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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General Population
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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
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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
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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
O
Le
ve
l o
f d
ifficu
lty
This route
would achieve
an overall
higher score
This route
would achieve
an overall
lower score
O
O
O
P
P
P
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