We are able to test how they


would perform or react in specific situations and whether that matches what we are looking for…


2. Social mobility and diversity – We want the best candidate for the role but we know that students who have had more privileged backgrounds can offer stronger examples in traditional competency-based interviews due to their access to extracurricular activities or stronger networks. Our


strengths-based assessment process is harnessing a candidate’s energy and passion to work for Nestlé regardless of their past experience. We are proud this year to have recruited more school leavers from socially diverse backgrounds, with 50% being the first in their family to attend University.


3. Alignment to asynchronous technology – This year we have introduced the Sonru video interview screening platform. The strengths- based interview aligns well to asynchronous technology because unlike a competency-based approach you do not need to probe. It is also >>>


www.agr.org.uk | Graduate Recruiter 27


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36