Revolutionizing recruitment by focusing on soft skills.
At Spencer Ogden, the emphasis is on identifying candidates’ personality traits and motivations rather than their CVs.
With AssessFirst, the company can assess behavioral skills, enabling it to recruit entry-level but motivated candidates capable of rapid success.
This soft-skills-based approach has improved the quality of recruitment and ensured that each new recruit is well suited to the company’s culture.
Reduce the number of interviews while improving the quality of hires.
One of Spencer Ogden’s major challenges was to reduce the number of interviews required to make a hire, while maintaining or even increasing the quality of the candidates selected.
Thanks to AssessFirst, the company was able to reduce this ratio by 33%, by more accurately targeting the most promising candidates.
This efficiency gain enabled recruiters to focus on the most relevant profiles, optimizing the recruitment process.
Improving diversity and inclusion through objective assessment.
Since implementing AssessFirst, Spencer Ogden has seen a 22% increase in the diversity of its workforce, particularly in its London office.
By using objective behavioral assessment, the company has ensured that it selects the best talent without unconscious bias.
This approach has not only enriched the diversity of the team, but also strengthened inclusion and innovation within the company.
Measurable results: reduced time to success for new employees.
AssessFirst’s impact is not limited to the recruitment phase.
Spencer Ogden has also observed a 12-day reduction in the time taken for new employees to achieve their first sales success.
This speed of integration is a direct result of the precise selection of candidates, enabling the company to make the most of its new recruits right from the start.
