TfL 94905 - Assessment Framework

Lot 1 • High Volume recruitment – This area manages recruitment campaigns for which there are more than 10 vacancies per role. These roles are generally, but not exclusively, operational/customer facing roles or operationally specialist roles (e.g. train operator). High Volume campaigns can attract between 5000-14000 candidates per campaign and TfL can run multiple campaigns at any given time, throughout the year. We are responsible for up to 2000 hires into the organisation.. As some of our roles are quite unique, we currently often look into a more tailored approach to our testing. We also currently use online assessments for our internal campaigns as they attract high volumes too.

Lot 2 Testing for General recruitment – these are recruitment campaigns with less than 10 vacancies per role. These roles are generally, but not exclusively, within specific business functions (e.g. finance, procurement, engineering, planning etc).

• Lot 3 Talent Acquisition – this area manages recruitment campaigns for senior management levels (including board level roles) across the business. As with general recruitment these roles are generally, but not exclusively, within specific business (e.g. finance, procurement, engineering, planning etc) and can include the Greater London Authority. For some campaigns the attraction and initial shortlisting process may be undertaken by a 3rd party search agency.

Lot 4 Testing for Graduate and Apprentice recruitment - This area manages recruitment campaigns for roles within TfL aligned to specific “schemes” and initiatives within different business areas. Each year TfL receives around 12,000-15,000 applications for our Graduate and Apprenticeship schemes and we use testing as a way to reduce that number to a manageable pool of applicants to take to the assessment centres for each role. Each testing scenario is used to test candidates in a different way to obtain the best potential talent from the applications. We currently make use of online assessments to indicate candidates' fit against TfL values and video interviewing to indicate their motivational fit into the scheme that they have applied for.