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We’d supported EDF Energy with candidate management and selection before. That meant we were well placed to help them recruit and select for their graduate and industrial placement schemes. EDF wanted 56 graduate hires, and we worked closely with their attraction provider to find them. A key challenge was to reduce candidate numbers before they reached psychometric testing stage – an expensive part of the process.



An integrated project plan mapped key milestones, while our dedicated Project Manager managed applications and kept candidates informed. We suggested a change to the competency screen to tackle the high numbers – making the pass mark higher. When we noticed a drop in application numbers, we re-opened some of the schemes. As we were managing the candidates we could see that some schemes were oversubscribed while others were less popular. Our Project Manager identified those candidates who had the right skills to switch to the undersubscribed ones and talked to them about the benefits. It resulted in some successful transfers.



Moving people to other schemes worked well all round – EDF didn’t lose identified talent, and the graduates still had a chance to join. Out of 2553 applications, we reduced the pass number at screening stage from 74% to 30%. That resulted in a high percentage pass at Assessment Centre – 75% compared to 43% the previous year. Thanks to the high candidate calibre, we were even able to hire two more graduates than planned.