Trend followers and opponents of the CV will have watched the nab closely this week as they modify their recruitment process.
Before you cast out your own recruitment methods it is worth noting that nab are using an online assessment and video interview process rather than face to face interviews for entry level jobs.
This is not a complete revamp of all recruitment practices.
The key is to assess process and how well it is delivering the desired result.
This alteration to entry level recruitment was chosen by nab as it:
– saves 700 management hours per month from interviews (that’s a lot of time saved – and a lot of interviews being conducted)
– reduces bias towards (or against) certain university and education providers – making the process entirely about the candidate performance on the test and in a video
– reduces turnover
– attracts digitally savvy candidates – an attribute the bank is keen to have
– eliminates unconscious bias – making decisions entirely about performance not presentation of an application or CV
An interesting development and one that seems well designed and suited for the type of recruitment process.
As always, adjustments to process and practice are best made to suit the specific circumstances and not as a general change or trend.
Next to watch will be if other banks and large volume recruiters adopt similar practices – or if they have done so already and not announcing it.