Re-thinking the Graduate Hiring Process
As a global organization, Nordea wanted to boost its position as a graduate recruiter and attract talent from across the world. Implementing a decentralized approach did not help achieve this as hiring managers independently chose how to advertise a role, review applicants and decide on who to hire. It lacked a cohesive message to candidates and did little to support the one-company brand.
A re-design of the assessment process delivered:
- 19% increased candidate and hiring manager satisfaction with the hiring process.
- Greater diversity in applicants. After introducing the new process, Nordea experienced the most diverse intake in 12 years.
- Significant reduction in time and costs spent in hiring.
- A clear one-company message.
Read the case study to find out how Nordea achieved these goals.
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