Fact Sheet

Hire the rightentry–leveltalent.

Knowing what to assess—as well as how to assess—is key to increasingproductivity and retention in entry level roles.

1

Create an effective and objective process to identifythe right entry–level candidates while addressingthe following issues:

Volume—entry level roles can attract five times theaverage number of applicants, and this is oftenexacerbated by seasonal fluctuations. This requiresa highly efficient process to swiftly sift outunsuitable applicants.

Not knowing what "good" looks like—a lack ofunderstanding as to the key attributes that willmake someone successful in the role means a poor‘fit’. This results in weak performance and higherturnover in what often are vital, client facing roles.

The need to support line managers withcompetitive pay data benchmarks and businessrelevant reporting without additional investments.

Ensuring a positive candidate experience.

Our talent assessment solution provides a fullyself-service, 24/7, multidimensional assessmentmethod with automated reporting that:

Uses proprietary best-in-class Success Profiles toprovide clear predictions of a candidate’s fit to arole - and automatically generates both the criteriato assess the candidate against and the jobdescription.

Provides a single fit score option available for easysifting*.

Has the capability to integrate with your applicanttracking system to enable volume hires.

Provides talent scarcity data and typical time to fillfor specific entry-level roles.*country dependent - please enquire for further information

Benefits

Reduced time–to–hirethrough a swift, engaging,and science-basedassessment process, thatswiftly sifts and identifies theright talent for high-volumerecruitment projects.

Recruitment that specificallyidentifies the keycompetencies and abilitiesthat are needed to besuccessful in the job.

Insights into talent scarcity,time–to–fill, and competitivemarket rates of pay tomanage volume andseasonal workforceplanning.

A strong employer brandthrough a positivecandidate experience thatcan increase the quality ofthe applicant pipeline.

Fact Sheet

2 © Korn Ferry 2019. All rights reserved.

About Korn Ferry

Korn Ferry is a global organizationalconsulting firm. We help clientssynchronize strategy and talent to drivesuperior performance. We work withorganizations to design their structures,roles, and responsibilities. We help themhire the right people to bring theirstrategy to life. And we advise them onhow to reward, develop, and motivatetheir people.

Allows use of the “best mix” of assessments toenable short, relevant, and candidate–friendlyassessments while also giving recruiters aholistic view of each applicant.

Links our Success Profiles to other TalentManagement solutions to enable a joined-uptalent management process in one easy–to–useassessment system.

Brings a self-service approach to setting uprecruitment projects, complete withconfigurable, intuitive, and fully-interpretedreporting.

Supporting a positive candidate experience:

Gives the candidate an insight* into the role ororganizational culture.

Provides a transparent and inclusive process.

Allows every candidate a chance to showcasetheir potential.

Aligns your approach to your employer andconsumer brand.

Offers all candidates valuable feedback,regardless of the application outcome.

* Situational Judgment Test available.

Entry-Level Assessment overview:

What can be measured?

Competencies.

Cognitive abilities (numerical, verbal, checking).

What are the outputs?

Hiring Manager Report.

Interview Guide.

Talent Grid (for data analysis).

Participant Feedback Report.

“If an entry–level employee leaves, the real cost to you is between 30% and 50% oftheir annual salary.”