making the right assessment - targetjobs breakfast news - sept 14
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The Happenstance
Thursday 18 September 2014
Making the right assessment
Director, GTI Media
Simon Rogers
Breakfast News in 2014
•27 February Being strategic•7 May Swimming the channels
•25 June Who do you think you are talking to?
Today – Making the right assesment• 27 November Onboarding and retention
AgendaWelcome – Simon Rogers
The economic forecast
Declan Curry, Broadcaster, Business & Economics Journalist
Select for success
Dame Tessa Jowell DBE MP
Doing what we’ve always done?
Stephen Isherwood, CEO, AGR
The perfect match
Jodie Grove, Account Director, work
#MrToast
We want to hear from you via twitter
• 500+ multi-disciplinary students• Extensive marketing campaign by
Enactus UK• Interactive mixed table discussions• Employability / How to get Hired content• ‘Careers fair style’ networking• New larger venue @ Wembley• February 23 2015
• Visits consistently up 75% YOY• 120,000 current students will register to
TARGETjobs by the EOY• 70% final years, 65% penultimate and 50% first
years from the top 30 universities
• Dedicated campaigns for Oxbridge and STEM students
• Social media audience to reach 100,000 by early October, 62% increase YOY
MayJune
July
August
Septem
ber
October
November
December
January
February
March
April0
500,000
1,000,000
1,500,000
2,000,000
2,500,000
TARGETjobs visits actual and forecast
14/15 Actual14/15 Actual/Forecast
• The UK’s first quarterly graduate confidence index, based on poll of 3,000 students
• Measures students’ confidence in gaining graduate employment after graduation
• Results by gender, degree, year of study, location, ethnicity and university
• Updated at Breakfast News to show trends and inform the market
The UK’s least confident student is:
• Female• In their final year• State educated• Lives in London• Doing a social science degree
Dame Tessa Jowell DBE MP
Select for success
Stephen Isherwood, CEO, AGR
Doing what we’ve always done?
Selection tools
Assessment centres
In-house first interviews
Telephone screening
Psycometric testing
Personality testing
Competencies
0 10 20 30 40 50 60 70 80 90
Minimum academic criteria 2014
Minimum 2.1
Minimum UCAS tariff
Specific degree
Relevant work expereince
Minimum 2.2
0 10 20 30 40 50 60 70 80
Monitoring socio-economic background: 2013-2014
Don't know
Yes, we are monitoring it for the first time this year
Yes, we are monitoring it this year and have done so in the past
We don't currently monitor this but we plan to in the next recruitment season
We don't currently monitor this and have no plans to in the next recruitment season
6.6%
9.4%
14.9%
18.2%
50.8%
Why do we do what we’ve always done?
Academics
Minimum 2.1
Minimum UCAS tariff
Specific degree
Relevant work expereince
Minimum 2.2
0 10 20 30 40 50 60 70 80
2006 2014
Selection tools
Assessment centres
In-house first interviews
Telephone screening
Psycometric testing
Personality testing
Competencies
0 10 20 30 40 50 60 70 80 90 100
2006 2014
Terman’s termites
“There is nothing as important about a person
as his IQ”
• 20% A group: lawyers, physicians, academics
• 60% B group: doing ok, the middle managers
• 20% C group: postmen, book-keepers, unemployed
“GPAs are worthless as a criteria for hiring, and
test scores are worthless — no correlation at all”
Laszlo Bock, Senior Vice President of People Operations, Google
“No-one, not rock-stars, software
billionaires, and not even geniuses ever
makes it alone”Malcolm Gladwell
Outliers
Jodie Grove, Account Director, Work
The perfect match
An Introduction…
• My thoughts based on experience • I’m not an Occupational Psychologist• There is not a ‘one size fits all’ solution• I’m looking to inspire thinking
Do you understand what you are trying to measure?
“It contained 12,445 words”
The ‘typical’ process
• Written competency-based questions (CBQs)
• Psychometric testing (verbal and numerical)
• Competency based telephone interview
• Assessment Centre
Only ask a question if you’re going to do something useful with the answer!
What are you trying to measure?
• Experience?
• Communication?
• Ability to think when under pressure?
We live in a completely connected society. Graduates can and will cheat the system.
How much is your assessment process worth?
Entrepreneurial spirit; that something extra…
What in your process delivers on these?
Very few people are born geniuses – most of us have to work hard and learn from the right people; people who inspire us. As we grow in experience, we grow in confidence.
Have we become completely unreasonable about what a 21/22 year old could have achieved?
Recruit for attitude, train for skills
Why do so few of us do it?
Motivation is divided into four categories: the drive to…
• Acquire
• Bond
• Learn
• Defend
The authors described these drives as “distinct and ubiquitous” and said that all individuals actively attempt to fulfil them.
They believe in essence that these four categories drive how we behave at work.
It’s different for everyone
What you see as a strength, others may see as a weakness.
It’s the same for businesses.
How do you feel about the following statements?
“She was ruthless when making that decision”
“He is very opinionated”
Knowing this can give you a powerful tool for recruitment and engagement.
“Now slip me snug about your ears, I’ve never yet been wrong,
I’ll have a look inside your mind,And tell where you belong!”
Courage Ambition Intelligence Hard Work
Daring Cunning Creativity Loyalty
Nerve Resourcefulness Wit Tolerance
Chivalry Wisdom Fair Play
Does that mean that the Sorting Hat is matching each pupil’s character strengths with the values of the house?
The philosopher Schopenhauer differentiated between the worlds of appearance and will.
“We forfeit three-fourths of ourselves
in order to be like other people”
The difference between appearance and will
• Sense of pride• Sense of belonging• All pulling together towards one
shared goal• Loyalty
But what does this actually mean for graduate recruitment?
When personal drivers are met within an organisation whose values, culture or mission resonates, you could really spark something inside. Couple that with strong leadership to teach young talent the technical skills of how to do a job and you could have a recipe for something amazing.
Proud workforce who truly identify with the business and its goals
Driven workforce working hard
Loyal workforce reducing attrition for the people you want to keep
Empowered workforce confident in making decisions – authentic decision making
Other potential positives
Positive impact on social mobility
Talk to people in a way which you know will resonate; inspire and motivate them from attraction, through the process and into employment.
What are the consequences of ignoring strengths and values?
Let us know what you think
jodie.grove@workgroupuk.com020 7492 0085www.workcomms.com
Parental influence on children’s academic and employment choices
Exploring how universities, careers services and employers need to respond effectively to the increasing importance of parents as influencers.
Thursday 4 December, 2014 London
trendence School Leaver Barometer Survey launch
Over a four month period ending in April 2014, 7,000 students, from years 10 -13 and a range of different schools, were surveyed to find out: • What young people plan to do after school/college and how they make important decisions•What they think about the provision of careers guidance, information and employer contact•How aware they are of the choices available to them•Where they go for information and advice•How they are developing key skills for employment•..and which employers and universities are most attractive to them
Launch details coming soon
Thursday 27 November
Next event
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