At the ISE Global Student Recruitment & Development Conference 2020 on Tuesday (well worth adding to your conference list btw) I joined the Assessment Unconference Session in the afternoon. Below is a summary of the conversation and key themes from the two case study presentations on Global Assessment - GSK & Unilever. 

The single significant take away that's relevant for 2020 is: 

Make sure that your assessment methodology is relevant to what you're assessing, now more than ever.

Assessment themes from the day:

The un-conference discussion summary:

The conversation was free flowing with questions bouncing around between around 14 attendees. Here are the biggest questions asked and discussed. Thanks to all for candidate sharing and involvement. 

Are we hiring better and better people now that we've invested in assessment improvements over the last few years? HOw come continued investment is required?

  • Many reported that continuous evolution is necessary to are stay aligned to the future of work in their businesses.
  • There's a shift from recruiting for "future CEO, whereas now it is capability and technically based" making the point that programmes themselves are not geared towards the same things anymore. 
  • Responding to doing more with less means processes need to become more efficient. 
  • Diversity goals and expectations mean assessment has to evolve to be inclusive and fair.
  • Changes help improve "the predictive validity of exercises, and how inclusive and fair they are" as well as making sure the candidate experience is strong.

Are you using learnings from early careers assessment with your experienced hiring? 

- Yes in that assessment technology piloted in early careers is now used "across the board".- It's not possible to do the 90 mins online testing we use (and "we'll be looking to shorten this") with experienced hires but have created a lighter 30 mins version that is used in high volume areas. 

How do you adapt your digital assessments for candidates with disabilities?

  • The In tray and Job Simulations can be an delivered as an interview.
  • Where the stages "cannot be done by interview, eg the video situational judgement test, the candidates go through to the next stage". Contact Joe Voelker to find out more. 

Has anyone considered dropping the group exercise from their Assessment Centre?

- one attended shared that she had " dropped it in my 3 previous organisations" without an adverse impact on candidates or decisions.- much agreement around the comment that they're relevant if "they reflect the way they'll work in the role" and that they're "only as good as they are designed. They must be anchored within the authenticity of the role and the reality of the job".- two examples shared where it's the 'curve ball' or derailer that's being assessed in the group exercise, ie ability to adapt to disruptive force and work collaboratively. Relevant as reflects the nature of the challenge in role. 

Anyone using Virtual Reality? Any feedback from candidates or hiring managers? Any self selecting out? 

  • One example. Their candidates were reported "dreading it but ended up loving it". 
  • Hiring managers were very supportive as it was an authentic scenario. 
  • Hadn't heard of self selecting out.
  • There were differences between Male and Female responses afterwards. 
  • Contact Vanessa Soames to find out more. 

How are you adapting grad assessment tools for your school leaver recruitment? 

- We "slim down the options they could choose during the pre work and in the AC itself so that the language and topic is more accessible to that audience". 

Is anyone used performance during assessment as foundation for personal development in role and or onboarding? ie closing the gap between recruitment and development. 

  • "Hard to do as we're very busy!" Much agreement with this. 
  • "Generally candidates score quite high so harder to find areas to focus on".
  • Whereas another organisation looked at "whole cohort performance - the information is passed on to support whole cohort development plans".

If this triggers thoughts about your own assessment strategy for early careers or volume hire, let me know. Happy to share case studies and be a sounding board. 

Rowena.bach@tmpw.co.uk