flirting with top talent
TRANSCRIPT
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cut-e Talent Talks
Innovative ways to attract, engage and select talent using realistic scenario based tools
3rd December, 2014
Flirting with Top Talent
With Dr. Craig Haas, cut-e SVP Professional Services USA
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Agenda
Case Study:
Harvey’s Furniture
Example : Rolls-Royce
What are SJQs
From the candidate
perspective
RJP Case Study: easyJet
Examples: Sunglass
Hut
What are Realistic
Job Previews
Quality of Applicants
& Hires
Intro to cut-e
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Candidates from over
70countries
Tests Availablein
40languages
28Offices
Worldwide
Over
50Online
assessment tools
Over
300Integrations with HRMS
cut-e Worldwide
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Poll – Next Leap in Talent Mgmt.
Which statement best describes your firm’s biggest talent challenge with staffing in high volume hiring contexts?
Quality of Applicants
Quality of Hires
Churn of Recent Hires
Other
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Staffing in High Volume Hiring Contexts
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Organisations often have challenges with
Quality of Applicants (Talent Attraction)
Quality of Hire (Employee Selection)
Seem Familiar?
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Talent Attraction -Think Outside of the Funnel
Applicant Tracking System
Careers WebsiteVisitors
SelectionProcess
Consumer Brand
Employer Brand
Job Boards
Job Hunters (Active)
Web Surfers
(Passive)
Social Media
Word of Mouth
Search Engines
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Poll – Talent Attraction
Which statement best describes your Careers website?
Visitors come to our Careers page because they
Find it fun and engaging and are likely to refer others to it
Like our professional videos & narrative about our company
Are drawn to our strong brand, so they search for jobs to apply to
Directed by a job posting to our online job application
Which Careers Page do you think Passive Candidates are more likely to visit?
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Let’s Face It Most Careers Websites are Boring & Ineffective !
•Why?
Boring - Passive Candidates are not looking for jobs. Is anything on
your Careers site Attractive (Fun) and/or Sticky (engaging they to play)?
Ineffective - The careers site doesn’t provide the information
needed for candidates to select themselves out of the process
before they clog your funnel.
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So how do we attract the candidates who are passive and/or preferred?
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So how do we attract the candidates who are passive and/or preferred?
It Is Time to Start Flirting with Top Talent!
FLIRT ;)It Is Time to Start Flirting with Top Talent!
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My Operational Definition of Flirting
There are many definitions of Flirting, but the one I like best is:
Flirting is “To show superficial or casual interest in someone or something”.
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Sample slidefor a screenshot with text
Description of the screenshot
Your teammates are not having a good day and energy is flat in the store. At Sunglass Hut we like to inspire and motivate each other, so what would you do?
A. Set some clear goals for the team to challenge them
B. Remind your teammates of a time when they were successful to build their confidence
C. Buy your teammates a coffee or sugar hit to boost their energy
Flirting is “To show superficial or casual interest in someone or something”.
Does Your Careers Website Do This?
• Engage Visitors in a Fun Two-way Flirtation
• Attract Passive Candidates to Your Careers Website
• Teach Visitors About Your Values Through Games
• Help Visitors Self-Identify if They Are a Good Fit @ Your Firm
• Encourage Great Fits to Apply Now?
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Realistic Job Preview
Benefits for the client?
Interactive & fun
Employment brand
Educates visitors about their
suitability for your culture & job role
Encourages those aligned to apply
Highlights pros/cons of culture & job
Sets realistic work expectations
Increase likely suitability & tenure of
those who do apply
A Realistic Job Preview questionnaire is a short, anonymous scenario-based game that shows them what a day in the life view of what it might be like to work in the role that they are applying for!
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RJP from the candidates perspective
Applicants like the experience of learning about the job and the
company culture before applying for the role
They love the flirting / gamification elements
They want to work for a brand that is modern, fun and engaging
They thinks it’s great that RJPs work on mobile devices and tablets
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Example RJP Launch Page
Launch Page
Needs to be informative
Show off the company brand
Entice & engage the candidate
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Example Scenario
Scenario page
Gives you (visitor) a
sense of a day in the life of working at the firm
Good indication of what will be involved in their role
View of the company values in action
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Example Feedback Page
Instant Feedback
After each question the tool gives you instant feedback describing
the realities (pros/cons) of the job
The firm’s culture / values
Then encourages you to think about how this would suit you
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Example Feedback Page
Apply Now
Summary Results Page
Gives you positive feedback
If great fit tells you so and encourages you to Apply Now
If not a great fit,
Still positive message
Encourages you to think about how working at company would suit you
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Poll – RJP ?
Does your firm have a high volume recruitment
job that many applicants don’t really understand the job and probably wouldn’t apply if they did?
Yes
No
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Case Study - easyJet Realistic Job Previews (RJP’s)
easyJet’s Ambition:
Screen large #s using unsupervised assessments Create a consistent, quality candidate experience Reduce costs with effective selection process
It Should Also Improve Employer brand across Europe Quality of people recruited Assessment to hire ratios Post-hire performance metrics
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easyJet – Try Before You Fly!
•What is it?
Interactive and fun
Learning experience with live feedback
Informs candidates about suitability for role
Encourages those that are aligned to client
culture and values
Suitable for visitors to share via social media
Quick and easy to complete
Nice for expressing your brand and
Employer Value Proposition
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The Results! Cabin Crew
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easyJet – Try Before You Fly!
Why implement it?
Enjoyable and engaging candidate experience
27,000 per month participate
Sets realistic expectations
Allows visitors to self-select out
7,000 per month apply (higher applicant quality)
Saves time and resources
39% improvement in Interview to Hire Ratio
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What Else Are They Doing?
To create the most efficient selection process, easyJet….
Introduced online questionnaires pre application (RJP)
Introduced online aptitude tests
Created & validated a Cabin Crew Situational Judgement
Questionnaire (SJQ)
Candidates who progress attend an onsite in-depth interview and
assessment centre.
Improved quality of hire – the ‘super’ candidates get hired
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The Results! Cabin Crew
The impact of including more robust testing earlier in the process Year Over Year:
The improved model with better conversion rate required 586 less candidates at the onsite in-depth interview and assessment centre stage, and it achieved the same number of successful candidates at interview, Improving the Quality of Hire More Efficiently.
Cost saving 135,000 Euro ($170,000) saved just on interview staff cost
29% improvement in promoting to cabin manager from new group hired
2010/2011 – 41% Conversion – Paper based testing at assessment
2011/2012 – 48% Conversion – Online ability test and SJQ testing
2012/2013 – 55% Conversion – Online ability test and SJQ & RJP testing
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Post Application
Improving the Quality of Hire
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Situational Judgement Questionnaires (SJQ)
Best for Screening - Used early on in the recruitment process (high volume context rich tools)
Job Specific Scenarios - Designed and validated for a specific job in a specific organisation
Valid & Fair - There is strong evidence of validity and fairness of SJQs in wider research literature
Applicants Like SJQs - Candidates like SJQs since their relevance to the job applied for is clear
How it works:
Real-life – real work situations presented, then asks what would you do if faced with this situation?
Ratings - Applicants rate appropriateness of proposed possible actions
Scoring - Responses are compared to the answers by 'subject matter experts' in the role
Overall Fit Score - The overall job fit score is used for sifting out poor-fit candidates
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SJQ Example Rolls-Royce University Graduates
You are reviewing a technical report for a colleague. You find one section of the report particularly hard to understand. What do you do next?
Please weight your preferred “response” or “responses”:
Ask the colleague who wrote the report to explain the section to you
Do some online research about that section of the report
Ask your manager to give their view on that section of the report
Max. 6 points to distribute:
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SJQ Example - Retail
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Situational Judgement Questionnaires
The cut-e SJQ: why use one?
Efficiency: Screen a high volume of candidates at an early stage of the process
Quality: Highly predictive of future performance
Engagement: Manage candidate expectations of the role with realistic job
previews
Security: cut-e unique scoring method generates a ‘scoring key’ that is hard to
guess
Fairness: Negligible group differences found for SJQs, meaning that those that
complete the assessment are operating on a level playing field
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easyJet feedback
Ruth Spalding, Resourcing Manager at easyJet:
“The Situational Judgement Questionnaire has been developed
for us by cut-e and takes into account how we at easyJet want our
cabin crew to act – and react – in their role.”
ROI: In addition to it helping them select likely top performers for
the Cabin Crew Roles, they also had a 29% increase in ability to
promote new hires to Cabin Managers when SJQ added to the
selection process.
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SJQ
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Shapes Personality Questionnaire
Competency Reporting
Results reported in terms of
your competency model
Assessing a candidate’s
potential to demonstrate your
key job behaviours / values
Includes tailored
competency-based interview
guide for in-depth interviews
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Harvey’s Furniture:
ROI of SJQs & Shapes in Retail Sector
Sales AdvisorsBoth SJQ and shapes (personality) questionnaire have a strong and significant relationship with job performance in the Sales Advisor Role.
Overall, there was a 14%
sales gain in new hires, or a
gain of €9,500 ($14,500) per
employee.
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Overview - The overall solution is broken down into three key components:
Realistic Job Preview (RJP) Situational Judgement Questionnaire (SJQ)
Personality assessment and Customised
competency based reports
Imagine the Power of Combining These Assessments
1. RJP : A tool to communicate the important aspects of the job prior to candidate application to the role and assess whether candidates are likely to be a good fit for the role and the environment. An RJP helps candidates to self select in or out of applying for a role at sunglass hut.
2. SJQ: A tool used to assess an individual’s judgement required for solving problems and situations encountered in your workplace. Ideally used in high volume recruitment. Based on a match fit score, an SJQ helps screen out low fit candidates to sunglass hut.
3. shapes personality questionnaire (customized competency report): A competency based report assessing a candidate’s potential to demonstrate your key behaviours and values on the job. This report includes tailored competency based interview questions useful at the later stages of your selection process.
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How do the assessments fit into the overall process?
Candidates complete RJP
Assessment Centre Stage*
Final In-Depth Interview
Final Decision
At interview, customised shapes reports provide tailored competency based interview questions
Candidates complete application form
Candidates complete SJQ & Shapes
Unsuccessful candidates screened out at Application form stage
Total online assessment time required is less than 30 minutes
Potential candidates complete RJP & receive automated feedback on their cultural fit
Candidates who are a good/great match to job role invited to Assessment Centre * (optional stage in process)
Confidently select best fit candidates for roles
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Why are we recommending these assessments?
These assessments are: innovative
brand building
Fun and engaging
validated against ideal behaviour in your organization
mapped to your competency and values model
improve efficiency and ROI
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If you or any of your colleagues would like a copy of the slides from today’s webinar, please email [email protected].
Thank you for your time today.
With Dr. Craig Haas, cut-e US Professional Services Director