Recruiting for Potential

Recruiting for PotentialLiz Carter & Helen Connor

Introductions1

IntroductionImplement a Graduate and non-Graduate Development Programme specific to Business Transformation which will recruit and develop high performing practice specialists capable of performing independently and successfully in the target roles of Business Analyst, PMO Analyst and Project Delivery Officer

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The Recruitment ProcessRecruitment activities which seek to identify leadership potential and cultural fitAttraction ActivitiesSelection ActivitiesSecurity Vetting & Referencing Contracts issued168 Telephone interviews conducted with a 58% success rate

9 Assessment Centres held

41 Offers Made

700 Applications

234 Applicants passed initial screening tests

3 Applicants failed security/ reference checks

4 Applicants withdrew ahead of start date

34 Candidates started on 13th September 2016

Occupational Personality Questionnaires, work experience and interview feedback was used to establish Practice discipline alignment

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On Boarding & Induction

Welcome EventsCorporate and Divisional induction activitiesAn extended two week induction process to support Nationwide and Project readinessProvide project delivery essentialsProvide discipline specific learningUse example projects and case studies to bring learning to lifeFacilitate opportunities to grow network inside and outside of the divisionBuild strong and cohesive cohort in order to facilitate future knowledge sharing

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Trainee ReflectionsRosemary Lockhart & Thomas CrookesBusiness Analysis Practice

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Programme Features

2 Year Development ProgrammeRecruits aligned to a Practice discipline (Business Analysis, Project Management and PMO)3 Project Assignments growing in challenge and complexity and ensuring real diversity in the experience gainedStructured learning & development opportunities to support behavioural growth, organisational awareness and procedural understandingProfessional Development relevant to the Practice disciplineQuarterly checkpoints to track progress, performance, focus on personal development and organisational fit

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Lessons Learned.so far!Greater clarity and understanding of the practice disciplines and target rolesMore time throughout recruitment, on-boarding and induction dedicated to sharing information about roles, responsibilities and assignment activitiesExtended Induction recognised as beneficial and worthwhile but interactivity works best and therefore more group work and activities are required, ideally focussed around the recruited disciplinesRight sizing of the cohort of recruits for cost efficiency

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The future

2017 Recruitment Targets45 Graduate/Non-Graduate RecruitsStudent Ambassador Programme being used to promote our Nationwide and our development scheme via careers fairs, skills sessions and presentationsTimeline of activities:September 2016 Adverts liveOctober December 2016 Student Ambassador Programme activitiesOctober March 2016 Telephone interviews, assessment centres & offers madeJanuary 2016 Adverts close

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