This stage included identifying the graduates with the right cognitive ability to succeed in the department. This was achieved through Trio Essentials assessments. These assessments are designed to be completed across multiple platforms and can be easily submitted on mobile devices.

Modifications to the assessment were made to accommodate affirmative measures by removing the time limit on the assessment. In addition, candidates were screened to ensure they had the correct working rights to gain employment in government.

One-way video interviewing allowed our client to interview up to 10 candidates in the same time it takes to do one phone interview without the candidate having to travel to the organisation. The hiring manager simply had to look through a series of short videos, which allowed more candidates to be interviewed and progression decisions made faster.

Improving candidate experience was crucial throughout the entire project and in stage 2 the department was able to nurture candidates as they went through the process. A welcome interview was introduced and a separate interview was designed for Affirmative Measures candidates.

We worked with the department to develop a bespoke matrix based on previous data that allowed the department to map their competencies and ensure that only candidates with aligned behaviors and traits to succeed in the position were shortlisted.

Both the department and the AAGE cite Emotional Intelligence (EI) as an important factor when hiring graduates, so Genos was used to establish if the graduates had the correct emotional traits to align with the department. This assessment measures how well an individual demonstrates emotionally intelligent behaviors in comparison to others.

Saville Work Strengths was used to identify if the candidates’ work and behavioural preferences were in line with the roles and department culture. This assessment summarises responses from different raters to the 39-45 questions across a seven-point effectiveness scale and is customisable to suit specific project requirements. The assessment is easily accessible and is optimised for tablet or desktop delivery, so there is no need to download an app.

Testgrid worked with the client to develop a Talent Acquisition process based on their requirements for the ideal candidate. Our client was able to increase the impact of the Digital Assessments whilst only using a single testing platform and provider, leveraging the wide range of assessments that Testgrid could provide.

Testgrid was able to develop a highly successful pilot program utilising assessments that identify the candidates that would be most likely to succeed at the organisation based on:

The use of the video interviewing platform for the first time exceeded the expectations of both the TA team and the candidates. By allowing candidates to complete the video interview at a time to suit them, rather than arranging formal phone interviews the savings in time for all parties was exceptional. The added insights from being able to view candidates, analyse non- verbal clues and have a consistent approach to the interview meant the level of candidates progressing to the next stage was noticeably better. It is expected that the ongoing use of this technology will reduce the number of assessment centres required in the future, saving time and money.

Coles has been partnered with Testgrid since 2017, and over the length of this relationship has continually reviewed the candidate data to improve the solution together. To respond to the expected surge in applicants, one-way video interviewing was introduced. Coles was able to speed up the hiring process, while ensuring the safety of both Coles staff and candidates.

Testgrid worked with Coles to create an ‘ideal employee profile’ using an assessment tool called Traitify, a picture based behavioural assessment that takes just 2 minutes to complete.

This staged approach of: cognitive plus Traitfy assessments, and video interview allowed Coles to meet the surge in applicants using proven technology. The agility shown by Coles, Testgrid and the ATS provider allowed the solution to be set up in just 48 hours, and was key to being able to meet the immediate demands.

Traitify makes the power of human insight accessible to create a new standard of connecting businesses, job seekers, and employees, helping them better understand themselves, their environments, and how to perform their best. The assessment provides powerful reporting capabilities that allow you to find the right people, with the right personalities for your business.

Following the initial consulting period, Testgrid recommended assessments that would work with the NAB redesigned process. These assessments included upfront screening using cognitive and personality assessments and video interviewing. After an initial Pilot project and ongoing data analysis, this testing was adapted further to use a highly predictive abstract reasoning assessment.

The combination of cognitive, integrity, and personality tests along with video interviewing and the use of data analytics have been demonstrated to provide exceptional validity to recruitment processes. Using a consistent and high-quality methodology enables suitable candidates to be easily identifiable.

Personality and integrity assessments in particular were used to provide insights into a candidate’s potential strengths and development areas, in alignment with the core values and culture of the National Australia Bank. The assessments used in the project were Talent Fit for volume hires and Saville and Hogan assessments executive-level roles.

One way video interviewing was utilised to allow NAB to hone in on communication skills, brand alignment, and dedication to the role, whilst reducing time to hire, and overall assessment centre costs.

Cognitive assessments were imperative to the success of the project, as they are crucial in determining whether candidates have the ability to do the work and how well they would perform in the role.

The assessments included:

• Abstract reasoning – assesses problem-solving skills, how they will adapt to new tasks and how quickly they can learn
• Verbal reasoning – assesses written and verbal communication skills and how well they interpret written information
• Numerical reasoning – assesses the ability to understand and interpret data, graphs and tables, track KPIs and ROI, and manage budgets
• Mechanical reasoning – assesses mechanical or spatial reasoning skills

Talent Fit was used for volume hires as the tool provides such insights as to the types of roles, careers, or workplace culture and values the candidates may be best suited to.

Reporting can be customised to a specific job profile, or to your organisation’s competency framework. Talent Fit is a valuable assessment for efficient, high-volume candidate screening or shortlisting, and measuring organisational alignment.

Saville Wave was used alongside our Hogan 360 assessment to identify the best executive talent. The assessments ummarises responses from different raters to the 39-45 questions across a seven-point effectiveness scale. This tool is customisable to suit project requirements.

The tool is designed for use in personal development, coaching, leadership development, and delivering insightful feedback.

Hogan assessments implemented for the executive team. The Hogan report summarises top strengths and top improvement opportunities and includes a development-focused action planning section. This assessment is often used in

• Leadership & Career Development
• Talent Identification
• Team Building
• Succession Planning
• Research & Analytics

One-way video interviewing allowed our client to interview multiple candidates quickly, as the hiring manager only had to look through a series of short videos, this allowed more candidates to be interviewed and progression decisions made faster.