25%
of hires were female, against no female hires the year before
Under 30 minutes
for one combined online assessment, replacing the video interview stage
2 days saved
by removing manual video interview marking from every recruitment cycle
a multi-stage process of CV screening, video interviews and an assessment day, run every year for the apprenticeship scheme
Screening 200 apprentice applicants, without the manual marking or the bias
Teledyne assesses around 200 applicants a year for between 8 and 12 places on its apprenticeship scheme, and wanted the screening stage to work harder.
The existing process ran CV screening, then video interviews, then an assessment day. The video interviews had to be marked by hand, and Teledyne was not confident they were sending the strongest applicants through to the final stage.
The review set three aims: a better quality of applicant at final-stage selection, a more efficient screening stage that needed less resource, and a fairer process with less opportunity for bias.
One blended assessment in place of the video interview
A role-fit score built around what predicts apprentice potential, delivered through a single online assessment that takes less than 30 minutes.
Define what predicts potential
We worked with Teledyne to understand what predicted potential in its apprentices, and built a role-fit score to screen against using the Role Fit App.
One assessment, under 30 minutes
Applicants completed a single combined online assessment: an apprentice aptitude assessment covering verbal, numerical, error checking, spatial, mechanical and diagrammatic reasoning, and a behavioral screener, powered by Wave, measuring 36 critical workplace behaviors.
Shortlist on role fit, feedback for everyone
A single role-fit score went back to Teledyne. Applicants scoring average, above average or high against the agreed criteria were invited to the final selection stage, and every applicant received a feedback report on their strengths, challenge areas and practical development tips.
a stronger final-stage pool, fewer dropouts, and a quarter of hires female where there had been none
A quarter of hires female, two days of marking gone, a stronger shortlist
Replacing the video interview with one blended assessment gave Teledyne a screening stage that was fairer, faster and better at finding apprentice potential.
Targeting only the areas that mattered for the role increased the objective rigor of the process and cut the room for bias. In the first cycle, 25% of hires were female, where the previous year had produced no female hires at all.
Removing manual video interview marking saved approximately two full days of work per cycle, candidate dropout fell at the screening stage, and the applicants reaching the assessment day were a stronger group to choose from. The source notes the combined effect improved the cost efficiency of the whole process.
Apprentice screening, before and after
What changed at the screening stage once the video interview was replaced.
Screening apprentice or early-careers applicants at volume?
We can help you replace a slow screening stage with one short assessment that finds potential and keeps the process fair.
