Graduate Screening Solutions

Talent Management > Identify > Graduate Recruitment > Screening Solutions

Tailored screening solutions to address the Graduate Recruitment challenge

Psych Press’ psychologists will develop the screening system to address your graduate recruitment challenges. The development of such a system can be fairly quick (between 2 and 12 weeks) and will leverage our extensive expertise is selection, psychometric testing and technology.

The business metrics and outcome we wish to impact by using the screening solution for a graduate recruitment exercise are essentially twofold:

Increase efficiency

• Reduces the time and expense involved in graduate recruitment
• Gains cost leadership for the graduate recruitment function and the business in general
• Gains consistent graduate recruitment decisions across divisions/states
• Enables performance and turnover metrics to be matched with quantitative graduate recruitment data to better predict productivity and tenure of future graduate hires.

Enhance effectiveness

• Increases the accuracy of graduate recruitment decisions
• Institutionalises competitive advantage by providing ongoing objective data which can be used to monitor (and tighten) graduates’ selection criteria against performance
• Achieves higher sales and revenue through more effective graduates
• Builds intellectual property which is retained even in case key staff leave

At the conclusion of this online short-listing process, managers will have a pre-qualified shortlist, independently assessed against your graduate selection criteria and competencies. The process is objective, fair, reliable and valid; it is also consistent and efficient.  It is not intended to replace an interview – simply to provide additional information to enable a sound recruitment decision to be made.

Key benefits from using our customised screening solution for graduate recruitment

• Greater Number of Applicants to Choose From
  Depending on how the link to the screening solution is presented, advertised or promoted, you can dramatically increase the applicant pool.  Applicants can respond to a graduate recruitment program or a standing invitation to apply via your web site, or specific advertising around advertised vacancies.  The financial benefits are measured in terms of the savings on advertised recruitment.
• Time Saving and Opportunity Cost
  Over different time periods, applications can prove to be very time-consuming to manage, especially if the initial screening process is via telephone interviewing, brief face-to-face interviewing or résumé reading. Leaving aside the issue of accuracy or predictive validity of these methods (which research tells us is very low) the result may be that managers and HR staff are "tied up" in an unending stream of operational issues, with little time to add value at a more strategic level. A screening solution removes cost and gives the organisation and hiring staff time to move the focus from operational to strategic issues.
• Adding to and not replacing current processes
  A screening system is not intended to replace the appropriate assessment of a shortlist, including interviews, but rather to enable interviews to be conducted with individuals who have already been identified as "high potential". Through this process the "cost of hire" financial metrics are greatly reduced.
• Reducing both Cost of Hire and Time to Hire
  In a competitive market, time to hire is a critical metric.  Undoubtedly the applicant that has applied to your graduate recruitment division has also applied to others.  In this context it is simply a race to present to the most suitable applicants a value proposition before competitors do.  Reading through a pile of résumés of uncertain veracity is a time-consuming method and one that is unlikely to win this particular race.
• “Dashboard Data”
  Quality of hire is the final critical metric. This requires both data and judgment. Whilst there is no intention of automating a selection process on the basis of a screening tool, the comparative quantitative and qualitative data it produces provide quality information and also "hazard warnings" to the organisation which must exercise a judgment call as to whether to hire or not to hire. Using an automotive example, no one would believe decisions as to how to move through an uncontrolled intersection should be made by dashboard instruments.  However, it is nevertheless helpful if the driver is informed about what speed he is doing, if his indicator is functioning and whether the headlights are on or off.
• Data-driven improvements
  However, the more important issue is the improvement of the selection process over time.  The screening system discussed, plus any more advanced assessments desired to be incorporated at the shortlist stage, will provide important data to assess and improve the system over time.  The selected employee will either perform to the required standard, or not.  Over time the various measures used in the screening process can be statistically analysed to provide a recruitment "recipe".

Outcomes

•  Psych Press would deliver to your business divisions a competency-based, objective screening system which delivers quantitative results which can be analysed against the business metrics noted in this overview. 
• This system can also be changed or altered in the future, but would form the ongoing intellectual property of the business, and thereby provide your organisation with a competitive advantage against other competitors in this market.