Turning Early Careers Attraction and Recruitment on its Head

Presented by: Hannah Porter (Morrisons), Tom Banham (Nestlé)and Nicky Garcea (Capp)

AGR Student Recruitment Conference, 10 July 2014

@Morrisons @Capp_Co @NestleUK

Welcome & Overview

• Drivers• Foundation• Implementation• Technology• Future

Organisational Drivers for Change

• Assessing motivation• Business Alignment• Greater consistency

• Improved Graduate Retention• Align recruitment to talent pipeline• Business buy-in to process

So, What are Strengths?

Performance Energy Use

A strength is a behaviour that an individual carries out on a regular basis, whereby they perform it well and

are energised by doing so.

Success Analysis

The alignment of the core strengths to your organisational values and/or capability framework.

The mapping of the core strengths into specific role overviews.

Understanding of how the usage of the strengths correlate with good performance.

Learning from your best performers and key stakeholders about what good looks like in the future.

• Core Morrisons strengths

• Business area differentials

• Incorporation of the ‘Morrisons Way’

• Evolution

• Future Proof

• Core Nestlé Academy strengths

• Business area differentials

• Motivation to work and technical criteria

• Stakeholder buy-in

• Mapping to talent framework

Success Analysis Outcomes

Adopting Strengths End-to-end

Attraction Jobmi

Situational

Strengths Test (SST)

Telephone/ VideoIntervie

w

Assessment

Centre – strength

s orientate

d exercises

On-boarding

Strengths-based talent

development

The Morrisons Journey

2011 review 2013

strengths introduced

Introduction of the

Situational Strengths

Test, Video and f-2-f SBI

Aligned AC materials to strengths across 12 schemes

Virtual

Train-the-trainers

The Nestlé Journey

2012 Strengths introduced

in part

Evaluation results

inform 2103 strategy

2013 End-to-end out sourced

approach

Move to Strengths-

based video interview /

Enhance candidate

experience

The Role of the Situational Strengths Test (SST)

The Role of the Strengths-based Video Interview

Example Strengths Question

Credibility: What makes people pay attention to your opinion? (Wait for response)

0

Response suggests that this does happen but infrequently. Provides weak or no evidence for sharing

how they develop their credibility.

3

Demonstrates that they do believe people respect their opinion and acknowledges that this is due to

their credibility.

A hypothetical or general reason is provided of why they take this

view.

5

Demonstrates that they do believe people respect their opinion and acknowledges that this is due to

their credibility.

A specific example is provided of why they take this view.

Candidate Reaction (based on 888 candidates)

0%10%20%30%40%50%60%70%80%90%

100%

56%

72%82%

78%

Feedback

100 % of assessors felt that the exercises elicited the behaviours required

to deliver the role

“Enlightening - really liked the strengths based adaption.

Whole assessment centre was more like a working

environment and lots of positive response heard on

this.”

“It was one of the best AC of my life”

“strengths report was brilliant,”

Results so Far

Diversity split in manufact-

uring

Diversity improvements

in buying

Embedding approach with

assessors

Ended earlier than previous

years

Improved candidate buy-

in

Assessors now bought

into the proces

Results so Far

Feedback

“I would like to recommend Nestlé for the incredibly

efficient recruitment process. It has really stood out for me against other

companies.”

“I felt more at ease for my assessment centres than I have had for previous assessments. It was a great day in a comfortable

environment.”

“The strongest type of assessment I have

participated in my career”.

“The assessment centres have identified some very

strong candidates.”

Results so Far

95% more positive view of Nestlé’s brand

84% assessors

scoring more

accurately

87% think SST

provides them with a realistic job

preview

Capp screened

video interviews

saved = £41,000

Female recruits in technical roles rose

from22% to 67%

Social Mobility

increased, greater

proportion of first gen

SST predicting

Assessment Centre

Performance

96% think Nestlé

stands out from

competitors

100% job offers and

acceptance from interns

2/3 of project

investment saved

Video SBI most

predictive part of the process

Results so Far

• Expansion of assessment and development approach

• Review and validation

• Strengths in attraction material

• Build on foundation

• Innovate with technology and strengths

• Utilise Jobmi platform

Plans for the Future

Turning Early Careers Attraction and Recruitment on its Head

Q & A

Thank you

Hannah Porter (Morrisons) Hannah.Porter@morrisonsplc.co.uk

@MissHannahP

Tom Banham (Nestlé)Tom.Banham@UK.nestle.com

@BanhamT

Nicky Garcea (Capp)Nicky.Garcea@capp.co

@NickyGarcea

AGR Student Recruitment Conference, 10 July 2014

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