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May 2018
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BBC News

BBC News – Elite firms ‘exclude bright working class’

Posted by: Alex Linley

 

Today’s BBC News article - http://www.bbc.co.uk/news/education-33109052 – simply serves to confirm what we have known at Capp and been working to address for a long time – that many recruitment processes are unfairly discriminating against candidates from diverse social backgrounds, simply by virtue of how these recruitment processes are designed.

 

My presentation to the Association of Graduate Recruiters Student Recruitment Trade Show in January this year showed exactly how. In reality, it’s pretty simple to introduce systematic bias into your recruitment process, even when you don’t mean to – just by using arbitrary screening criteria.

 

These arbitrary screening criteria include things like requiring a certain number of UCAS points (e.g., 300 UCAS points), a certain degree class (e.g., 2.1 or above), or attendance at a certain university (e.g., a Russell Group university).

 

In some recruitment processes, if you fall down on any of these criteria, you’re automatically screened out. This is how talent is wasted and opportunities are missed.

 

Capp are proud signatories of the Social Mobility Business Compact, set up by the previous coalition government to promote social mobility in organisations. For years we have been working to address precisely these issues. The way we do this is pretty simple: Data and analytics.

 

Traditional recruitment processes introduced arbitrary screening criteria as a way of managing recruitment volumes. That is entirely understandable, if not entirely defensible in the modern day. With what we know now about assessment, and with insights from assessment data and analytics, there is no need for organisations to rely on arbitrary screening to manage candidate volumes any more.

 

Instead, organisations should embrace social mobility and discover hidden talent through assessing what really matters in the people they recruit, rather than depending on arbitrary information about the person’s background to date. As Capp defines it, social mobility is where your background doesn’t define your future opportunities. You do.

 

Working with Nestlé and using our platform Jobmi, the job matching place, we were able to remove the traditional screening criteria and use a comprehensive assessment suite that measured candidates’ fit with Nestlé as an organisation, their match with the role, their potential and future capability. The results? Of their 2015 hiring intake, Nestlé found that 21% of their candidates would not even have passed their previous screening criteria.

 

That’s right, 1 in 5 people of those who were actually hired would have been missed under the previous recruitment process. This is the peril of depending on arbitrary selection criteria, but also the opportunity of moving to embrace assessment by data and analytics insights.

 

Further, Nestlé gave every single applicant to them a second opportunity if they were unsuccessful, by signing up to Decline to Jobmi – http://www.capp.co/decline-to-jobmi . Decline to Jobmi invites every candidate who isn’t a match for your organisation to join Jobmi, the job matching place, where they have new opportunities to be matched to their perfect job.

 

Nestlé candidates loved this, and thought it spoke volumes about Nestlé’s commitment to social mobility and corporate social responsibility.

 

Congratulations to BBC News for highlighting a longstanding and insidious challenge to the opportunities of talented people from all walks of life. The good news is that innovative and forward-thinking organisations are already doing things differently to solve this problem and find hidden talent.

 

 

 

 

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Your New Year’s Resolution – Give One Day

Posted by: Vernon Bryce, Director, Capp

 

“I have a dream that my four little children will one day live in a nation where they will not be judged
by the colour of their skin but by the content of their character”

Martin Luther King Junior, 28 August 1963

 

One day you were young and people cared about you. You had dreams, ambition, hope and energy. In school, your teachers worked hard to realise your potential, teaching you things that they knew you needed to know. You probably disagreed and preferred to get back into your music, sport, seeing your friends and having a social life. Nevertheless, people around you pressed on with your development, whether parent, sibling, neighbour, gang, friend, person of worship. So you had a few breaks. You had a few setbacks too, but you cracked on, hoping that your drive, your hopes and aims would lead to something. They did.

 

Now you are older and you have made a few steps forward. You are in work. You have a career. You have options and pathways ahead of you. You get holidays. You travel. You learn. You grow. You even have days of learning and growing. You are online. The world’s web is open to you. You win.

 

Now you are older and made a few steps forward, you may wonder how the young of today are doing. Well friends, more than 430,000 young people are facing long-term unemployment in the UK. Across Europe, North Africa and the Middle East the numbers are no less, and no less worrying. A forgotten generation who wonder who will care for them, their dreams, ambitions, hopes and energy. Who will help realise their potential? Who will invest in them as others invested in you? They’re into sport, music and the people around them whether parent, sibling, neighbour, gang, friend, person of worship do care, yet no breaks.

 

‘’With more than 430,000 young people in the UK facing long-term unemployment, it is frightening to think about the young lives that could be wasted if we fail to give them the urgent support they need’’

Martina Milburn CBE, Chief Executive, The Prince’s Trust

 

Let’s imagine one day, somebody gave them a day. Just one day of their time. And it started feeding their hunger, their need to grow and succeed like you. Then another gave a day. They started to invest one day a month, offering this time to young early career people in their business, work-place and neighbourhood. The skills, knowledge and expertise were transferable and then replicable. Yet more was to come. In transferring this, those giving their time began to gain insights experiences and skills. Their work improved, their engagement and innovation improved. Transfer made a difference.

 

One day. That’s all it took. And because one day some time ago somebody invested in them, one day made a difference. Giving one day made them who they were. That one day was all it took. It mattered then to you in those days and it matters now. Imagine your one day will make a difference, one day.

 

“The statistics are terrifying – the United Nations International Labour Organisation (ILO)
estimates that close to 75 million 15-24 year olds are out of work”

Hannah Barnes, BBC News, Radio 4, 12 September 2012

 
 

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