ASDA used to have ineffective recruitment process for both their graduate and management positions, with over 22,000 applications being manually sifted by their 5-strong resourcing team. The process was resource hungry, slow and undifferentiated from the competition.

For many years ‘hire for attitude’ meant conducting generic psychometric tests during assessment centres on an ad-hoc basis. The journey to a different approach started when ASDA suggested that attitude is such an important factor in selection, that they shouldn’t even give a candidate a second glance unless they shared the ASDA values.

ASDA therefore began to embrace the challenge of how it could meaningfully and consistently assess the values of every applicant for management/ graduate positions whilst keeping their costs down. The process would also have to meet the needs of all the stakeholders involved including: