Recruiting for early careers roles presents a challenge to select the right candidates in a way that doesn’t deter them from applying . We present a client case study on using engaging assessment design to create a positive candidate experience in early careers recruitment. Learn how this forward-thinking organisation found a way to broaden its appeal to a wider pool of more diverse applicants, give an attractive yet realistic preview of the role and the organisation, and effectively and efficiently identify the best candidates.

1. © 2018 SHL and/or its affiliates. All rights reserved.
Dunstan Arthur
Using Assessment Tools
to Transform Your
Recruitment Delivery

2. 2
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on behalf of

3. 3
 Science and technology services
to the Defence sector
 Recruit highly specialised
technical staff
 Recruit administrators, production
staff, technicians
 Established graduate and
apprentice programmes
An organisation at the top of its field
© 2018 SHL and/or its affiliates. All rights reserved.

4. 4
Apprentice recruitment - goals and challenges
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Recruit diverse
new talent
Expand beyond
traditional applicant
pools
Bring in fresh talent
Maintain diversity and
inclusion
Maintain quality
of hire
Identify best fit
candidates for the role
Accurately represent
the organisation and
its work
Allow people to make
serious decisions
about their career
choice
Improve efficiency
Reduce direct and
indirect recruitment
costs
Maximise return on
recruiter time
Minimise candidate
drop-out

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How to attract from a wider pool?
With greater appeal to a (mostly)
young audience?
While offering an engaging candidate
experience?
Recruiting diverse new talent
© 2018 SHL and/or its affiliates. All rights reserved.
New recruitment brand
New attraction strategies
Updated recruitment website
More innovative, more interactive
process

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Bring as much as possible back in-
house
Recruiters become Talent
Advisors – partners to the
organisation, not order takers
Training and development to build
the Talent Advisor skills and
mindset
Maintaining quality of hire - becoming Talent Advisors
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Talent
Advisor
Functional
expertise
Advising
with
influence
Building
business
acumen

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Accessible, intuitive mobile interface to
guide candidates
‘Attractive’ branding and images
Interactive realistic job preview with
personal feedback
Situational judgement test (SJT) for
validity, fairness and candidate-
friendliness
Supports diversity and inclusion
Maintaining quality of hire - innovative assessment
© 2018 SHL and/or its affiliates. All rights reserved.

8. 8
SHL’s Precise Fit assessment platform
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Job Guide Job Preview AssessmentFeedback

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Achieving impressive outcomes and results
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Recruit diverse
new talent
 Wider candidate
pool
 Positive candidate
feedback
 No significant
adverse impact at
assessment stage
 (Females have
slightly higher pass
rate)
Maintain quality
of hire
 Realistic preview of
the role
 Fair and valid
assessments
 Better quality
candidates at
interview
Improve efficiency
 Investments in
brand, website,
assessment and
attraction have
improved process
yet cost-neutral
 Greater efficiency
and savings on
agency spend have
matched the initial
investment

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Rolling out the approach to other
higher-volume roles
Review of ATS and integrating the
workflow for an even more efficient
‘hands free’ operation – freeing up
more recruiter time
Review of interview and assessment
day stages
Further evaluation of candidate
experience and diversity, including
neurodiversity
Next steps and future initiatives
© 2018 SHL and/or its affiliates. All rights reserved.

11. 11
Enable and empower the team – be
advisors to the organisation
Start with the needs of the
candidate pool and work backwards
Use technology to encourage
interaction – make it a two-way
process
Practical take-away lessons
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12. Thank You
Dunstan Arthur
Practice Director, SHL
+44 (0)7807 341 333
dunstan.arthur@shl.com
© 2018 SHL and/or its affiliates. All rights reserved.