NAB ditches the resume for volume-based hiring decisions
Job candidates and NAB are reaping the benefits of the bank’s new approach to volume-based hiring, which has seen the end of reading resumés and traditional job interviews.
Twelve months ago NAB piloted online cognitive assessments and video interviews for candidates for entry-level roles across many parts of the business. This approach has since been adopted more broadly for some 2,500 entry-level roles a year.
The new model saves more than 700 hours per month in management time, helps NAB to recruit people faster who are well suited to their roles, and has halved turnover for new starters during training.
NAB Chief People Officer Lorraine Murphy said, “This online recruitment model is just one of the things we are doing to recruit the right people into NAB, to ensure we have a great workplace and deliver great outcomes for customers.”
“The model helps us to identify and hire great people in a fairer, more effective way and reduce the risk of unconscious bias – things like your name, what school you went to are irrelevant,” Ms Murphy said. “The model had been particularly well received by digitally-savvy candidates, who the bank is keen to hire,” she said. She added many candidates appreciated that the process was faster and they could take part from their own homes.
Recruitment innovation is just one topic that Ms Murphy will be discussing with human resources thought leader Professor David Ulrich at the Australian Human Resources Institute National Convention in Sydney on Wednesday 23. The two will be addressing “HR driving business performance and transformational change” from 2.20pm – 3.30pm.
Other topics include: Strengthening workplace culture, the value of purpose-led organisations, how NAB is expanding its existing agile working practices; and NAB’s increasing focus on people analytics to create great workplaces and make fairer decisions.
