mobile-first assessment: candidate selection without ... webinar jan 2018 - precise … · •...

Mobile-first Assessment: Candidate Selection

without Compromises

CEB Reinventing Talent Assessment Webinar Series

© 2016 CEB. All rights reserved2

Agenda

What We Are Covering Today:

Challenges faced by Recruiters

Three priorities for selection – and tensions between them

Introducing CEB Precise Fit

Online product demonstration

Speaker:

Bert Simonis

Managing consultant, Talent Solutions

[email protected]

Submit them using the Q&A toolbar

Have any questions during the webinar?


We explore:

• The three priorities for selection in today’s work environment, and why it can

be difficult to achieve all of them at the same time.

We introduce:

• Precise Fit – the new mobile-first assessment solution from CEB

• Find out how CEB Precise Fit:

• Delivers an engaging candidate experience on mobile, tablet or PC

• Accurately predicts future performance

• Improves recruiter efficiency

Today’s Webinar: Precise Fit


The model gives HR teams and functions a clear map of the overall talent management

strategy and their contribution to it, and supports wider, deeper collaboration to achieve

people strategy objectives

The CEB Strategic Talent Management Model


Today, Recruiters Face Many Challenges

Under Pressure to Hire

the Right People

Engaging a Millennial

Candidate PoolHigh Candidate

Volumes

Maintaining

Organisational Brand

Highly Competitive

Recruitment MarketsLean Resourcing

Operation

Pressure to

Reduce Costs

Promoting Diversity

and Inclusion

Candidates as

Customers

Pressure to Speed

Up Time-to-HireReduce Attrition

Improve New

Hire Performance

Source: CEB analysis.



The need to deliver a

positive, engaging and

brand-reinforcing

candidate experience

• Engaging a Millennial

Candidate Pool• High Candidate

Volumes

• Maintaining


• Highly Competitive

Recruitment Markets

• Lean Resourcing

Operation

• Pressure to

Reduce Costs

• Candidates as

Customers

• Pressure to Speed

Up Time-to-Hire

• Under Pressure to

Hire the Right People

• Promoting Diversity

and Inclusion

• Reduce Attrition

• Improve New Hire

Performance






brand-reinforcing


The need to fairly and

objectively identify the

best candidates




Candidate Pool

• Maintaining



Recruitment Markets • Promoting Diversity

and Inclusion• Candidates as

Customers • Reduce Attrition


Performance

• High Candidate

Volumes

• Lean Resourcing

Operation

• Pressure to

Reduce Costs


Up Time-to-Hire






brand-reinforcing


The need to enable a high

quality recruitment function

more cost effectively and

with minimal resources

The need to fairly and

objectively identify the

best candidates



Volumes

• Maintaining



Recruitment Markets

• Lean Resourcing

Operation

• Pressure to

Reduce Costs

• Candidates as

Customers


Up Time-to-Hire




and Inclusion



Performance




Candidate

Experience

Hiring

Efficiency

Hiring

Effectiveness



Volumes

• Maintaining



Recruitment Markets

• Lean Resourcing

Operation

• Pressure to

Reduce Costs

• Candidates as

Customers


Up Time-to-Hire




and Inclusion



Performance



Efficiency

Experience

Effectiveness

Why Traditional Approaches Fail to Deliver

Traditional assessment and selection approaches struggle to address all three key priorities

at once and force organisations to compromise.

Tension

Engage candidates while accurately

predicting performance

Tension

Achieve valid and accurate

assessment results with

minimal resources

Tension

Manage large application volumes

without impacting quality of hire or speed



Compromise Can Be Costly

To solve these challenges we need a new approach.

Efficiency

Experience

Effectiveness

Ineffective selection leads to

increased attrition, reduced

new hire performance and

compliance risk

Inefficient assessment

and selection processes

increase costs and divert

resources away from top

candidates

Efficiency

Experience

Effectiveness Efficiency

Experience

Effectiveness


Negative candidate

experience decreases

new hire effort and intent

to stay and increases risk

of brand damage


Impacted Corporate Performance

Hiring

managers

takenew hires leave

within one year.¹

¹Source: CEB Q4 2012 Global Labor Market Survey.

²Source: CEB 2010 Candidate Rules of Engagement Survey.


of applications do

not meet basic

requirements.²

Hiring managers

are satisfied with

the influence

Recruiting has

on the business.

Which Have a Direct Impact on Your Business

1 in 4 candidates report

having a negative

recruiting

experience.

1 in 4 65%

longer to review

and select

candidates for

new types of

positions or skills.

30%

How can we

reduce

our turnover?

How can I find

people who will

be successful in

their job?

How can I reduce

the time to hire?

Is our recruiting

process effectively

helping the

business?

How is the

recruiting process

affecting our

candidates?

1 in 3


Efficiency

Experience

Effectiveness

Why Traditional Approaches Fail to Deliver

Traditional assessment and selection approaches struggle to address all three key priorities

at once and force organisations to compromise.



Reimagine Candidate Selection with CEB Precise Fit

Effectively and efficiently hire the best candidates while delivering an engaging

candidate experience to all applicants.

World-Class

Predictive

Assessments

Mobile-First

Technology

Robust and

Flexible

Architecture

Candidate

-Centric

Design



Make the right first impression,

and set the right expectation.

Precise Fit: Guide, Engage and Assess Candidates

Highlight minimum

qualifications, and equip

candidates with a

realistic preview of the

job, culture, and

organisation.

Help candidates

decide if the job is

right for them.

Guide


Measure what matters and

easily identify candidates best

suited for the role, company

and culture.

Guide AssessEngage


Precise Fit Demo


In Summary…

• Recruiters face many challenges from wide stakeholder groups

• Tensions between priorities can force compromise

• CEB Precise Fit reinvents selection:

• Candidate-centric design

• High quality assessments

• Automated and integrated for efficiency

• High configurability for personalisation

Q&A

42

Speaker:

Bert Simonis

Managing Consultant, Talent Solutions

For further information or to talk about any of the topics we have discussed

today, please:

- contact Kim van Leeuwen via [email protected]

mailto:[email protected]

mobile-first assessment: candidate selection without ... webinar jan 2018 - precise … · •...

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