Post on 29-Sep-2020
www.cut-e.com
A global perspective on retail and hospitality talent measurement and technology.
Driving revenue generation and cost savings Through online measurement, psychometricsand predictive analytics
David Barrett COO cut-e group
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Now for a little game before we start Make a note of which shape you think reflects your personality
(Very scientific!)
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Who picked triangle?
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Now for a little game
•If you picked the triangle you are …
incisive
sharp
a thrusting leader
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Who picked square?
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Now for a little game
•What does square mean?
solid
robust
trustworthy
responsible
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Who picked hexagon?
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Now for a little game
•What does hexagon mean?
multitasker
versatile
creative
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Who picked the circle?
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Now for a little game
•What does a circle mean?
indecisive
procrastinator
Likes to see all the options before choosing ;-)
A joke with a message…
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What‘s now & next! –Trends in talent measurement
Recruitment becomes more candidate-centric, ease of application, fairness,
interactivity and feedback, ownership of data ,absence of unnecessary duplication….
Pre - Assessment moving up the funnel, candidates get assessed (partly) before
they even submit their application
Instant feedback & customer incentives for participation in talent processes
Gamification will happen to attract candidates and innovative, and will sit alongside other
assessment procedures
Video based assessment and interviewing continues to eliminate a great amount
of telephone & F2F interviewing – research continue into automated scoring & prediction
Automated social footprint analysis will face challenges on quality and legal fronts
Assessment centres will move to paperless / online / virtualised / tablet driven
Speed & UX are core KPIs in hiring along with quality being the one that should be !
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Need to work on mobile devices… HTML5 a change for the good
Sample mobile device testing& reporting
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Assessment Wrapper Better UX all time …..
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Matching Tool Feedback -Pre assessment + instant guidance & feedback
By clicking into the ring, you
see the details to your skills
Approach to
numbers
95%
Logical thinking
60%
Link to current
job postings
and online
application
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Measuring InnovationMore fun and candidate interaction
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Our measurement tools… Corporate image and range of measurement
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Video / Pictures / Text CombinationsEnriched UX
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Levels of gamificationInteractivity – instant feedback – candidate participation
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Video Interview SystemSelf service & 2 ways
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Innovative: Candidate accesses
materials via Tablet
Eco-Friendly: Significant
savings on printing costs
State of the art: Great for
candidate experience
Best in class: Adds to Employer
Value Proposition
Paperless Assessment Centres
Candidate Side
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Digital Assessment Centre: Assessor Experience
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The case for assessment Optimum person-job match – the case for quality
Attrition
Productivity
Promotion
Employee Satisfaction
Leadership Success
Absenteeism
Burn out
Organizational Climate
Engagement
Corporate Image
attributesperson
tasks
competencies
requirements
talent
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Predicting job performanceCorrelations & regression
crit
erio
n (
y)
predictor (x)
L
M
H
M H
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Predicting job performanceCorrelations & regression
heig
ht
weight 0 1 2 3 4 5 6 7 8 9 10
1
2
3
4
5
6
7
8
9
10
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Predicting job performanceWhat can you expect?
valid
ity
.1
.2
.3
.4
.5
.6
No Prediction
Perfect Prediction
Personality Questionnaires (.40)
Cognitive Ability & Integrity (.65)
Cognitive Ability & Work Sample (.60)
Cognitive Ability (.51)
Integrity Tests (.41)
Biodata (.35)
References (.26)
Graphology (.02)
Interests (.10)
Years of Job Experience (.18)
Assessment Centre (.37)
Cognitive Ability & Structured Interviews (.63)
Robertson, I. & Smith, M. (2001). Personnel Selection. Journal of Occupational and Organizational Psychology, 74, 441-472
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Comparing predictionsSome data from the medical field
valid
ity
.1
.2
.3
.4
.5
.6
No Prediction
Perfect Prediction
Meyer, G.J., Finn, S.E., Eyde, L.D., Kay, G.G., Moreland, K.L., Dies, R.R., Eisman, E.J., Kubiszyn, T.W., & Reed, G.M. (2001). Psychological testing and psychological assessment. A review of evidence and issues. American Psychologist, 56(2), 128-165
Bypass Surgery & 5 Year Survival (.08)Smoking & Lung Cancer within 25 Years (.08)Anti-histamines & Reduced Sneezing & Snot (.11)
Intake of Ibuprofen & Pain Reduction (.14)
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Translating this into real figures….
Reduced interviews by 40% and saved 6.000 hours and reduced logistical costs
Pinpointed characteristics that make highest performers contribute 50% more to store revenue
Increased sales from new hires by 14% (€9,500 gain per employee) following the introduction of cut-e tests.
Increased successful completion of apprenticeship training from 88% to 95%
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Case Study – sunglass hutA pilot in the future of talent diagnostiscs
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sunglass hut context
•Facts 350 retail stores
1,800 employees
70% casual
Turnover 55% casual, 30% store manager
+700 new hires p/year
75,000+ applications
Time to fill 30+ days
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The process before cut-e
100 candidate applications per vacancy
Screen through 40 resumes and send good ones into recruitment drives
Automatically reject the other 60–70 applicants
Application via job board/careers portal – Taleo
Taleo pre-screening questions x 3 – ACE filtering
Recruiter-resume screens – ACE filtering
Recruitment drive program for all positions
Hire
Deliver a SHG candidate experience
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What was SGH ambition
•How could we help them achieve it Streamline recruitment process for store managers and retail associates
Were they screening out high potential candidates – how many of the70–80 they declined per job (50,000+ candidates per year) could be high performers or future leaders?
Help define a success profile for sunglass hut
Define a people process that is aligned with The ‘sunglass hut experience’ which connects customers to the SGH brand
Define a process with a proven ROI around
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NEW recruitment process with cut-e
Fix bottle neck
Ensure all candidates go through the same experience
Candidates own the input of info against SGH success profile
Screening is initially done by candidates vs. recruiter
Recruiter has greater ownership of calibre
RJP – Connected to new SHG career portal
Online Taleo application
SJQ – Online Assessment
Recruiter – Screen top fit % from SJQ
Recruitment drive / interview
Hire
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Realistic Job PreviewA day in the life …
RJP with sunglass hut language & provides candidates with real-time feedback
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Custom branded assessments
Sample Screenshot SJQ
Answers scaled3,2 or 1
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shapes questionnaire
Interview guides & behavioural questions liked
to individuals profiling results
Interview guides & behavioural questions liked
to individuals profiling results
Sample report SJQ
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Recruiter dashboard in Taleo
Screenshot Taleo
Dashboard filteredby cut-e score
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Results
•Results compared 2013/2014 to 2014/2015
Reduce time to fill job – 25 days to 15 days Retail associates – 15 days to fill
Increase sales per hour ratio (top line revenue + profit) Average sales $ per hour in first 2 months of employment
2013/2014: $90.81 v 2014/2015: $102.21
12.55% increase in sales per hour
Number in applications Applications increased by 10%
Integrated candidate experience with a customer experience More applications but less admin
Since launch October 2014
* Nov 2013 – Feb 2014 to Nov 2014 – Feb 2015
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Questions?