MICROSOFT: THE TRANSFORMATION OF OUR ASSESSMENT CENTRES

Presented by Lucy Saunders, University Staffing Lead, Microsoft

and Jamie Betts, Head of Recruitment Solutions, Capp

TRANSFORMING EMERGING TALENT

ASSESSMENT CENTRES

2

1. Traditional

Assessment

Centres

2. Drivers for

Change

3. Our new

approach to

Assessment

Centres

4. The

Results

We’ll talk about…

EMERGING TALENT RECRUITMENT:

TRADITIONAL ASSESSMENT CHALLENGES

3

Highly prepared,

assessment-savvy

candidates

Diversity and

Adverse Impact Competitive hiring

landscape Little to no previous

experience

TRADITIONAL ASSESSMENT CENTRES:

SPECIFIC DRAWBACKS

4

Static, pre-

determined content Less performance

differentiation Predictable, dry

exercises

Paperwork – and

lots of it

EMERGING TALENT ASSESSMENT CENTRES:

OUR DRIVERS FOR CHANGE

5

Traditional assessment centres were not fully delivering.

Our three key drivers for change were that we wanted…

1.

An amazing

candidate and

assessor

experience

2.

Enhanced

diversity –

with NO

adverse

impact

3.

Assessment

based on true

potential, not

past

experience

OUR ASSESSMENT CHALLENGE:

WHAT WE IDENTIFIED

6

We need natural

collaborators We can teach the

technical stuff!

We need great

relationship

builders

We identified eight core strengths which enabled success at Microsoft.

OUR NEW APPROACH:

STRENGTHS-BASED ASSESSMENT CENTRES

7

Performance Energy Use

We decided to move from competencies, to strengths.

STRENGTHS-BASED ASSESSMENT CENTRES:

OUR 8 DESIGN PRINCIPLES

8

More candidate

driven content Instant

assessment Unexpected

Movement and

engagement

STRENGTHS-BASED ASSESSMENT CENTRES:

OUR 8 DESIGN PRINCIPLES CONTINUED

9

100% non-technical

content A level playing field

Engaging and

enjoyable Naturally aligned to

motivational fit

STRENGTHS-BASED ASSESSMENT CENTRES:

THE PILOT – APPRENTICE ASSESSMENT DAY

10

The first entry stream to change to a fully strengths-based assessment

day was Microsoft Apprentices.

This was to be treated as a pilot. The day included:

100%

unpredictable,

innovative, fresh

exercises

Strengths-based

interviewing

Movement,

engagement, and

fun

STRENGTHS-BASED ASSESSMENT CENTRES:

EXAMPLE EXERCISE – THE STRENGTHS FAIR

11

Each table

measured a

core strength

Each table

contained a

unique mini-

activity

Example

tables include

‘curiosity’,

and ‘global

navigator’

Eight strengths.

Eight themed tables.

And a ‘village fair’ atmosphere.

STRENGTHS-BASED ASSESSMENT CENTRES:

OUR HOPES OF SUCCESS

12

A greatly

enhanced

candidate

experience

An ability to

make the best

possible

hiring

decisions

No adverse

impact –

improved

diversity

STRENGTHS-BASED ASSESSMENT CENTRES:

THE RESULTS - FEEDBACK

13

79% 79%

71%

64%

86%

71%

21% 21%

29%

14% 14%

21%

0% 0% 0%

21%

0%

7%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Style of the day Format of the day Effectiveness of

the exercises

Ability to make

hiring decisions

easily

Candidate

Engagement

Assessor

Engagement

Better Little Difference Worse

STRENGTHS-BASED ASSESSMENT CENTRES:

THE RESULTS – ASSESSOR FEEDBACK

14

“The exercises were fun, innovative, and gave me a much

more rounded view of candidates.”

“One of the most insightful and useful hiring events I have ever

attended.”

“This really stood out as being different. The candidates were

very engaged throughout the day.”

STRENGTHS-BASED ASSESSMENT CENTRES:

THE RESULTS

15

No adverse

impact,

improved

diversity

Roll out to all

emerging

talent streams

Amazing

feedback and

candidate

engagement

Great quality

hires

15

QUESTIONS

16

For further information please contact:

Lucy Saunders, Microsoft

lusaunde@microsoft.com

Jamie Betts, Capp

jamie.betts@capp.co