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?