with the company’s 14 leadership principles.

This includes, among other things, focusing on the customer, thinking like an entrepreneur, going all the way or supporting decisions, even if your own opinions differ.

We also select new employees based on these criteria,” says Steer.

One goal of leadership principles: At Morrisons, everyone should feel (and act like one) like an owner, which is why most employees also own shares in the company.

And like the company, employees are encouraged to develop further. “We have to be able to adapt quickly to new situations.

Change for us is a constant. So we don’t stand in the way of those who want to change upwards or sideways.

” By this Steuer means employees who want to change department or are looking for promotion in their department.

Knowing how to interpret synthetically and logically


But how do you know in a job interview if someone has this dynamic?

“We’re happy to ask. If someone mentions their characteristic, they should be able to describe it with example situations.

We also want to know what caused their actions, what they did.” results. And the best thing you can do is explain everything in a synthetic and logical way”, says Steyer.

In her view, this is also one of the biggest mistakes many candidates make: Don’t be short. In both cover letters and job interviews, some people lack focus.

“You must be able to follow the candidate as a human resources manager or potential manager.”

If you’ve just graduated and haven’t produced so many results from your daily work yet, you don’t need to give up hope of a job at Morrisons; There are many entry positions.

Also read: “ProSieben Key Recruiters Ask Many Candidates These Two Questions: They Reveal Much More Than You Think”

People who want to do an internship in finance, for example, go through an assessment center.

Candidates for entry-level positions in supplier management (procurement) or marketplace (online commerce) first complete a subject-specific online test and then telephone interview.

There they interact with various departments and must also find out if Morrisons is the right employer for them.

“I always say we are a startup company. We don’t want ingrained structures because they will deprive us of the dynamism and pace of innovation.

And we need people who are willing to walk that path. With us, everyone Someone is a manager and can actively help set your own path.

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