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Graduate Selection & Assessment Master Class | 30-Nov-07
GRADUATE SELECTION & ASSESSMENT MASTER CLASS
PROGRAMME
09:00 Registration, coffee and refreshments
09:30 Introductions
Nikki Williams, Head of Resourcing at Allen & Overy and an AGR Board member, will chair the Master Class.
09:35 Showcasing the winner of the AGR 2007 Graduate Selection & Assessment Award - the NHS Graduate Management Training Scheme
In 2006, the NHS validated the Graduate Scheme selection process. The recommendations resulted in a number of changes and refreshing of the service based exercises. Parallel to the redesign work they also reviewed both candidate and assessor experience, both of which for various reasons also required a refresh. The team was pleased with the development work which was completed with a very short lead-in time, but even more pleased with the results of the next validation following completion of recruitment for 2007.
Julie Ribbons (National Resourcing Manager NHS Graduate Scheme), Nicola Fair (Corporate Lead NHS Graduate Scheme) and Stephan Lucks (Managing Psychologist) at Pearn Kandola are happy to share their journey with you, but stress that they have not arrived at their final destination just yet! 2008 will see a few more tweaks.
10.20 Streamlining the Recruitment Process
Npower, part of the RWE group, is one of the biggest names in UK energy. The company generates power and supplies 10 per cent of the UK's gas and electricity requirements. But low-cost coal, oil and gas-fired energy isn't necessarily the first place graduates would turn to in their quest for a career. In 2006/07 Npower recruited 87 graduates from over 102 offers made. They needed to be slick whilst at the same time promote their industry sector. A crucial part of the success was due to their running several assessment centres before Christmas with over 35 offers made. This approach enabled them to get the message out on campus not only through the traditional routes of campus activity and online media but also through undergraduates themselves.
To achieve this, Npower needed to have a thorough and efficient process that was comprehensive, robust and enjoyable. Having revamped the recruitment process over the summer and working with their partners GradWeb, they successfully executed their plan and recruited their biggest intake ever on to the scheme with most of our offers made by the end of March 2007.
Bob Athwal, Graduate Schemes Manager will explain all.
11:00 Coffee break and networking
11:30 Turning the interview on its head
In the spring of 2007, Barclays Retail piloted a new final stage selection process for their future leaders. The process was based on the interviewee selecting a range of strengths and weaknesses against a leadership model that was then used as a basis for discussion.
It turns the established process on its head by breaking down and challenging the more formulaic model of the 'them and us' interview. Candidates have a greater sense of control and the interviewer gets a deeper insight into the candidate's capability and potential. The result is a process that provides a more accurate and revealing picture of the candidate where they feel 'seen and heard'.
Ed Fox, Graduate Recruitment & Development Manager at Barclays and Darius Norrell, as a representative of the Sun Ray 7 project, will reveal how it worked in practice and share the pros and cons of this innovative recruitment process.
12:15 Open Forum
21:30 Close
Availability: 80 Reserve: 3
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