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May 2018
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Social Mobility Business Compact

EY Remove Academic Barriers to Application for Student Careers in Drive to Improve Social Mobility

Posted by: Alex Linley, Capp

 

We are delighted that EY have today opened their student recruitment process for 2015/16, with the headline-grabbing announcement that they have dropped academic screening criteria from their recruitment process. This has been made possible through our work with EY over the last 7 years, in which we have been able to demonstrate that strengths-based recruitment is better able to predict success in role than academic screening criteria such as degree class or UCAS points.

 

This announcement generated a lot of positive media coverage, including this from BBC News – http://www.bbc.co.uk/news/education-33759238

 

The intention of EY in making this change is to level the playing field in order to attract talent from across a more even and fair playing field, enabling opportunity for all and promoting social mobility as a result.

 

This is one of EY’s many demonstrations of commitment to social mobility under their Champion status of the Social Mobility Business Compact, of which Capp are also signatories. As part of the recruitment process, EY are also partnering with Capp and Jobmi to monitor social mobility in the most comprehensive way that has been attempted to date in student recruitment.

 

We look forward to further announcements, insights and results as this progresses.

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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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Capp Become Signatories of the Social Mobility Business Compact

Posted by: Alex Linley, Capp

 

I am delighted to announce that in December Capp became signatories of the Social Mobility Business Compact -  https://www.gov.uk/government/news/uk-employers-set-a-new-benchmark-for-social-mobility

 

Social mobility and equality of opportunity is at the heart of our work in strengths-based recruitment and through the Jobmi platform. This is evidenced by the successes we have achieved in delivering improved recruitment outcomes for gender balance, ethnic balance, and balance of social background across a wide range of our clients across a wide range of industries and sectors.

 

With Jobmi, we set out to level the playing field of social mobility by enabling candidates to be assessed on the data about their fit to the role, rather than otherwise largely arbitrary screening criteria about the number of UCAS points a person has, or the degree classification they might have achieved.

 

In supporting the Social Mobility Business Compact, we are publicly stating our commitment to improve social mobility and equality of opportunity, of course through our own recruitment practices, where this is a given, but also through the work we do with many of our clients to achieve these same aims.

 

Longstanding Capp client EY is a Social Mobility Business Compact Champion, and having delivered strengths-based graduate recruitment for EY for the last 7 years, we are delighted to be extending our work with them to improve outcomes in social mobility through their recruitment processes as well.

 

The biggest challenge faced by every Head of Recruitment in changing their recruitment practices to improve social mobility and equality of opportunity is doing so in a pragmatic and practical way that continues to ensure quality of hire, is efficient and affordable, and is defensible across all stakeholder groups.

 

With Jobmi we have achieved this.

 

We look forward to transforming the social mobility landscape through improving equality of access and opportunity for people from all backgrounds and walks of life. We are doing this through harnessing the power of assessment insights, predictive data analytics and Internet platform network effects, all of which we combine within Jobmi.

 

Practical and pragmatic approaches to transforming social mobility through recruitment are now here.

 

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