Attracting and evaluating the best disability sector candidates

By proving the value of using assessment centres to source high quality candidates, Davidson ensured eight disability sector organisations hired the right people to perform well in their roles.

CHALLENGE

The disability support sector is one of the fastest-growing in Australia, with significant demand for support workers with the values, skills and competencies to make a positive difference to people’s lives.

A peak body had secured funding to trial and evaluate the effectiveness and efficiency of using values-based collaborative assessment centres to source high quality disability support workers.

The client engaged Davidson to collaborate with eight disability support organisations (DSOs) to design, deliver and assess a recruitment methodology and two assessment centres in NSW.

SOLUTION

Four stage bespoke recruitment methodology

Our Business Advisory team created and delivered a four stage recruitment methodology to source exceptional talent. This incorporated workforce development tools and programs the client had built over several years, in addition to our evidence-based designs.

Stage 1

In conjunction with the DSOs, Davidson created eye catching, values driven advertising collateral and posted it to several recruitment channels. The advertising required candidates to complete a ‘pre-screening’ tool that assessed core role requirements, including eligibility for working with children check and Federal Police check.

We received 299 applications from the advertising campaign.

Stage 2

Candidates completed a values assessment that assessed strengths and values specific to providing disability services (i.e. demonstrating a commitment to person centred practice). We called them afterwards to check in and assess their motivation.

182 candidates completed our assessments and we conducted 147 phone interviews.

Stage 3

A validated psychometric diagnostic, designed for the sector, assessed candidates’ required capabilities for disability support worker roles. This included competencies such as flexibility, resilience, teamwork and interpersonal sensitivity.

102 candidates completed our psychometric assessments and we shortlisted 72 applicants.

Stage 4

In consultation with the DSOs we created and reviewed the key content from the existing values based recruitment resources and adapted this to create two assessment centres. We ensured the centres were objective and evidence-based. They contained several group activities, individual tasks such as a case study, and one-on-one interviews.

53 candidates attended an assessment centre.

OUTCOMES

Assessment centres effective and finding candidates

The recruitment methodology we created and implemented delivered exceptional results across the board in terms of candidate experience and changes in perception of assessment centres and recruitment.

All the DSOs concluded that the initiative:

• added data, insight and value to the recruitment process
• was an enjoyable and satisfying experience.

Crucially, the assessment centres selected the right people for the roles. The DSOs said they accurately assessed the right behaviours and values needed and validated their recruitment process.

Within the first month of their employment, managers rated their new disability support workers exceptionally well on all required role competencies. The new employees were resilient, emotionally intelligent, had interpersonal sensitivity, and were professional and effective collaborators.

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