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Ernst & Young Removes Degree Classification From Entry Criteria As There’s ‘No Evidence’ University Equals Success

Ernst & Young, one of the UK’s biggest graduate recruiters, has announced it will be removing the degree classification from its entry criteria, saying there is “no evidence” success at university correlates with achievement in later life.

In an unprecedented move, the accountancy firm is scrapping its policy of requiring a 2:1 and the equivalent of three B grades at A-level in order to open opportunities for talented individuals “regardless of their background”.

Maggie Stilwell, EY’s managing partner for talent, said the company would use online assessments to judge the potential of applicants.

“Academic qualifications will still be taken into account and indeed remain an important consideration when assessing candidates as a whole, but will no longer act as a barrier to getting a foot in the door,” she said.

“Our own internal research of over 400 graduates found that screening students based on academic performance alone was too blunt an approach to recruitment.

“It found no evidence to conclude that previous success in higher education correlated with future success in subsequent professional qualifications undertaken.”

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The Role Of Brand and Reputation In The Recruitment Process

Many of our clients are aware that their brand and reputation have a major role in the recruitment process. In actual fact an online skills test invitation can be one of the first times they have been contacted by the company.

To help make that interaction more engaging eSkill have a number of tools to help you:

  • You can create your own email test invitations
  • Your logo is featured in the email invitations.
  • Add a custom field of your choice to the test login
  • Add your own custom instructions to the candidate – tell them about the testing process
  • Your logo featured on the test centre
  • Custom questions – create as many as you want, use any of your own resources
  • Your colours – make our centre appear in your colours
  • Every test comprises the specific questions that you want
  • Choose the number of questions that you feel is right
  • Set the time limit you prefer for the test

To learn more about how we can help you make the right first impressions with your prospective candidates please give us a call us on 08458400123 or email me at sales@recruitmentassessment.co.uk

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Is Your Recruitment Process Costing Too Much Time and Money?

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There is plenty of documented evidence which calculates the cost of recruiting and also the cost of recruiting badly.

  • Recruitment agency fee
  • Management Time
  • Training Costs
  • Onboarding Costs

Every day there are HR’s who are regretting certain appointments and need to go through the whole recruitment process again.

There Is A Better Way!

Recruitment Assessment offers a very popular and cost effective “Managed Service” to help recruiters who need to make their testing more focused and effective.

The Recruitment Assessment “Managed Service” covers the following:

  • You send us your job description.
  • We utilise our experience and knowledge to select appropriate topics and skill levels.
  • We will send you the test to review – tell us what you like & dislike, we will re-create the test until you are completely happy.
  • In the unlikely event that our library of 59,00 questions doesn’t meet your needs we can create custom questions – bespoke to your specific business needs.
  • We analyse the candidate data from their responses and help draw up a fully qualified shortlist.
  • It offers fantastic value test 5 candiates for just £95, 10 for £155 (+ VAT/ BACS)

And What Do You Get?

You recruit better teams for the business by utilising objective skills testing which eliminates the high cost of getting it wrong.
If you are a recruiter or HR and want to improve your skills testing to help you recruit more effectively, then give us a call on 0845 8400 123 and ask about our “Managed Service” or visit www.recruitment-assessment.co.uk.[/fusion_text][/four_fifth]

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Is On Boarding New Staff A Bigger Challenge Than It Should Be?

Just before we start, the definition of On-Boarding is – the induction and assimilation of a new employee.

When you have been through the process of recruiting a new team member or even a whole team of people into the business, managing their expectations and helping them to become productive as soon as possible become a priority.

There is a vast assortment of information that needs to be created, personalised, collated and distributed to every individual wherever they are located. Some of this is needed before they start working, others has to be provided further down the line.

Information gets changed, updated, added to over time and for so many HR’s it has become a burden to coordinate and deliver:

3Onboarding

  • What to do when you arrive – your location/travel/parking
  • Our culture
  • What we expect of you and you of us
  • Your first day, week and month
  • Your manager, mentor and colleagues
  • Business dress code
  • Health & safety/Legal
  • Getting paid

How The On Boarding Solution From Recruitment Assessment Can Save You Hours Of Work

Recruitment Assessment’s On Boarding service combines every strand of information you need to distribute in a role specific online manual – using your images, videos, PowerPoint and it even reports to you that a section has been read and understood by the individual.

Find out more about how to take the strain out of On Boarding a new employee

Contact  Recruitment Assessment on  0845-8400123

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How To Measure and Increase Performance Across Teams

It’s not about individuals. It’s about teams.

How often do you hear this mentioned – whether on the sports field or in the workplace?

Great teams are made up of individuals of course.  But for employers or managers the requirement is the ability to objectively measure individuals and see how they complement and enhance a team for a greater overall performance.

It would it be great  to be able to measure and compare performance across a team across a range of criteria e.g. prospecting, discovering needs, overcoming objections etc – to ensure that every £ you spend on training is addressing real issues of performance.

Recruitment Assessment is able to help you by looking at individual performance and also compare it against the rest of the team – objectively and accurately.  See our sample report.

Leadership and Sales are just two areas that can benefit from a Team Comparison to role in recruitment can help you identify candidates that fit irrespective of their education or social background.  You can download our sample report here.

Or call us on 08458400123

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What sort of testing do LLP’s need?

Lawyers, Accountants, Surveyors and FCA’s typically have standards more demanding than other employers, unfortunately not all candidates who apply for these roles have the skills they claim to!

Analysts at Recruitment Assessment have uncovered that typically LLP’s require a higher standard of testing. They want questions 23% more rigorous and are looking for a 12% higher pass mark than those preferred by more general businesses.Compliance and regulatory requirements are frequently behind this need but ensuring high quality client interaction is also mentioned. The 5 topic areas requested are Data Checking, Time Management, Attention to Detail, Numerical Reasoning and Multi-Tasking.

Recruitment Assessment has created a range of tests specifically for LLP’s  they can help quickly and reliably identify if the key attributes required are in place.  These LLP tests are available in both the Managed and Volume Solutions . If you are an LLP or a Recruitment Agency that has LLP clients that demand the best skills testing talk to Recruitment Assessment 0845-8400123

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“Big Four” Accountant Utilises Skills Testing As Part Of It’s Recruitment Process

It was interesting to hear on a recent radio interview that the Ernst and Young, one the the big four  accounting firms,  process for recruiting graduates includes a rigorous aptitude assessment element. 
With hundreds of roles available their recruiting process includes a strengths assessment as well as numerical tests, reasoning tests and some psychometric tests. 
This highlights that even with highly qualified graduate applicants, it is best practice to assess skills before recruiting.
Recruitment Assessment provides a wide range of skills testing services covering thousands of topics and skill levels.  You can find out more here.

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Top 20 Job Title Searched For In The UK Today

I read with interest the top 20 job titles which are advertised in the UK and then realised how many tests we have to cover these. With these roles being so popular it is likely that the volume of respondents is going to be high – which makes a recruiters job much more difficult. How are you sensibly going to be able to assess the relative skill levels of these applicants. Food for thought.

Anyway here are the top 20 – and yes there are some in there that we would not be able to provide tests for e.g. electrician – but there are a whole lot more that we can. You can see our full list here: http://bit.ly/1GaDGpU

Administrator
Project Manager
Support Worker
Business Development Manager
Assistant Manager
Labourer
Receptionist
Sales Executive
Account Manager
Quantity Surveyor
Care Assistant
Chef
Manager
Account Assistant
Customer Service Advisor
Registered Nurse
Electrician
Nurse
Teacher
Business Analyst

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Skills Testing Which Integrates With Applicant Tracking Software

For some larger organisations and recruiters any skills testing solution needs to be able to be integrated with their applicant tracking software (ATS).  Recruitment Assessment, the UK parter of Eskill, is able to offer this solution.

As streamlining processes becomes more important to organisations, then any third party solutions need to complement existing systems whether it be Broadbean. Taleo or another software solution.

To find out more contact Warren at Recruitment Assessment on 0845 8400123.

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Loads Of New Recruitment Agencies Start Up In 2014

Not surprisingly with the immense job market recovery there has been a rapid increase in the number of UK recruitment agencies start up in 2014.

According to figures published in OnRec sector growth hits all time high.  In 2014, 4,083 new recruitment agencies were launched in the UK – an increase of 7 percent compared to last year, This means that more recruitment agencies were launched in 2014 than at any other point since 1990. The news coincides with research from the Recruitment and Employment Confederation (REC) which shows the value of the UK’s recruitment industry has surpassed its pre-recession peak, recording total revenue of £28.7 billion at the end of the financial year 2013/14.

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