Using PI® and CATIL® e-Guide to enhance Assessment Centre process
Client Success story: Talent Assessment
“We know that some of the people we hire in certain positions, take for example the graduate hires in our Audit teams, will go on to leading positions within the group, so it’s imperative we get the right people first time – they’ll be the voice of the Group in the years to come!”
Those are the words of a Recruitment Partner at Nestlé’s Recruitment Competence Centre in Vevey, Switzerland, the in-house recruitment team active on the Swiss territory for Nestlé.
“Well give our Audit graduates the experience and training they’d expect from one of the world’s leading companies so we don’t just hire for technical skills – we need to know they can handle difficult situations in the right way.”
“We use Predictive Index (PI)’s behavioural profiling system to identify the traits needed for success in a given role, and then use a structured interviewing guide to collect evidence on the candidate’s suitability in that position – it’s very thorough, but in the long-term, and especially at our assessment days, it saves our managers time. In our business that’s important.”
But it’s not just hiring managers who value this approach.
“Our candidates often tell us that they’re astonished by the amount we know about them at interview – and young people really value it. They can see that we really listen, and that we care. It certainly helps our standing with a generation of candidates who more than ever share their opinions about employers online.”
Candidates are asked to complete an online PI checklist before attending the assessment centre – this takes about 5-10 minutes. On the day of the assessment centre candidates meet managers from the Nestlé team and undergo a round of intensive interviews.
“With so many candidates to see, it’s important that our managers are well prepared to get the most out of the interview. It means that any information we can provide them with ahead of the sessions will go a long way to shaping how meaningful their discussions are. If for example the CATIL PI PRO fit gap analysis shows that a candidate might lack in a certain behavior that we deem essential for success in the role, we advise the hiring manager probes deeper. With CATIL’s interview form they know exactly the buttons to press.”
“Line Managers, like all of us, are naturally subjective so it’s our job as HR professionals to provide the evidence. So any data we can give them to help back up their opinions with proof of what candidates have actually achieved, and of their future potential, really does help the validation process.”
To help interviewers probe deeper, Nestle use CATIL’s Interviewing e-Guide with PI PRO fit-gap analysis, an online system that highlights any gaps between the candidate’s personality and the benchmarked competency requirements for success, in say the Audit team’s junior management roles. These competencies are identified using CATIL e-Guide system (adapted to Nestlé competencies), and are reflective of PI’s Performance Required Option (PRO) behavioral job profiling tool.
Against these behavioral competencies, managers are provided with an interview form containing the selected behavior for the job success and highlighting any potential motivational gaps between the candidate’s personality along with a set of targeted questions that the manager can use to extract further information about a candidate’s suitability in the role. The interview form also contains example of positive and negative behaviours which helps hiring managers rate candidates during the assessment process.
“Our managers can get to the point quicker – they already know a lot about a candidate’s potential motivational drives before the interview, so can ask the right questions from the start. It allows for a focused debate – we don’t waste our candidate’s time, or our own.”
The recruitment team instruct the Audit team managers to score their candidates answers at interview according to CATIL’s tried and tested acronym which stands for Context – Action – Thinking – Impact – Learning, and using the behavioral indicators.
“The way a candidate structures their answer tells us a lot. If we’re asking them to tell us about their experiences we want to see how well they can communicate the most important facts – it’s often the deciding factor between two quality candidates.’”
“Our managers really like the systems we’ve put in place. Their hiring decisions are enhanced with more objectivity and insight and able to generate meaningful discussions – not only with our future talent at our assessment centres, but internally too.”
“It’s really important to challenge our candidates, but it’s just as important to challenge ourselves during our debrief sessions to make sure we’re bringing the right people on board. With CATIL and PI we have tools that support this.