Nicky Garcea, Chief Customer Officer and Founding Partner, Capp & Co - Introducing Strengths-based recruitment methodology - Explore the concept of Authentic Assessment and why organisations should be interested - Sharing examples of how to measure Authenticity across the candidate journey as well as different executions of this approach including Virtual Reality and Immersive Assessment

1. AUTHENTICITY IN ASSESSMENT
Talent Leaders Connect – 5th October 2017
A PRESENTATION BY
NICKY GARCEA
Chief Customer Officer

2. INTRODUCTION TO CAPP
WHAT WE DO
Matching the world to their perfect job
AUTHENTIC ASSESSMENT

3. We are all S*** Magnets
AUTHENTIC ASSESSMENT
SOME HAVE SAID ..
SO WHAT CAN WE DO?
Bill Boorman, RecFest 2017

4. Wearables
and
sensors
Digital
Exhaust,
bread
crumbs,
machine
learning
Transfer to
mobile
device
Next
generation
genomics
Impact of
neuro-
science
Virtual
Reality
Robert McHenry, E-ATP September 2017
WHAT WE ARE NAVIGATING?
THE SIZE OF THE OPPORTUNITY
AUTHENTIC ASSESSMENT
Voice,
facial
expression
textual
analysis
The
Internet of
Personal
Things
Gamifi-
cation

5. NAVIGATING THE TENSION
BACK TO REALITY
AUTHENTIC ASSESSMENT

6. The Duchenne
Smile
WE HAVE A PHYSIOLOGICAL NEED FOR WHAT IS REAL
WE SCAN OUR ENVIRONMENTS FOR TRUTH
AUTHENTIC ASSESSMENT

7. PERFORMANCE ENERGY USE
A key outcome of strength use is authenticity
Authentic behaviour is when an individual is acting in a way that is consistent with
who they are. This means that they feel comfortable with it, it feels natural, and it
matches how they see themselves.
WHAT IS A STRENGTH?
SUB-HEADER
AUTHENTIC ASSESSMENT

8. AUTHENTIC ASSESSMENT
Engagement
Capability
Competence Realised Strength
DIFFERENTIATING AVERAGE FROM EXCELLENT
MEASURING PERFORMANCE AND ENERGY AT EVERY STAGE

9. 1. Online data collection
2. Stakeholder consultation
3. Predictive work performance
4. Future proofing
SUCCESS ANALYSIS:
What does success look like?
Technical Skills & Knowledge
Core Strengths & Personality
Culture & Values
Cognitive Abilities
SUCCESS PROFILE
WHERE WE START
MEASURE WHAT MATTERS TO THE ORGANISATION
AUTHENTIC ASSESSMENT

10. The above framework can be levelled across job
functions and levels
AUTHENTIC ASSESSMENT
HOLISTIC OUTPUT
MEASURE WHAT MATTERS TO THE ORGANISATION

11. AUTHENTIC ASSESSMENT
TYPICAL CANDIDATE JOURNEY
COMBINING IMMERSION AND EFFICIENCY
One overarching narrative that focuses on customer experience
A fully automated process right up to Assessment Centre scheduling
30 Minutes 20 Minutes 120 Minutes – this can
be extended
10 Minutes
CANDIDATE
TIME
ASSESSOR
TIME 10 Minutes 120 Minutes
1. Short Application
Form
2. Immersive, Video
Narrative
Assessment
(with Feedback)
3. Job Simulation
4. Face-to-Face
Assessments

12. AUTHENTIC ASSESSMENT
WHO IS LEADING THE WAY
ORGANISATIONS MAKING THE MOVE TO IMMERSIVE ASSESSMENT

13. Narrative based to
begin an immersive
experience and
association
AUTHENTIC ASSESSMENT
SCENARIOS BRING THE REAL WORLD TO LIFE
NHS SITUATIONAL STRENGTHS TESTING
Static text or imagery
to support and
emphasise your brand
positioning

14. AUTHENTIC ASSESSMENT
BEHAVIOUR AND COGNITIVE ASSESSMENT
BARCLAYS THE TRIAL BLAZER FOR INNOVATION

15. AUTHENTIC ASSESSMENT
JOB SIMULATIONS
PROVIDING CANDIDATES WITH ‘REAL’ JOB INSIGHTS

16. AUTHENTIC ASSESSMENT
VIRTUAL REALITY – FINAL STAGE IMMERSION
LLOYDS BANKING GROUP LEADING THE WAY

17. AUTHENTIC ASSESSMENT
CANDIDATE FEEDBACK
IMMERSIVE ASSESSMENT IS MAKING AN IMPACT
I think this is one of the most
dynamic and interesting ways
in which a recruitment
process has been delivered
This is new, this is
different and it’s likely to
stand out. You are testing
us in ways that are really
relevant for the job
I haven’t seen this
type of assessment
before and I am pretty
sure it’s going to catch
on.
To be honest I found
the assessment
process really original
and for this reason I
want to join the
organisation.
I’ve learnt from
the process about
the real-life
situations I will
face.

18. • No adverse
impact across VR
modules
• 94% of candidates left
with a better impression
of LBG as an employer
and brand as a result of
their experience
• 100% agreed that the
use of VR enabled LGB
to stand out from the
crowd
• 96% of candidates rated the
experience as comfortable
• 98% of candidates rated the
experience as impressive
• 100% agreed that VR could
be
a valuable addition to the
assessment and selection
process
• First employer
globally to use
Virtual Reality
within
assessment
AUTHENTIC ASSESSMENT
RESULTS SO FAR
LLOYDS BANKING GROUP CASE STUDY

19. 100% increase
3x faster
48% reduction in cost per hire
6500 Client hours saved
Better exam performance after 3
years
No adverse impact on gender,
Ethnicity, or social background
17-21% increase in diverse hiring
Retention after 6 months
Time to competence
Cost saving
Business performance
Diversity and fairness
Wider access to talent
OVER 10 YEARS OF FINDINGS
THE BUSINESS CASE FOR AUTHENTIC ASSESSMENT IS COMPELLING
AUTHENTIC ASSESSMENT

20. Precise and
holistic
assessment
criteria
Your
process
should be
the ‘trip
advisor for
jobs’
Fall back in
love with
the realistic
job preview
Immersion
and
simulation
Recruiters
as scientist
WHAT DOES THIS MEAN FOR RECRUITMENT?
REALISM AND DATA
AUTHENTIC ASSESSMENT

21. Matching the world to their perfect job