Putting people first in volume selection
By its nature, the process of volume selection runs the risk of treating applicants like numbers rather than people. Yes, you may need to deal with large volumes of applicants and have many roles to fill, but that’s even more reason to ensure that candidates have a positive experience throughout the process.
After all, they’ll be talking about your organisation and their experience, whether or not they are successful in securing a position.
Here's why you should book a complimentary consultation.
Designing a best practice assessment process for volume selection is not easy. Numerous factors need to be considered. Two of the most important considerations should be the candidate experience and the predictive validity of the assessment methods used.
Candidate experience
The candidate experience begins at the application stage and continues right through to reference checking and the offer stage. Every interaction with your organisation leaves the candidate with an impression of how your organisation treats its people – this can impact his or her decision about whether to accept or reject your offer.
Overcoming unconscious bias
Diversity and inclusion are hot buttons in today’s world. Science tells us however, that we are all prey to unconscious bias. During the recruitment process, this could mean opinions about a candidate might be based solely on first impressions and criteria that don’t relate to the job.
Even from the first application, opinions can be formed based on name, age or university attended for example, even though a manager might be unaware of it happening. Whether the bias forms sympathetic or disagreeable opinions is irrelevant – what is important, is recognising that unconscious bias is a factor to be considered and negated in volume selection. This can be mitigated through assessments and through hiring manager training and development.
Predictive validity
The predictive validity of the assessment method refers to the extent to which the performance on the assessment method (eg interview) is able to predict actual job performance. Assessment methods that are high in predictive validity will increase the likelihood of identifying the best candidates for your organisation.
In practice, reconciling the candidate experience with the most valid methods of predicting job success is a fine art. Many assessment methods that are high in predictive validity will not necessarily provide a positive candidate experience and vice versa. And you can’t and shouldn’t, take a one-fits-all approach.
Impacts of the pandemic
With the way we work changing indelibly since the onset of the global pandemic, it stands to reason that volume selection is also impacted. With lockdowns throwing volume selection into turmoil, the industry has had to adapt to these uncertain times.
While virtual assessments are nothing new, the extent to which volume selection has had to operate in the virtual space has increased significantly. Virtual volume selection however, need not be second-best.
PBC offers world-leading volume selection programs
PBC is a leader in bespoke volume selection. We use the most predictive assessment methods, while ensuring a positive candidate experience. Our tailored volume selection programs deliver high calibre candidates specifically chosen to suit the role, business, and culture of your organisation. Our inclusive practices help organisations reduce unconscious bias and deliver a more diverse workforce.
To find out how we can help you to deliver a world-class volume selection program that will deliver a positive experience for you and your candidates, register for a complimentary one hour consultation.