[Slideshow] If qualifications no longer determine success, what does?

Shrewd recruitment: why candidate assessment...From the boat to the boardroom

It used to be seen that those with higher-education qualifications will do better in life than those without. But is this still the case? Or are organisations now hiring people based on much more, such as experience and hard and soft skills? The short answer: yes. 

Looking at the 'Big 4' 

If we use the financial services industry as an example, in recent years the 'Big 4’ accountancy firms (Ernst & Young, PwC, Deloitte & KPMG) have made significant changes to their academic requirements and no longer put the more academically successful candidates ahead of the competition.  

Ernst & Young removed its policy of requiring a 2:1 and the equivalent of three B grades at A-level from its application process, enabling those with less favourable grades the opportunity to apply for the same jobs. They have also begun to use online assessments to judge the potential of candidates. 

Our own internal research of over 400 graduates found that screening students based on academic performance alone was too blunt an approach to recruitment. It found no evidence to conclude that previous success in higher education correlated with future success in subsequent professional qualifications undertaken. - Maggie Stilwell, Managing Partner for Talent at Ernst & Young
 

Following in the footsteps of Ernst & Young, PwC scrapped their UCAS tariff as an entry criterion for the majority of their graduate schemes, and Deloitte and KPMG have stressed a more flexible approach that allows the opportunity for every application to be considered. 

Successful recruitment strategies that include a way to effectively predict future potential in a role are clearly now more than ever important.

92% of recruiters said psychometric tests were ‘useful’ or ‘very useful’ in determining recruitment decisions. This was due to academic qualifications not being a reliable measure of workplace behaviour, hard and soft skill sets, performance or cultural fit. - CIPD
 

What added layer of information can psychometric assessments offer in recruitment? 

Browse through our slideshow to discover the wealth of information that Thomas assessments can provide, enabling you to make more confident recruitment decisions.

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If you would like to find out more about how our assessments can empower your organisation to make more confident and cost-effective recruitment decisions, get in touch today!

Reuben Conibear

Reuben Conibear

Reuben has worked in the Marketing team at Thomas for just over 3 and half years. As Marketing Executive, Reuben's core focus is to ensure a high quality experience for Thomas customers at all times. In his spare time, Reuben enjoys kayaking, bouldering and spending time with his friends and family.