Quantity Up but Quality Down
From mid-March, as providers started to build their backup (surge) workforce we have seen a large rise in pre-employment screening for key frontline roles in care, clinical, cleaning and hotel services. Up until the end of March this increase was steadily growing but April has seen a significant jump. This is to be expected given the large number of applicants now on the job market who are responding to advertisements, expressions of interest and specific campaigns being run. Also, as to be expected, providers are reporting a significant increase in applications from people with no sector experience.
Assessment usage (monthly averages) in March was around 30 % up on February and as of the April 27th usage is also significantly up on the March figure. To date in April, Care Advantage users have screened over 12,000 applicants for front line care roles.
We recognise that any observation about candidate quality needs to involve several elements such as experience, qualifications, tenure and work style/personality. Due to our large data sets and the use of relevant job and performance benchmarks, we believe that the Care Advantage results can be used as a legitimate indicator of the quality of the candidate pools.
Looking at March with only the latter part of the month showing an increase in recruitment task combined with an increase in the number of applications with no sector experience. No trends are obvious as yet, however when comparing March results (sample = 5,700 applicants) to our control samples (sample = 28,000 applicants from the 6 months to February 2020) it is clear that the “quality” of candidate pools for March has changed.
Based on these results we rate an applicant as an acceptable candidate if they score above 75% job fit (compared against the benchmark profile for that role) AND are not flagged for elevated risk (Hostility, Conscientiousness, Integrity). Based on these criteria the March pools have slightly fewer acceptable candidates.
We will keep an eye out on the quantity and quality of applicant pools in the weeks to come.
Contact us if you want to learn more about this data or ways to quickly and 'from a distance' screen large applicant pools.
Our Care Advantage usage are seeing a significant increase in job applicants due to these extraordinary COVID-19 times. Although many of these people come from non-care sector backgrounds lacking relevant skills or experience, these skills can often be taught on the job as long as the person has the right personality and attitude to work.
Smart Sort is Smart and Fast!
We have developed the Smart Sort tool to quickly identify which applicants in the pool have a strong job fit (as compared to a benchmark of high-performers in the same role) and have an acceptable behavioural risk profile to work (e.g no hostility or integrity risk).
Smart Sort takes the pool of applicants and quickly sorts and ranks them based on their assessment results. From here the recruiter can adjust the search parameters or use the proximity search, highlighting people who live within a certain distance to the job.
The result is a long list of "best-match" applicants to follow up with initially. Saving the recruiters heaps of valuable time, so they can focus on getting the right workforce for these challenging times.
See for yourself
Contact us if you'd like to see Smart Sort in action via our fast-track demo option (obligation and cost free!). See why such a large number of providers are relying on the information from the Care Advantage assessments to enhance hiring decisions and workforce performance.
Our view on working in the COVID-19 world
Just like many other businesses, our office staff are all working from from home and are taking all safety precautions as directed by the government. We can no longer offer face-to-face training sessions and meetings, but other than that, we are business "as usual".
The workforce shift
Many of our clients are building an "emergency" or "back-up" workforce for when times get tougher. The creation of new jobs brings opportunities for those huge numbers of people who recently lost theirs. The subsequent recruitment task is just as large and met with novel challenges. For example, group recruitment drives are no longer an option and many clients are thus exploring video interviewing.
Screen for attitudes, teach the skills
We are seeing an increase in interest in behavioural screening as many applicants now come from non-care sectors. The lack of relevant work experience does not necessarily have to be a problem, as long as the person has the right job fit, values and attitude to work. Although this does not work for all roles, there are certainly roles which can be learned on the job.
We have thereby developed new functionality that helps to quickly screen large applicant pools to find those people with the best job fit and attitude to work. Hopefully this will ease some of the recruitment processing efforts.
Being able to do our assessments at home, online and thus remote, is another factor that has seen an increase in demand. The free Career Trait Profile report that many candidates automatically receive after completing the assessments is a valuable tool in their search for a job.
These are extraordinary times affecting billions of people around the globe. Let's hope that in the not so distant future we can meet up with a group of friends and think back to the time when the world stood still. In the meantime we will continue to help smooth out the recruitment screening process and wish for people to stay safe and healthy whilst getting used to their new "normal".