What's the best way to screen out Apprenticeships and Graduate Programme applicants and still hire a diverse successful team?

How are you screening out Early Careers applicants? Our clients are typically attracting a lot more applicants than before. This could be because there are less vacancies, or those applying for these types of programmes want to keep their options open. The scatter-gun approach.

However the challenge is still how you spot those with the most potential for your business, without putting the emphasis on what's in their CVs, which often stops you being inclusive.

Most companies now want to look wider that which uni/school, course, grades their applicants have, but need something to help them screen down to numbers that are manageable, especially if they receive an abundance of applications for far less roles. With typically not enough resource to manage them.

How are you making sure that your recruitment process identifies essential skills that measure whether a candidate is likely…

• to be agile, as things are constantly changing
• to be curious, so they can help see issues that others might not. And want to solve them
• to learn, so that they can adapt to different tasks and even roles
• to be resilient, as work isn’t always easy, especially if you are having to work remotely, even for some of the time

And even basic skills like...

• turning up to work on time
• being able to follow ‘must have’ processes.

Do CVs give you this information? Does your current assessment process??

Behaviours are more important than ever, especially for Early Careers, where they might not have relevant experience, so do make sure that you are screening out using approaches that are effective and fair (hence backed by science). And ideally immersive, so that they feel fun but also relevant. You’ll candidates will expect this too.

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#apprenticeships #graduates #selection # assessment #diversityandinclusion #reducebias