HOW TO BUILD A

WINNING GRADUATE

ASSESSMENT PROCESS

3 MARCH, 2016

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YOUR PRESENTERS

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Matt ChaplinHead of Business Development,Korn Ferry Hay Group

Phil HarringtonAssessment Consultant,Korn Ferry Hay Group

Paula GeppDirector, Fusion Graduate Consultancy

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TODAY’S TAKEAWAYS

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1. What behaviours are needed in

today’s workplace and how to identify them

2. How to best measure graduate

potential using the latest assessment

methodologies

3. Linking this to on-boarding and

development

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POLL: WHY DO YOU HIRE GRADUATES?

People who can solve today’s problems

ORPeople who have the potential to

be the senior leaders of the

future (who can lead the

resolution of future problems)

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LEADERSHIP 2030: THE ALTRO-CENTRIC LEADER

The future will call for leaders who choose not to see themselves as heroes, as headlines and who do not put their egos first.

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It calls for leaders whose primary focus is a concern for others rather than themselves

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1. Inner strengths

• Ego-maturity

• Intellectual curiosity

& emotional openness

• Empathy

2. Values

• Ethical standards• Concern for

diversity

3. Strategic business

thinking

• Contextual awareness

• Stakeholder recognition

4. Stakeholder

interaction

• Meaning-making

• Cross-boundarypartnering

5. Execution

• Bounded autonomy• Senior team

leadership

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COMPETENCIES OF THE ALTRO-CENTRIC LEADER

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THE STATE OF TALENT ASSESSMENT IN AUSTRALIA AND NZ

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Source: The State of Talent and Assessment, Hay Group, 2015

60%Of HR respondents believe they make good hiring decisions.

45%Of HR respondents believe they use best practice in making hiring decisions.

43%Of HR respondents believe they regularly adapt hiring processes to meet new requirements.

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TALENT TRENDS 2016

Source: Korn Ferry Futurestep, 2015

Candidates are in the driver’s seat

Investment hiring to edge out competition

Smart data to source and develop talent

Streamlined HR technologies enabling centralized global recruitment

Candidate Concierge Experience

Talent from within will be realized as a true asset

Graduate recruiting for

today and into the futureEmbracing diversity proving key to growth

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WHAT DO GRADUATES WANT?

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Source: Hay Group, Future of Young Hires, 2016

Well-being SecurityPersonal

Growth

Autonomy Service Supporting

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WHAT SELECTION METHODS ARE BEING USED

73%of respondents said that they use cognitive/aptitude testing as part of the selection and recruitment process

of respondents use personality testing as part of the selection and recruitment process42%

Source: 2016 AAGE Graduate Employer Survey

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WHY ASSESSMENT AT ALL?

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WE HAVE THE POTENTIAL!

On average, Australian graduates obtain higher

scores than the general graduate population on

verbal, numerical and logical reasoning.

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Verbal Numerical Logical

Graduates

Overall Graduate Population

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WHAT ABOUT PERSONALITY?

Australian graduates tend to be more;

Conscientious, Consultative, Methodical, Relaxed and Supportive

But far less;

Creative, Decisive and Action-oriented, and Influential

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Graduates

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GENDER DIFFERENCES

On average, females score higher on:

Communicative, Conscientious, Consultative, Flexible, Resilient, Socially Confident, and Supportive

On average, males score higher on:

Achievement oriented, Analytical, Conceptual, Creative, Decisive and Action-oriented, Influencing, Methodical, and Relaxed

This is in line with Talent Q’s research which suggests that males tend to be more Analytical, Relaxed, Conceptual, Influencing and Achievement Oriented; and females are likely to be more Consultative and

Supportive.

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THE BUSINESS CASE FOR PSYCHOMETRICS

Prediction of performance (%)

Low cost effectiveness

Personality questionnaire

Assessment centres

Ability tests

References

Unstructured interview

Competency based interview

Based on Schmidt & Hunter (2006) meta-analytic review of validation studies and Talent Q (2008) analysis of average direct and indirect costs of assessment for UK organisations

High cost effectiveness

Co

st

HighLow

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FULL PAGE PIC WITH CAPTION

17Caption: Document Name, Author Name, Month 2014

POLL:

Do you feel that you

are using the right

selection methods to

select graduates for

your organisation?

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COMMON QUESTIONS

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What recruitment activities and assessments should be included?

Where in the process should each activity take place?

How should the results of each activity be used to ensure best practice and ROI?

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FULL PAGE PIC WITH CAPTION

19Caption: Document Name, Author Name, Month 2014

WHERE DO YOU START?

1. Understand Success- what does success looks like for your organisation?

2. Build a Success Profile– a profile of the candidate most likely to succeed in your organisation

3. Design the process – which assessment activities (recruitment stages) will help you measure the key success factors identified in your profile?

4. Identify Success - how will you interpret and use the assessment data effectively to identify the candidate most likely to succeed in your organisation.

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TYPICAL GRADUATE ASSESSMENT PROCESS

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1. Online application screening

– Via your applicant tracking system

2. Cognitive abilities assessments

– Elements ability assessments

3. Telephone/Video interview

– Confirm suitability and motivation

4. Personality assessment

– Dimensions personality assessment

5. Assessment centre/Interview

– Group and individual assessment and final interview; informed by outputs from personality assessment

6. Offer

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MAKING IT A POSITIVE EXPERIENCE

Practice questions, general information on psychometric assessments

Dedicated candidate microsite: www.trytalentq.com

Local helpdesk

No plugins or software required, works off all popular web browsers, including mobile and tablet devices

Promoting fair assessment including disability support

Free candidate feedback reports

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CAN YOU GET VALUE OUT OF THIS INVESTMENT?

ROI of recruitment process

– Over 80% of managers rated graduate performance as meeting to exceeding expectations

– 4% reduction in grievances lodged

– 9% improvement in retention of graduates after 1 year

– 11% reduction in hours spent supporting graduates in the first year

Manager Capability

– 45% of managers were trained and adopted valid tools over an 18 month period.

Stakeholder buy in for valid selection (including psychometric testing)

– After HR, clinical educators, and managers trialled valid tools (or ignored the results and witnessed the resulting performance outcomes) that they truly saw the benefits of the quality of data provided for selection decisions.

Recognised for Best Practice Process

– Finalist for Australian Psychological Society Workplace Excellence Award, 2015

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It is estimated UCH will save around $450,000 per year on graduate recruitment processes alone

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ADAPTIVE ABILITY TESTING - HOW IT WORKS

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P

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This route

would achieve

an overall

higher score

This route

would achieve

an overall

lower score

O

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Faster More accurate More secure

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MAKING PERSONALITY ASSESSMENT PRACTICAL

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Dimensions is a modern personality assessment system

Measures 15 key personality traits important at work

Multiple reporting outputs for various talent management applications

Less than 25 minutes to complete

Powerful role profiling system to better inform hiring decisions

Available in 45 languages

Rated as ‘Excellent’ in latest British Psychological Society (BPS) test review

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ROLE PROFILING USING DIMENSIONS

In-built role-profile wizard

Trained users can quickly and easily create bespoke profiles to determine fit

Candidate profiles compared with role profile to show likely fit, with free custom interview guide to accompany the role match profile

Most suitable for;

Graduate and volume recruitment

Recruitment and selection

High potential identification

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Put your data to work

Save time and save money

Align with your L&D/OD team and

share data

Appropriate for high potential

programs

SO YOU’VE MADE YOUR HIRE, WHAT NOW?

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GRADUATES EXPECT ON-GOING DEVELOPMENT

Perfect for Team Development - Allows you to view reports for a range of individuals collectively

27Designed for coaching

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ASSESSING FOR DRIVES AND MOTIVATION

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OUR TIPS FOR A WINNING GRADUATE ASSESSMENT PROCESS

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1Be clear on why you’re hiring graduates and what you’re looking for.

2Align your graduate program with your organisation and talent strategy.

3Use valid, objective tools that provide robust data and insights to help inform decision making.

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Q&A: PLEASE TYPE

YOUR QUESTIONS INTO

THE CHAT BOX

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OFFER FOR ATTENDING THIS WEBINAR

Simple pricing structure (AUD)

1 unit = $20 (normally $25)

Elements ability assessments = 1 unit per test (verbal, numerical and logical = 3 units)

Dimensions personality questionnaire = 2 units per person

– Includes 1 of 2 ‘report bundles’

Free Role Profile workshop to help you create a Graduate role profile using the Talent Q Dimensions personality assessment system

Minimum commitment of 500 units

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• Report packs are either: Trait Profile + Narrative Report, or, Role Match Profile + Interview Guide

• Agreements must be in place by 30 April 2016

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OFFER FOR ATTENDING THIS WEBINAR

Example

You’re hiring 10 graduates

500 candidates to assess using verbal and numerical ability

– 500 x 2 units (1 each for verbal and numerical ability)

– = 1,000 units

40 candidates to assess using personality questionnaire prior to assessment centre

– 40 x 2 units

– = 80 units

Total 1,080 units = $21,600 ex GST

– A discount of $5,400

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PROVIDE FEEDBACK

Did you enjoy this webinar?

Let us know here:

https://www.surveymonkey.com/r/GraduateWebinarMarch2016

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© Korn Ferry 2016. ALL RIGHTS RESERVED.

Thank you