Early applicants are the cream of the crop

UK graduates who apply earlier in the recruitment calendar are not only likely to be brighter than their laggard peers, but also display behaviours that are likely to lead to high levels of success in the modern workplace, according to new research from SHL, the world leader in objective assessment.

The latest SHL Early Bird report, revealed at the Association of Graduate Recruiters (AGR) Conference in July, indicates that graduates who apply for jobs long before the deadline are not only brighter, as last yearís research revealed, but also more dedicated and more highly
motivated than their peers. In effect they also possess the necessary behaviours that make a well-rounded employee. Graduates who apply later on the other hand do tend to be more resilient - they are less susceptible to criticism from others - but are less forward thinking, less analytical, less motivated, less outgoing and less persuasive than the early bird applicants.

James Bywater, an occupational psychologist at SHL, and author of the research, comments, The new data set allows us to state with conviction that there is a difference in both the personality and cognitive abilities of applicants applying earlier in the recruitment cycle. Moreover, this research has allayed a previous concern that early applicants might be too introverted and lack the emotional intelligence to flourish in the workplace. Later applicants do have the edge when it comes to resilience, but in all other areas the earlier entrants come out on top.

The Early Bird research assesses the personality traits and abilities of applicants throughout the year, to see whether earlier really is better when it comes to both intelligence and the spectrum of soft skills, such as motivation and persuasiveness. It also builds upon 2004ís research, which showed that the earliest applicants were on average much brighter than later ones The new research extends the scope of the first study by looking at a broader array of skills using the Occupational Personality Questionnaire (OPQ).

James Bywater, comments, We hope that, by assessing their own application trends and making the most of the new ability and personality data available to them, businesses will be able to recruit more effectively, advertising in a timely manner and being more vigilant during typically successful recruitment periods.