Be Inspired: Nationwide’s Candidate Experience Revamp

The Nationwide Building Society used candidate and new hire feedback to identify areas for improvement and investment.

Nationwide is designing a new recruitment plan to improve the experience candidates face during its job application process.

The building society sought feedback about its entire application management process from more than 1,000 candidates who applied for jobs with Nationwide over a six-week period during November and December 2016. It also involved recently recruited members of staff and hiring managers.

Candidates expressed their preferences on how the application process should run. This included being able to quickly and accurately access information about Nationwide, receive personalised feedback from hiring managers, and interact with a person during the process rather than receiving automated messages via digital channels.

Nationwide aims to use this feedback to help determine areas of investment for a technology ‘roadmap’.

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Behavioural Interviewing

Both research and management experience suggest that using behavioural interviewing as an approach will help you to identify suitable job applicants and reduce staff turnover.

They involve using planned questions relating to applicants’ past work background and the position they are applying for.

Behavioural interviewing is based on the premise that past behaviour is most likely to predict future behaviour. Behavioural interviewing developed out of research work on the accuracy of assessment interviewing by various researchers.

A 1982 article in Applied Psychology compared the traditional interview with what author Tom Janz described as a ‘behaviour descriptive interview’. Studies since then have largely confirmed the improved validity of behavioural interviewing.

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A Guide to Recruiting Staff

Most employers fully appreciate that the success of an organisation can hinge on its staff.

But, finding and keeping the right number of employees with the necessary abilities and attitudes requires skills which can sometimes be undervalued, overlooked or simply rushed.

This guide, produced by ACAS, is aimed at employers looking to handle recruitment themselves - whether they are the owner of a small firm, the head of a department in a larger organisation, part of a human resources team, or a line manager/supervisor.

It will also help no matter if the involvement is in some or all of the recruitment process.


Millennials: Burden, Blessing, Or Both?

Companies often complain about the unrealistic expectations of millennial workers, but heeding their call to action can improve the work environment for everyone.

The writers of this McKinsey report believe that it's time for leaders of organisations to stop debating the millennial problem, hoping that this supposedly exotic flock of sheep will get with the program.

Instead, they should see how questions and challenges from their youngest employees can spark action to help their companies change for the better.


Assessment Centres – What’s Involved

Assessment Centres are designed to help organisations select the best candidates for roles by testing their suitability using a variety of exercises and activities.

The following gives you an overview of what to expect when asked to attend an assessment centre and some advice on how to prepare.

Assessment centres can be used to recruit for any position but are most commonly used for graduate, management and skill-based roles, e.g. driving, writing, machine operating, etc. Regardless of the actual position being filled, the aim is to assess the candidate’s ability to do a job and/or their potential to develop abilities.

The number of candidates attending and the duration of the assessment centre can vary. Some last a few hours and involve a small, select group of people, whereas others can last several days and assess large numbers of applicants.

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