Graduate and Intern Recruitment

Graduate and Intern Recruitment Space

The What and Whys:

Onboarding talent that can take organisations into the future is critical to it's competitive longevity. It is not surprising therefore that the war for talent is most intense in the graduate recruitment space. Any organisation that takes it talent pipeline seriously endeavours to skim the cream off the top from the pool of graduates turned out by educational institutions each year. It is from this pool of high performance individuals that organisations will grow their future leaders and high level specialists.

What continues to surprise us, is how organisations rely solely on academic performance and interviews when selecting for graduate recruitment programs. Interviews are notoriously poor predictors of performance. Research by top academics Hunter and Schmidt has clearly demonstrated that they rank amongst the least effective selection tools. In their research Hunter and Schmidt also found that academic performance only has an 18% correlation with job success.

Graduates are moving from an entirely different world when they transition from educational institutions to the real world of work.

It is simply an entirely different ball game. The stakes are high. Big money is spent on graduate recruitment programs and failure to secure and nurture solid talent at this important entry point to organisations has a long term knock - on effect on filling key positions in the future.

Psychometric tests are the only scientifically validated and objective measures of key markers of talent: Cognitive Ability and Emotional Capability. Their predictive validity for job success is 68% according to Hunter and Schmidt - far surpassing any other assessment tools, especially when there is no track record of past job success to go on. Why risk it all on an interview?

It's noteworthy that the majority of Graduate Recruitment Programs prioritize the development of technical and general workplace skills. However, what stands out is the limited emphasis on fostering critical competencies such as Personal Mastery and Emotional Intelligence.

How we can help:

We have worked closely with blue chip organisations such as South African Breweries, Coca - Cola, First Quantum Minerals and others to put graduate applicants through psychometric tests that objectively identify:

Who the organisation's future leaders are
At what organisational level they have the potential to develop into - junior, middle or senior management
Who pose risks to an organisation and are unlikely to meet expectations

We cover both ends in one cost - effective package:

At the front end, our psychometric tests for Graduate and Intern applicants provide objective insights, identifying future leaders within the organisation; pinpointing their potential developmental levels and needs. At the back end, we offer supporting tools and programs to harness and develop leadership skills.

Psychometric Assessments

We use a robust and proven psychometric assessment battery, (used by a leading Business School to select MBA students) to help you to select Graduates and identify talent, support development, and facilitate leadership growth.

Development Tools and Programs

MyEQ course: This is a tailored self-development program which offers in-depth insights and practical tools to enhance an individual’s emotional intelligence (EQ) and achieve personal mastery.
Coach and Manage Me Reports: These reports are geared at equipping mentors, guiding them on effective management strategies tailored to each individual's results.