Resourcing teams have always been under pressure to design efficient, effective, engaging and equitable hiring processes. In the light of Covid-19, we should also add ‘resilient’ to that list – the ability to switch between the in-person and virtual elements of the recruitment process.
As organisations navigate a pandemic recovery, there is increased pressure and scrutiny to get the balance right between all these factors without compromise. For example, in pursuit of optimising the efficiency of the hiring process, blunt assessment measures are used to reduce the volume of applications at the expense of fairness; or introducing disjointed assessment stages to make the best hiring decision, only to alienate your applicants with a long-drawn-out process. The reality is that we want to optimise the recruitment process for efficiency, effectiveness, experience, and equity which means using smart, configurable assessment technology, built to deliver all of these critical factors at scale.
In this session, we will explore:
How organisations are navigating these challenges
How to build a hiring process without the trade-offs
The experiences of a panel of talent acquisition experts, including Nationwide, Primark and Kier Group who have built recruitment processes that work for the organisation and their applicants
Assessment can be messy and complicated. We founded Sova to break the status quo and disrupt the world of assessment. Our scientifically- strong, digitally delivered solution is a fully customisable platform which enables you to make accurate and fair data-driven decisions and create immersive digital candidate experiences.