Most people reading this will have attended a recruitment assessment day at some point. It’s an efficient recruitment strategy for most businesses. Here’s what happened when the adidas London Newsroom wanted to turn the entire process on its head.
“Change is what drives progress, builds careers and shapes lives.”
A recruitment assessment day is a big part of what we at the adidas Group do to find amazing talent like you. Although the tasks and the challenges change with job role and function, a standard assessment day generally tends to look the same, regardless of the company.
That said, our Talent Acquisition team love change. Change is what drives progress, builds careers and shapes lives. So when we were offered the opportunity to revamp the hiring process of the next London Newsroom Intern, we were all ears.
Let’s put candidates first
Chris Watt (Senior Manager Social Strategy Community Management) approached the Talent Acquisition team to look for change through collaboration.
“I've been speaking to a lot of young creative people about employment, and one of the most common things I heard was a desire for development and learning experiences from brands and businesses to bridge the gap from education to employment (rather than testing and assessing).”
Chris Watt, Senior Manager Social Strategy Community Management
With this in mind, the London Newsroom collaborated with the Talent team to create a 3-day Creative Workshop to replace the standard 1-day Recruiting Assessment Centre.
We had three main goals:
Reach out to a wider pool of candidates by not allowing restrictive selection criteria (we were open to candidates without a degree).
Recruit based on interactive tasks which reflected a day in the life of the newsroom, not solely selecting via interview.
Enable candidates to leave the workshop with a better understanding of Social Strategy, key contacts and learnings from the experts at four leading Social Media platforms.
The workshop was pushed on social media
Creating a real newsroom experience
The newsroom kicked off with 29 candidates attending the workshop. We collaborated with Hyper Island (a Digital Education Provider) who helped to design and facilitate the workshop over the three days.
Day 1 consisted of getting to know each other and introducing a live brief which would be worked on throughout the workshop. Candidates were allowed access to the then not yet released Z.N.E. hoodie, planning an 8-day Social Media strategy which was to be presented back to the Newsroom employees at the end of day 3.
“The room’s creativity at this point was burning! ”
Day 2 kicked off with speaker sessions from representatives at Twitter, Facebook, Instagram and Snapchat. Candidates received professional advice on how to best utilise social media for their campaignsand brand, whilst having exclusive access to a Q&A session from each platform. The room’s creativity at this point was burning! Candidates went back to their live brief to embed the key social media strategies and ideas from the speaker sessions for the later part of the day.
On day 3 candidates were introduced to a new challenge, ‘Flight School’, where groups had to react to a football kit crisis through social media. Candidates responded well and it was clear at this point that the speaker sessions from the day before had had real impact.
To wrap up the workshop, candidates presented their social media strategy back to the Newsroom team.
Future talents got to shine over three action-packed days