How to optimise the graduate selection recruitment process
When recruiting apprentice and graduate candidates it is easy to think an interview and references alone will be sufficient as long as the basic academic qualification requirements are met. Indeed, it is not unusual for organisations to state grades on their job adverts and websites, but is this truly an accurate predictor of future success?
The problem of selecting graduates based on grades
Government policy has been to expand the academic system. At the same time the number of students achieving the higher grades has exploded since the GCSE was introduced in the mid 1980s.
Questions have been asked around the standards of these qualifications and the students who achieve them. Ofqual have certainly said that their research found significant concerns. Glenys Stacey, Chief Executive of Ofqual, quoted in 2012, said it was impossible to justify year-on-year grade inflation in A-level results. She told the Sunday Telegraph: “If you look at the history, we have seen persistent grade inflation for these key qualifications for at least a decade. It is virtually impossible to justify and it has done more than anything else to undermine confidence in the value of those qualifications.”
Recent CBI Education and Skills Survey research highlighted that 47% of employers are not satisfied with the business and customer awareness of graduates, 31% are not satisfied with their self-management, 25% are not satisfied with their team-working and 23% are not satisfied with their problem-solving.
So how can we ensure the graduates we recruit are suitable?
Ability tests online can assess capability around verbal and numerical reasoning, problem solving, and data checking for around £60 + VAT per test. These can be set at multiple levels and benchmarked against comparison groups in various sectors. Moreover, it is also possible to assess engineering related skills such as spatial reasoning and mechanical comprehension for the same cost.
The differing levels of tests start with those aimed at trainees and apprentices and then move up through the various levels to those aimed at high flying graduates.
Assessing non-academic competencies and soft skills
Too often important behavioural competencies are not measured directly by any academic qualification. This can be a serious issue if the role involves management or leadership responsibility either now or in the future.
We recommend several different work sample tests which assess managerial judgement, at graduate level and above. Then there is, of course, online personality assessment using tools such as OPQ or HPI which can be directly benchmarked against the target comparison group.
How exactly does it actually improve the recruitment process though?
- It’s very cost effective, reducing risk at the selection stage of the recruitment process
- Provides essential methodology for highly selective hiring, a key component of high performance working
- Reduces staff turnover
- Improves leadership in the longer term
- Improves company culture through better behaviours
- Filters candidates who lack the underlying capability to succeed
Matthew Davis is a Chartered FCIPD and Chartered Marketer FCIM qualified HR/Human Capital consulting professional. Experienced in most aspects of resourcing, business psychology, performance management and organisational development consulting as well as team leadership and budgetary management.
With solutions starting at just £60 + VAT per candidate your organisation really can improve at very low cost the likelihood of successful hires and in so doing build a better team for the future.