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AGR Student Recruitment Conference 2014 slides.
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Turning Early Careers Attraction and Recruitment on its Head
Presented by: Hannah Porter (Morrisons), Tom Banham (Nestlé)and Nicky Garcea (Capp)
AGR Student Recruitment Conference, 10 July 2014
@Morrisons @Capp_Co @NestleUK
Welcome & Overview
• Drivers• Foundation• Implementation• Technology• Future
Organisational Drivers for Change
• Assessing motivation• Business Alignment• Greater consistency
• Improved Graduate Retention• Align recruitment to talent pipeline• Business buy-in to process
So, What are Strengths?
Performance Energy Use
A strength is a behaviour that an individual carries out on a regular basis, whereby they perform it well and
are energised by doing so.
Success Analysis
The alignment of the core strengths to your organisational values and/or capability framework.
The mapping of the core strengths into specific role overviews.
Understanding of how the usage of the strengths correlate with good performance.
Learning from your best performers and key stakeholders about what good looks like in the future.
• Core Morrisons strengths
• Business area differentials
• Incorporation of the ‘Morrisons Way’
• Evolution
• Future Proof
• Core Nestlé Academy strengths
• Business area differentials
• Motivation to work and technical criteria
• Stakeholder buy-in
• Mapping to talent framework
Success Analysis Outcomes
Adopting Strengths End-to-end
Attraction Jobmi
Situational
Strengths Test (SST)
Telephone/ VideoIntervie
w
Assessment
Centre – strength
s orientate
d exercises
On-boarding
Strengths-based talent
development
The Morrisons Journey
2011 review 2013
strengths introduced
Introduction of the
Situational Strengths
Test, Video and f-2-f SBI
Aligned AC materials to strengths across 12 schemes
Virtual
Train-the-trainers
The Nestlé Journey
2012 Strengths introduced
in part
Evaluation results
inform 2103 strategy
2013 End-to-end out sourced
approach
Move to Strengths-
based video interview /
Enhance candidate
experience
The Role of the Situational Strengths Test (SST)
The Role of the Strengths-based Video Interview
Example Strengths Question
Credibility: What makes people pay attention to your opinion? (Wait for response)
0
Response suggests that this does happen but infrequently. Provides weak or no evidence for sharing
how they develop their credibility.
3
Demonstrates that they do believe people respect their opinion and acknowledges that this is due to
their credibility.
A hypothetical or general reason is provided of why they take this
view.
5
Demonstrates that they do believe people respect their opinion and acknowledges that this is due to
their credibility.
A specific example is provided of why they take this view.
Candidate Reaction (based on 888 candidates)
0%10%20%30%40%50%60%70%80%90%
100%
56%
72%82%
78%
Feedback
100 % of assessors felt that the exercises elicited the behaviours required
to deliver the role
“Enlightening - really liked the strengths based adaption.
Whole assessment centre was more like a working
environment and lots of positive response heard on
this.”
“It was one of the best AC of my life”
“strengths report was brilliant,”
Results so Far
Diversity split in manufact-
uring
Diversity improvements
in buying
Embedding approach with
assessors
Ended earlier than previous
years
Improved candidate buy-
in
Assessors now bought
into the proces
Results so Far
Feedback
“I would like to recommend Nestlé for the incredibly
efficient recruitment process. It has really stood out for me against other
companies.”
“I felt more at ease for my assessment centres than I have had for previous assessments. It was a great day in a comfortable
environment.”
“The strongest type of assessment I have
participated in my career”.
“The assessment centres have identified some very
strong candidates.”
Results so Far
95% more positive view of Nestlé’s brand
84% assessors
scoring more
accurately
87% think SST
provides them with a realistic job
preview
Capp screened
video interviews
saved = £41,000
Female recruits in technical roles rose
from22% to 67%
Social Mobility
increased, greater
proportion of first gen
SST predicting
Assessment Centre
Performance
96% think Nestlé
stands out from
competitors
100% job offers and
acceptance from interns
2/3 of project
investment saved
Video SBI most
predictive part of the process
Results so Far
• Expansion of assessment and development approach
• Review and validation
• Strengths in attraction material
• Build on foundation
• Innovate with technology and strengths
• Utilise Jobmi platform
Plans for the Future
Turning Early Careers Attraction and Recruitment on its Head
Q & A
Thank you
Hannah Porter (Morrisons) [email protected]
@MissHannahP
Tom Banham (Nestlé)[email protected]
@BanhamT
Nicky Garcea (Capp)[email protected]
@NickyGarcea
AGR Student Recruitment Conference, 10 July 2014
© Capp. All rights reserved.