The end of the university year is upon us, and for many businesses Graduate Recruitment drives are now in full swing. Attracting and retaining the best emerging talent is no walk in the park – especially post-Covid. Special events, university campus visits, print and digital marketing campaigns are among the many avenues embarked upon to promote companies to graduating university students.
But for every dollar spent advertising to attract graduates, 2 dollars is spent on the selection process and there’s little wonder why. The assessment of graduates is a cumbersome exercise. Without meaningful work experience, evaluators must use other ways to filter the hundreds of applications they receive.
University results form part of the picture, but most would realise that what makes a top-grade student doesn’t always translate to a high performing employee. For this reason, 90% of graduate recruitment initiatives also utilise some form of psychometric assessment to measure personality traits of applicants. However, deciphering this data to understand whether an individual possesses the unique mix of skills necessary for the role is a very specialised skill and has heretofore been a time-intensive task, and an expensive endeavour to do properly as it often requires ‘psych interpretation’ to get the needed translation.
In addition to psychometric assessment, group exercises and interviews, reference and background checks are often conducted. They are important, but do so many graduates require this level of investment?
For every 100 applications received on average just 3 are ultimately offered positions. The time and energy required to filter out the other 97 helps to explain the average 4 months taken for the assessment process, not to mention the staggering investment which it represents. And again….Covid has changed the game.
AbilityMap offers a new, science-based approach to effectively filtering graduates. Under the experienced leadership of 40-year veteran, Kevin Chandler, the psycho-babble was put in a software box. It works cost-effectively and at scale saving you, your business and candidates precious time and resource.
1. Select your ‘Definitely Rehires’
Choose previous graduates in your organisation who are seen as being ‘high performers’ by their managers and have been employed for 2+ years in the role you’re looking to fill.
Some employees may have since been promoted, as long as they were ‘high performers’ when they were in the role, then they’re good to include.
We label these employees ‘definitely rehires’.
2. Invite Them to Complete the Ability Imprint
Invite them to find out their strongest capabilities by completing an Ability Imprint – an online evaluation that identifies their inherent level of capability across a capability framework.
3. Create your Blueprint & Assess Graduates Against It
Once your ‘Definite Rehires’ have completed their Ability Imprints, we can determine the set of human-capabilities which is strongest and in common among the group.
You can then use this as a ‘blueprint’ assess all new graduates against it to see if they’re a match.
Invite graduates who want to work for you to take you up on an offer to learn their strongest inherent capabilities, whether they join you or not.
Each graduate finds this out. When they do, they are granting you the opportunity to compare them to what you want more of and from graduates. It’s a win-win!
What you get right away is an AMCO score of their overall fit based on a score out of 100. Our suggestion – use this to quickly and effectively rank your talent pool and who you probably should invest your precious time and resources on to conduct group exercises and interviews, reference and background checks. It’s your call, but that’s AbilityMap’s thinking.
Interested? We’d welcome the chance to discuss it with you.