10,000+
applications a year, across graduate, placement and experienced hires
No adverse impact
across genders, with assessment scores that predict performance
Leaner team
delivering the same volume of hires, with minimal human administration
a workforce of more than 130,000 worldwide, and a screening task that had to be both effective and efficient at that volume
Screening more than 10,000 applications a year, without a bigger team
Johnson & Johnson employs more than 130,000 people worldwide and receives over 10,000 applications a year. It needed a way to screen that volume effectively and efficiently.
The applications split into two populations with different needs: graduates and placement students, where the question was which candidates would behave in the ways the roles demanded, and experienced hires, where each role had its own requirements and its own hiring manager.
A single blunt screen would not serve both. The process had to be targeted to the role, consistent across hiring managers, and light enough on administration that it could run at scale.
“Using the Role Fit app is an interactive way to guide our strategy meetings with hiring managers. It allows us to focus on the competencies that really matter and allows hiring managers to have a say in what we’re assessing. The app feeds into online assessments, interview questions and onboarding conversations which means we’re concentrating on things that are relevant throughout the entire hiring process.”
Mylene Paumier
Talent Acquisition Partner, J&J
Two populations, one consistent standard
A situational judgment test for early careers, the Role Fit App for experienced hires, and a single thread of role requirements running from screening through to onboarding.
Graduates and placement students
A dynamic situational judgment test assessed how candidates would act in scenarios realistic to the role, powered by our SIREM response-matching algorithm, so the candidates with the right behaviors moved through the process.
Experienced hires
The Role Fit App gave hiring managers a smart, simple way to select the requirements for each role. A job-fit algorithm assessed applicants against them, and generated a tailored interview guide for each applicant, matched to J&J’s values through a bespoke algorithm.
One thread, start to finish
Because the same role requirements fed the online assessments, the interview questions and the onboarding conversations, the process concentrated on what was relevant at every stage, not just at the screen.
the same volume of hires delivered by a leaner team, with minimal human administration
A more targeted process, a leaner team, and no adverse impact
Two tailored routes gave Johnson & Johnson a hiring process that was more comprehensive for the business and a better experience for hiring managers and candidates alike.
The situational judgment test and the Role Fit App let the team be smarter and more targeted in what it assessed, while making the process more robust and consistent from one hiring manager to the next.
The results the source reports are the ones a volume hiring team cares about: no adverse impact across genders, assessment scores that predict performance, lower drop-out, minimal human administration, and the same volume of hires delivered by a leaner team.
“Our partnership with Saville Assessment has allowed us to deliver a more comprehensive recruitment process and an enhanced hiring manager and candidate experience. In particular, the Role Fit feature of the platform has allowed us to be smarter and more targeted in what we’re assessing at the same time as improving the robustness and consistency of our hiring process.”
Rob Honnor
Head of Talent Acquisition, UK & Ireland, J&J
Screening thousands of applications a year?
We can help you give hiring managers a say in what gets assessed, and keep the process consistent at any volume.
