Vervoe Go-Live Playbook

Going Live with skills assessment as a new stage of the recruitment process can take a few additional considerations. 

 

In this Go-Live Playbook we have outlined some of the key considerations before going live with Vervoe - what it means for your remaining recruitment stages and how to engage stakeholders, plus, how to get the highest completion rates. 

 

Vervoe Go-Live Playbook

Congratulations on integrating Vervoe into your recruitment process! Incorporating skills assessments into your recruitment strategy is a proven method for selecting the best candidates, minimizing turnover, boosting performance, and streamlining your team's productivity.

 

However, simply integrating an assessment into your process isn't a one-step solution. In this playbook, we've curated essential considerations for your recruitment team to address before launching Vervoe.

 

Checklist:

• Decide what your new recruitment process will look like
  Notify hiring managers or other stakeholders of process change
• Update your job adverts
• Review the Candidate Experience 
• Review your 1:1 Interview Format
• Mark candidates as hired 

 

1. Decide what your new recruitment process will look like

Timing is key when it comes to adding a skills test to your hiring process. Different stages of your hiring journey call for different kinds of tests to keep candidates interested.It's unlikely to achieve optimal completion rates if you task a top-of-funnel candidate with a lengthy, two-hour assessment. Conversely, providing a quick multiple-choice assessment to a candidate at the bottom of the funnel won't fully uncover their potential.

 

If you've chosen a customized assessment crafted by the Vervoe Assessment team, it will be fine-tuned for your organisation and its placement within the hiring process. However, if you haven't, follow our guide below for assistance.

 

A skillfully designed skills assessment can offer enhanced insights and substitute less effective components within the process.

 

 

We suggest considering which stages of your recruitment procedure could be substituted with a Vervoe skills assessment.

 

An ideal process incorporating Vervoe will look like the below:

2. Notify hiring managers or other stakeholders of process change

If they haven’t already been, it’s important to bring all stakeholders, especially Hiring Managers along the change journey. We suggest bringing them to a demo with Vervoe so our team can help field any questions and articulate ‘why’ the process has changed and the results that have been seen in other customers. 

 

Sometimes, there is resistance from internal stakeholders so bringing them along on the journey can help with a seamless adoption. 

 

Engaging stakeholders, particularly hiring managers, in the change journey is crucial for successful adoption of new processes like implementing Vervoe. Demonstrating the platform's features and benefits can provide clarity and address any concerns or questions they may have. 

 

Resistance from internal stakeholders is not uncommon when introducing something new. Involving them in the process helps build understanding and buy-in, leading to a smoother transition. Transparency about the reasons behind the change and its expected benefits can help ensure stakeholders are on board and supportive of the change.  

 

Highlight:

• Why Vervoe has been implemented
• The benefits they will see by using Vervoe
• What they need to change in their process or team
• Expected results 

 

3. Update your Job Adverts:

Flag the assessment at the outset of the advertisements to ensure candidates anticipate receiving an invitation. This presents an opportunity to distinguish your organisation and your process by emphasizing the benefits for candidates in undertaking the assessment.

 

Position this as a chance for candidates to showcase their skills for the role, irrespective of their experience, while also gaining a deeper understanding of the tasks and responsibilities associated with the position.

 

Job ad disclaimer

We want to understand more about you beyond what's on your resume. To help showcase your abilities, our recruitment process begins with a Vervoe skills assessment, giving you a glimpse into a typical day in the role. Keep an eye on your inbox, including the junk folder, so you don't miss out on the chance to join our team.

 

 

In the job ad, you can also mention how you’ve tweaked the hiring process. Now, instead of going through the usual phone screening and first interview, candidates can jump straight to a skills assessment. It's a quicker way for them to move through the process.

 

4. Review the Candidate Experience 

Intro Video

Add an intro video to your assessment to give candidates an insight into the role and what it’s like to work in your organization. Here are few things you could include:

• Start with a welcoming message from either the hiring manager or a senior leader within the department.
• Provide visual glimpses of the office space or work environment to help candidates envision themselves in the role.
• Clearly communicate the purpose and value of the assessment within your hiring process, emphasizing its role in identifying the most suitable candidates for both the position and the organization.

Here's an example:

 

Personalized Messaging

Ensure each candidate feels valued and engaged by customizing your Vervoe message content to personalize the experience. 

• Incorporate your company's logo and branding
• Tailor questions and content to reflect your organization 
• Provide comprehensive details about the role and how the assessment aligns with its requirements. 
• Consider including an outro video as the final step in the assessment process. This video can outline the upcoming stages of the recruitment process, keeping candidates informed and engaged.

 

5. Review your 1:1 Interview Format

With the transformation of your recruitment process to integrate skills-based testing, how has your interview format evolved? 

 

Typically, when clients use Vervoe as the initial stage, they find a shift in the interview style. It moves away from simply assessing if candidates can do the job to focusing more on motivational fit and cultural alignment—determining if this is the right environment for them. Consequently, the interview questions may need revising to better align with this new approach, as you're now interviewing candidates whose ability to perform the job is already established.

 

The interview could look like:

• Examining their assessment results: Are there any areas where they require development that we should address?
• Given that core skills have already been evaluated, there's no need to rehash them in the interview. Instead, let's concentrate on gaining deeper insights into the candidate and their compatibility with our team and culture.
• Providing a more comprehensive overview of the role and team dynamics to ensure alignment with both the company and the candidate.

Changing the interview questions to align with your new process will ensure a seamless and positive candidate experience and that the hiring team gains valuable insights at every stage of the process. 

 

6. Mark candidates as “Hired” 

Monitoring the performance and retention of employees recruited through Vervoe is highly beneficial to our partnership. It offers valuable insights into the effectiveness of our assessments and highlights areas for potential improvement.

 

By marking candidates as “Hired” in Vervoe, your team has valuable information on how your process is working. You can track the average performance of those who are hired and their performance after 120 days in the role. 

 

If you find there are aspects missing or performance isn’t as expected, the assessment or interview process can be changed accordingly, based on data rather than feelings. 

 

If you have additional questions, please contact support@vervoe.com.