Frontline Hiring

Digital transformation is driving a seismic shift in people strategy meaning the workforce that organisations need now and for the future is rapidly evolving. This change is most intense in industries such as retail, hospitality and contact centres where roles are being constantly reinvented.

The changing nature of roles means organisations need to hire for new skills that they perhaps didn’t consider five years ago. At the same time, applicants for front line roles in these industries want to decide on a job quickly and those who find themselves in a slow or clunky process will drop-out.

Since hiring for front-line roles in these industries takes place at scale, it’s a challenge for organisations to remain fully staffed in business-critical roles. This can leave businesses combatting high attrition, staff absenteeism and low engagement levels which result in under-performance and increased cost.


Our philosophy

For frontline hires, Sova offers a customised and relevant assessment journey that is free from adverse impact and is up to 90% accurate at predicting future high performers. Our approach, which is customised to a role and to the organisation, means we can design a process around what you need now and in the future.

Importantly, we assess only what’s important for success in a role. This means a shorter, more engaging, precise and targeted assessment process for candidates. For clients, it means a higher calibre of hires and a faster recruitment cycle with fewer drop-outs and improved diversity in hiring.

Sova’s digital mobile-first assessments support digital transformation and meet today’s user expectations. Our platform enables organisations to use the assessment process as an employer branding exercise, giving potential front-line employees a real insight into the company and the role.

Every process is different, being designed around the client’s desired outcomes and may include:

  • Realistic job previews: These assessments help candidates at the beginning of their job application to better understand the role and the company, so they can decide early on whether this is the right opportunity for them before entering the hiring journey. This keeps best-fit candidates in the process and helps screen out those less suited.
  • Welcome and thank you videos: Customised video content including a welcome, a thank you, and a ‘day in the life of’ improve candidate engagement and provide a valuable insight into people and the organisation. This is an opportunity to start showcasing your employer brand.
  • Whole-person assessment: We ask less but learn more through a modular assessment that includes a customised combination of cognitive, personality, motivation, adaptive SJTs, making best use of candidates’ time. These can be delivered in a range of formats to reflect the organisation’s employer brand and to appeal to your target talent pool.
  • Video Interview: Questions are linked to assessment criteria determined by what success looks like in a role, in a specific organisation. Candidates record their responses, ready for review and scoring by the recruitment team. This technology reduces the cost of the hiring and time spent with less suitable candidates.
  • Reporting: Candidates receive a report that is positive and developmental in style so regardless of the outcome they receive feedback from the process. Hiring managers receive an easy-to-interpret report with a fit-to-role score and suggestions for interview questions, personalised to the role and your organisation.
  • Digital assessment centre: This technology fully automates the administration and timetabling of the assessment centre to maximise efficiency. Moving to a paperless process allows assessors to input their notes, ratings and scores directly online, improving consistency, identifying sources of bias and saving time pre and post assessment centre.

Recent blogs you might find of interest...

June 27, 2019

Make sure you’re assessing the things that count

Time to hire, cost to hire, attrition rate. There are plenty of really comprehensive lists of HR and hiring metrics available online.  But are we using […]
June 10, 2019

Help your candidates out of the hurdle race

You could describe traditional assessment processes as a bit like a hurdle race. Candidates complete one narrowly focused test at a time and at each stage […]
April 9, 2019

There’s no need to compromise when it comes to assessment

The latest paper in our Assessment Insights Series talks about compromise. We find there is a bigger and bigger disconnect between what companies need, and what […]

Recent white papers you might find of interest...

June 11, 2019

White paper: Assessment without compromise

The nature of work is changing and so are the demands we make of our people. It’s not easy to define the nature of a role […]
February 28, 2019

White paper: An introduction to whole-person assessment

Ten years ago, the most sought-after characteristic in a candidate was ‘conscientiousness’; the desire to do one’s work well and thoroughly. Fast forward to 2019, and […]
December 18, 2018

White paper: Ethics, equality and empowerment: Assessment in the age of AI

We’ve been able to make good, data-based decisions via assessment for a long time. Now artificial intelligence (AI) is making that process more accessible, more affordable […]