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David Bearfield European Personnel Selection Office (EPSO) European Commission

" Coping with complexity – managing high volume, competency-based recruitment processes in an international context". David Bearfield European Personnel Selection Office (EPSO) European Commission South Africa November 2015. The Best at Selecting the Best. https://vimeo.com/104704292.

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David Bearfield European Personnel Selection Office (EPSO) European Commission

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  1. "Coping with complexity – managing high volume, competency-based recruitment processes in an international context". David Bearfield European Personnel Selection Office (EPSO) European Commission South Africa November 2015

  2. The Best at Selecting the Best https://vimeo.com/104704292

  3. Public sector - context • Changing dynamics of a world in transition: • Economic, political, technological and demographic • Against this backdrop we face stiff competition for top talent • Public sector organisations face highly challenging period in attracting and identifying the right talent to shape, drive and develop their work; • Retirement of an entire generation of civil servants over next 10 years = real need to address succession planning; • Traditional attraction package of the public sector beingquestionedby the politicallevel and also by new generation of job seekers; • Need for different mindset of people: All these forces are making global public sector to rethink and redefine itself. Question: How does the sector remodel and what exactly is the profile of those we need to take it forward?

  4. Why Change? • Recruitment process out-dated (1950’s) • Significant staff turnover in nextdecade • Length of process (candidates & Institutions) • Lack of alignmentbetweensupply and demand for new talent • Exclusivelyknowledge-basedselectionprocess • Not ready to compete in sharper ‘War for talent’

  5. Most organisations will measure the effectiveness of their recruitment processes by at least two metrics – cost and time-to-hire (efficiency) Here’s how long it used to take to process applicants for the European Union Institutions: 6 months to publish a notice of competition Another 3/4 months to complete the first stage of computer-based testing (CBT) Another 8/9 months before they got to a written exam and another month to have those marked and create a reserve list (if you are counting, we are up to 20 months) Add another 4 months for interviews, medicals and offers ... …And thatwas a minimum of 24 months! In a war for talent, slow doesn't work!

  6. Selection and Recruitment Timeline 1: Timeline 2007-2010 2: Timeline 2010-2014 3: Timeline 2014 - Onwards Month18 Month1-3 Month4-9 Month9-10 Month14 Month20 Month22 Month11-12 Month0 Month10 Month 24-30 Month 24-30 Institutions check of candidates eligibility documents Flagging quarantine for max of 6 mths Notice of 1comppublished CBT and admission CBT Interview and medical Person in job Reserve list Written tests Oral exam Interview and medical Institutions check of candidate eligibility documents Notice of Comp2published CBT - overlapping Reserve list Flagging quarantine (laureates reserved/blocked up to a maximum of six months) Person in job Admission & Assess Centre Notice of comp3published Reserve List CBT - overlapping Admission, candidate eligibility check done by EPSO and Assess Centre Laureates no longer in quarantine. Free tobecontactedbyallinstitutionsfor interview Interview and medical Person in job

  7. EPSO's SelectionProcedureGeneral overview Number of months 1 9

  8. The EPSO Development Programme EPSO Development Programme based on 3 pillars: 1. Planning and Needs 2. Testing and Professionalism 3. Attractiveness and Diversity

  9. 1. Planning and Needs • Introduced strategic HR planning; • Annual competition cycles; • - Speed (5 to 9/10 months).

  10. Winter Recruitment Assessment Centre AD Registration + Self-assessment AST Registration + Self-assessment Assessment Centre CBT / professional linguistic skills test - CV sift Recruitment Recruitment CBT Autumn Spring Assessment ADL Registration + Self-assessment CBT Summer New Competition Cycle

  11. 2. Testing and Professionalism • A shift from knowledge to competency-based testing • Extensive job analysisundertaken; • Introduction of Assessment Centres; • Competencybasedpreselectionin 24 languages;

  12. EPSO Competency Framework

  13. Performance THE 3 DIMENSIONS OF PERFORMANCE 1. Personal Characteristics and cognitive abilities 3. Behavioural Competencies (How I do my job) 2. Technical Expertise (Knowledge and skills)

  14. Competency-Based Testing • Self-assessment; • Competency-based pre-selection; • Assessment Centres for graduate administrators; • Competency passport as a comprehensive feedback mechanism to candidates.

  15. Pre-selection testsComputer-based multiple choice tests Pre-Selection tests *Tests in language 1 (1 of 24 official EU languages)

  16. Multiple forms & languages • Deployed at three levels at CBT stage: - Administrator (graduate), and two levels of Assistant; • Deployed in multiple forms: - 40 equivalent test forms at each level, - Each form 20 items in 30 minutes; • Deployed in multiple languages: - Initially deployed in English, French and German;

  17. Psychometric challenges in CBT • Facts: • Multilingual tests (up to 24 languages with three scripts – Latin, Greek, Cyrillic (BG etc)- for some of the cognitive abilities tests) • Multicultural background of testing population (28 EU Member States) • High stakes exam with very high selectivity rate • How to ensure fairness and reliability of the tests …? • Calibrating items within one language • Building equal test forms in each language

  18. Building up a reliable and fair item bank in 24 languages • In-house translation by trained translators (some tests created directly into EN/DE/FR) • Strict quality benchmarks applied (length of stem, localisation, difficulty level across languages, etc…) • Internal proof-reading sessions • Reverse translation used for HR items • Trialling items before deploying them on the field (e.g. SJT trialled on 37.000 test takers in 2010) • Accept "loss" of several items in different languages (items not meeting benchmarks are not translated)

  19. Item performance analysissample item profile

  20. Feedback from candidates • CBT presents a modern and customer user-friendly image for the EU; • Since 2010, >99% of tests delivered without incident – any candidate who experienced difficulties usually offered the opportunity to re-test. Candidates able to select time, date and place at which to test; • Candidate surveys show consistently high satisfaction ratings of >90% (on-line satisfaction survey at the end of the tests).

  21. Intermediate testE-tray exercise in your 2nd language (English, French or German) E-tray exercise • 15 to 20 questions • Assessing: • Analysis andProblemsolving • Deliveringqualityandresults • Prioritisingandorganising • Workingwithothers

  22. Assessment CentreIn your 2nd language (English/French or German) Depending on the selection procedure: Assessment centre

  23. Assessment Centre • tests developed in association with a professional company and subject matter experts employed by EU Institutions. • candidates are evaluated by highly trained Permanent and Non-permanent Selection Board members (experts working in the institutions). • all candidates receive feedback in the form of a Competency Passport

  24. EPSO commissioned Panteia to conduct a survey among key stakeholders throughout ten selected EU Institutions 1779 were surveyed HR managers, HoU's and Directors 759 responded from all Institutions EPSO Stakeholder Survey 2013

  25. EU COMPETENCY FRAMEWORK 7+1

  26. CRITERIA FOR RECRUITING RECRUITING

  27. PERFORMANCE OF NEW RECRUITS

  28. 3. Attractiveness and Diversity • EU Careers – A new brand! • Competing successfully in the war for talent; • Improve employer image of the EU; • Making the EU more relevant to today’s job seekers; • More efforts to achieve better diversity.

  29. The opportunity to work and travel abroad Employer Value Proposition is at the of all EU Careers communication Interesting and challenging work that makes a real difference for Europe A lifetime of different jobs An attractive benefits package Encouraged to learn new skills and languages

  30. Social Media in Figures 16,500+ followers 257,000+ likes 283,400+ views 750+ followers 26,500+ followers 415,000+ views

  31. Employer Rankings 26th 2014 19th 2015 Europe 16th NEW! 2012 14th 2013 10th 2014 7th 2015 1st 2015 32nd NEW! 2012 Belgium 14th 2013 10th 2014

  32. Opening Out • Creating and strengthening dialogue on public service provision via EPSO’s Network of Experts in the Field of Personnel Selection in the Member States • Membership and active participation in Professional Bodies and Umbrella Organisations (CIPD, AHRMIO, …) benchmarkingefficiencymetrics and financial gains; • Sharing learning and findings with Scientific Community (Psychometric Society, European Association of Test Publishers) • Cooperation and exchange of best practice • with other International Organisations (UN, African Union) • and HR Selection Bodies (EU-based, Canada, …)

  33. THANK YOU! @DavidBearfield www.eu-careers.eu

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