Advancing Your Screening Process – Is Your Graduate Recruitment Fair?

Graduates coming out of university and into the workplace often have little work experience and recruiters struggle in comparing them, relying on imperfect heuristics prone to bias and assessment tests and centres which, by design, only measure short-term performance and can be gamed with strategic thinking. At the same time, students from more competitive programmes may receive a lower grade despite having worked harder than other graduates, or they may be from a more obscure institution whose name doesn’t impress recruiters. Candidate Select (or CASE) offers a unique platform by which candidates are fairly assessed by contextualising and making sense of their academic background, turning it into a reliable and objective long-term performance indicator.

Graduates have a range of skillsets which are highly valuable but sometimes academic grades can be deceptive, misleading or even undermining of their true capacity. The challenge is obtaining a balance between narrowing down the talent pool to only those most talented individuals, while simultaneously diversifying the talent pool in a way that brings a range of opportunities and skills to your organisation.

At Candidate Select, the assessment solutions are carefully designed in a way that puts a candidate’s university grades into context, offering a unique opportunity to both graduates and recruiters alike by presenting a CASE Score. This score uses automation to identify a candidate’s relative performance among their peers nationwide while considering cognitive ability and personality and, most importantly, serving as a strong performance predictor. Additionally, the CASE Score is very easy to use, requiring only the basic academic information of each candidate, with the results generated in real-time either via their online platform or through integration with your applicant tracking system.

Why Automated Assessments?

The CASE score is obtained by gathering data on and standardising grade distributions along with incorporating background data on universities and even the students themselves. The resulting algorithm is constructed not to rely on their final grade or the name of their university, but to reveal insights into how they did during their studies as well as their real potential. In short, CASE allows for a meaningful and truly benchmarked look at a candidate, without recruiters needing to compare CV’s or consciously try to contextualise their grades. This element of contextualization is key; by standardising the process, the score produced is much more authentic and telling than a single university grade. The CASE score has been found in many cases to outperform traditional assessment metrics, and recent case studies have revealed the extent to which it has helped to drive results:

Recent case studies have revealed the success rate of implementing CASE scores, both in comparison to standard assessment metrics and in predicting future performance.

Improved Efficiencies

Recent times have challenged recruiters to rely more heavily on technology than ever before. With the rise of recruitment tech, the assessment process has become increasingly more automated over the past years. In the current absence of face-to-face interviews and assessment centres, there are many elements of recruitment that have proved to be difficult to replace. Having automated assessments in place means facilitating one of the most crucial elements of recruitment, allowing more time to be allocated elsewhere. In fact, such automated assessments can save you more than just time, as in studies with their customers the CASE Score has been shown to predict successful candidates to a strong degree – even retroactively, with no candidates with low CASE Scores arriving at the interview stage before the CASE Score was known about or used by the firm.

Creating Fairer Opportunities

Yet certain types of unconscious bias in recruitment can never be fully eliminated. However, with the rise of technology in the digitalized age we now live in, there are many steps which can be taken to create more diverse teams and give equal opportunities to all graduates starting out their careers. The CASE assessment is a prime example of a powerful step in this direction, as it helps to reduce bias in and throughout the recruitment process. To further supplement this process, Candidate Select has recently launched “Project FAIR” which uses artificial intelligence to detect discrimination in the hiring process, building on their CASE Score software to make the assessment selection process even more transparent.

The Value of Predictive Analysis

The level of accuracy brought by the CASE Score helps to give recruiters a deeper, data-driven look into each candidate – and the infographics above, as well as recent case studies, reveal the capacity of the score to predict the future performance of candidates. The cost of a bad hire can be enormous and is something that no recruiter wants to face, especially with high levels of uncertainty surrounding the economy and the future of recruitment. The unique data in a CASE assessment puts individuals’ academic achievements into a wider context that demonstrates the potential each candidate has, even if their raw grade is lower or their university suffers from a lack of reputation. This ensures that no talent gets overlooked or discriminated against, driving diversity, innovation, increased productivity in the working environment and making the hiring process fairer – for everyone.

To find out more about the value of using a CASE score as well as the research underpinning it, check out this recording of their recent webinar!

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