Recruitment.

Creating a fair, equitable and robust assessment process drastically improves your capacity to end up with the right candidates. We can help you choose or design assessments, and can provide assessor training to guarantee a fit-for-purpose assessment process.
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Showcase your company

Before you begin the recruitment process, it pays to remember that the students you are targeting are very likely going to lots of these sorts of assessments. You need to think of this process as an opportunity to showcase your company and display your employer value proposition. And no matter how busy you are, you need to stay in touch with your applicants and keep them informed, as their experience, positive or negative, will shape their overall view of your company.

Online application forms

Online application forms are your first port of call and they are very helpful for selecting candidates based on broad measures such as degree type, academic marks and whether they have had work or volunteer experience. But through embedding a capability framework, you can also use this first contact point to dig further into more abstract qualities like resilience, teamwork, communication skills, embracing diversity, inclusion and complex problem solving. These essential values can then be evaluated multiple times throughout the recruitment process.

Psychometric testing

Psychometric testing is all about getting a personality and cognitive ability snapshot. This can be achieved through traditional online testing or newer forms of testing such as online games and challenges. Using your own in-house people, or our providers, this next stage lets us see who makes set cut-off points and who doesn’t. For those who make it through, it also helps us design tailored interview guides focused on people’s individual development areas.

Video interviewing

Video interviewing is an excellent way to manage a large number of candidates to see who qualifies for the next round. Using a software interface, we create a mock interview environment to ask key questions that draw out a more rounded view of the candidate. And because video interviews are inherently challenging, it is also a helpful way to assess communication skills and resilience. 

Group assessments that let everyone shine

Designing the right types of activities to draw out the strengths of all candidates is key to successful group assessments. This means not just considering the different needs of introverts and extroverts, but also adjusting assessment for people with disabilities to ensure a fair and equitable process for everyone. We can facilitate the group assessment for you or train your staff to manage this process.

Helping assessors stay on track

Assessors can have their decision-making impacted by conscious and unconscious judgement biases. We specialise in designing engaging and fair assessments as well as training assessors to make consistent judgements to avoid common sources of bias.

Assessments that make the best use of time

More and more, businesses are saving money and time through bundling group assessments and individual interviews into one day. This means you also adjust for the fact that some people will do better on an individual basis rather than in a group, especially those with more introverted personalities.  Combining group and individual assessments on the same day and coming up with an overall score at the end of the day gives you a more rounded picture of each candidate.

The art of making offers

Getting in early with your offers, can mean you secure prime candidates ahead of those who delay their offers. To ensure you are ready to do this you need to have your salary expectations already established. For those who don’t receive an offer, providing helpful tailored feedback allows the candidate to leave the process on a positive note and helps establish you as an employer of choice for the future.
 
Need help selecting the right graduates? Contact us