Graduate Recruitment. Innovative solutions to help you to recruit the best graduate talent

Transcription

1 Graduate Recruitment Innovative solutions to help you to recruit the best graduate talent

2 Employers in 9 out of 13 key industries are expecting to take on more graduates in 2015 Hiring good graduates is relatively easy - we can help you find the best. By assessing candidates general ability, personality and likely organisational and role fit, our range of graduate solutions help you to see the complete picture, whilst reducing your hiring time and costs. We treat each project as a partnership, providing clients with a dedicated service, promoting successful onboarding, early engagement and reducing the risk of a bad hire. Benefits of working with us Save time and reduce hiring costs Improve candidate quality at final stage of recruitment Manage high volumes of applicants Quickly sift candidates on basis of solving new and complex tasks Determine likely organisational and role fit Identify leadership potential Bespoke service and advice

3 Thinking skills Our tests reveal high volumes of candidates higher level verbal, critical thinking, numerical, inductive (also called abstract) reasoning. The results are a powerful predictor of workplace task performance. Academic and experience Candidates prior knowledge is evidenced by what they bring to the table at the point of submitting an application for a graduate recruitment programme. It is accrued via education, skills, work or life experience. Prior knowledge Ability Traits and values Measuring personality traits and values within selection processes helps to provide the complete picture what we see on the surface during an interview process is only the tip of the iceberg. Performance Personality Motivation for role Graduates will require specific mentoring as they progress through the first stage of their career. Our on-boarding solutions promote early engagement.

4 Recruiters Ability Spoken English Personality and Values Competency Mapping SJTs Attention Ability Spoilt for Choice? 20% of graduates received a first class degree in This compares to 10% receiving firsts in In addition, 51% of graduates achieved a 2:1 in 2014 The funnel demonstrates a typical recruitment process and thus provides a workable structure when one is trying to recruit staff. At earlier stages, high volumes of candidates can be tested and sifted out. At the later stage, the focus is on selecting in the best candidates.

5 Ability provides the canvas We are able to help throughout, providing tests to determine general ability, which sift out candidates not displaying the required aptitude when faced with new and challenging tasks. Our Graduate Solutions are extremely effective at predicting workplace task performance. Including the renowned Watson Glaser, our tools assess critical thinking ability and numerical & inductive reasoning. We also offer bespoke SJTs, tailored to the needs of your campaign. Personality paints the picture Later in the process, it is important to measure the candidates Personality and thus reveal probable traits and values, such as motivation or goal orientation. This information will help to clarify the extent of organisational or role fit and select in if appropriate. The purpose of our assessments is to gain as much information as possible about a candidate to help you to make an informed hiring decision.

6 Onboarding Onboarding begins when candidates first come into contact with your company. The image projected and how it is perceived by applicants is vital throughout the recruitment process. A positive experience during a recruitment process will generate a higher likelihood of engagement amongst new hires. TalentLens assessments are used to help new recruits become aware of areas in need of development, as well as highlighting existing areas of strength, thus enabling employers to support and enhance key competencies and behaviours. Our onboarding solutions include: Watson Glaser Development Report SOSIE Interpretation & Feedback Guide Learning Styles Questionnaire All generations generally want what Generation Y want, but what is different is the priority placed by GenY on development and core values versus, for example, a safe and secure job. GenY is more inclined to take risks and change jobs much more quickly than other generations

7 We have been using SOSIE as part of our student recruitment and selection processes. We have found the insight the tool provides adds great value and further valuable insight when informing offers and decisions made for the most suitable candidates for a teaching career The University of Roehampton, School of Education Working with us is simple and straightforward. Our platform uses the HR-XML open standard so we can integrate with any of the applicant tracking systems that also use HR-XML. We also offer free of charge tutorials and demos to help you use our platform effectively.

8 Talentlens UK Ltd 80 The Strand London WC2R 0RL We have offices in the following locations: Australia / NZ The Netherlands Canada Singapore France Spain Germany Sweden India USA