Technology and Millenials
is innovative and highly efficient to deliver the outstanding Future Talent our business needs. The development
of our new video selection tools was based on qualitative research with over 125 business stakeholders at all levels, testing each element thoroughly. The new process is not only innovative but more cost-effective, enhancing the candidate experience of our tech-savvy applicants by increasing their sense of control, providing more rapid feedback on suitability, and offering an earlier preview of life at Atkins. Additionally, it significantly reduces the time spent by line manager stakeholders in reviewing the applications of unqualified applicants as well as bringing forward the assessment of critical technical skills. Ultimately our new process will evolve to become even more effective resulting in fewer assessments centres with an improved conversion ratio”.
that the video application takes less time to complete than a traditional online, written application form.
Video technology can also be used to deliver assessment exercises earlier in the process, for example, provision of analysis exercises to obtain primary evidence of a candidate’s analytical, critical thinking and commercial acumen skills, (which are difficult to assess using competency based interview questions alone). Again immersive content, perhaps pertaining to the theme of an assessment centre, can be included via video to excite candidates about the next stage of the process. The use of future-focused, scenario-based questions, instead of past behavioural competency questions, to truly elicit evidence against future potential and also to provide all candidates a fair opportunity to demonstrate their capabilities should be encouraged.
Immersive Content
Technology enabled
Objective Scoring
=
Engaging & robust experience for Millennials
Immersive Content
Technology enabled
Video application forms and digital interviews Video technology can be used to deliver immersive content to candidates at the application stage of a process, (a stage that was traditionally seen by candidates as very boring and labour intensive). By incorporating introductory video content about their Future Talent programmes and asking future-focused questions via video, employers can succeed in making their recruitment process more engaging. The feedback that we have received from employers and candidates so far about using video technology at application stage has been highly positive. Candidates feel that they get a lot of information in a user-friendly format about what is required from them, the recruiting organisation, and the programme plus they like the fact
Objective Scoring
=
Engaging & robust experience for Millennials
Immersive Assessment Centres Utilising technology (both video and automated scoring tools) in order to enhance the assessment centre experience for candidates and employers is emerging as a significant trend. Immersive assessment centres are not just about the exercise content material, although this is an important element. It is about fully immersing candidates in the employer brand and the role on offer. For example, we set the scene at the start of our immersive assessment centres that candidates are actually already employed in the recruiting organisation, truly taking the ‘day in the life’ approach to the next level. At the start of the day, candidates view video content relating to a specific project and this same theme runs throughout the whole day.
The realistic, immersive content is captured at job analysis stage in order to produce exercises that are face valid, predictive, challenging and engaging for candidates. The use of iPads, tablets or laptops is encouraged to make the day as realistic as possible so that candidates
have access to video, email content and Outlook calendars for each exercise. Moreover, to deliver a fully immersive and realistic experience interviews should be replaced with a ‘development / coaching / performance feedback session’ with the line manager.
In addition, in order to truly assess future potential and natural innate abilities immersive assessment centres should also feature a ‘de-familiarisation experience’ – a short exercise that candidates were not expecting which pushes them out of their comfort zone and asks them to deal with a challenging situation. Technology can be used to support this exercise through videos, emails throughout the day, news articles, branding messages and so on to ensure that the candidate feels like they are already an employee instead of a candidate in a recruitment process.
Future- focused
questions or scenarios
Today we are witnessing an assessment revolution driven by factors such as the demand for a global workplace, competition, cost-efficiencies, application volumes, candidate awareness of legislation and Millennials wanting to engage and share information more readily than ever before. Although technology can help solve all these issues there is still more that can be done to leverage technical solutions to further engage, innovate and deliver fair experiences for Millennials and improved efficiencies for employers. n
Immersive Content
Effective
assessment of high
potential Video- enabled in
order to provide a realistic preview of role
Defamiliarisation experience to
truly test future potential
Immersive Content
Future- focused
questions or scenarios
Effective
assessment of high
potential
Video- enabled in
order to provide a realistic preview of role
Defamiliarisation experience to
truly test future potential
www.agr.org.uk | Graduate Recruiter 11
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