#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska...
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Transcript of #FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska...
Helping line managers to recruit more objectively at Skanska UK
Driving diversity through objective assessment
Agenda
1. The current challenge
2. Designing a new approach
3. Implementation
4. The future?
Skanska Employer Promise video (please click to play)
Our History
Operating income Operating marginRevenue
£ 1,
216m
2013
3.4%
2013
3.6%
2012
£ 1,
222m
£ 1,
166m
2012
£ 40
.4m
2011
£ 42
.1m
2012
£ 41
.9m
2013
3.3%
2011
£ 1,
341m
2014
£ 40
.0m
2014
3.0%
2014
Financial performance
2011
Current sectors
Our culture
Our Culture
Responsible business Do what’s right Caring
Big heart
2015 Only 57% of those surveyed in The FIRM’s 4th Annual Membership Survey are using psychometric ability tests in Assessment and Selection
What is Personality?
“Personality is a pattern of relatively permanent traits and unique characteristics that give both consistency and individuality to a person's behavior.“ (Feist and Feist, 2009)
“The characteristics or blend of characteristics that make a person unique” (Weinberg & Gould, 1999).
What is General Ability or Intelligence?
“““Intelligence represents an individuals ability to adapt to their environment”
“The ability to acquire knowledge and skills”
“The ability to learn or understand or to deal with new or trying situations”
“The ability to apply knowledge to manipulate one's environment or to think abstractly as measured by objective criteria”
0
0.1
0.3
0.4
0.5
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1Certain prediction
Assessment centers
Skilful and structured interviews
Ability testsWork sampling
Graphology, astrology
Personality assessmentAssessment centers for job performance
Unstructured interviews
References
Predictive validity of different selection methods
Predictive validity is the link between results or scores on a selection method and a subsequent outcome – most commonly job performance at a future point
Different selection methods can be combined in order to get a higher validity
Source: Pilbeam and Colbridge (2006) summary of the predictive validityof selection methods based on the findings of various research studies
Why are personality and intellect important?
The current challenges1
Accelerated growth with tighter budgets
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The challenge: How to achieve the business objectives with limited assessment resources?
The cost of getting recruitment wrong
• One conservative estimate is that “bad” recruitment will cost Skanska circa £10,000,000 in two years – including direct cost only, excluding lost opportunities, management time etc.
• Psychometrics that identify those candidates most likely to perform well in the workplace dramatically reduce the chance of making a selection error.
The challenge in recruiting STEM candidates
• We are all fighting over the same, small candidate pool
• Need to look beyond academic qualification alone
• Widen the diversity of candidates
• More innovative in how we source and assess candidates
• Extend the assessment criteria to include potential
The challenges…….
Limited assessment
resource
Transient and busy resourcing team
Limited line manager knowledge
Different businesses with their own cultures
and challenges
Restrictions from Skanska AB
Low margin
The requirements…….
Limited assessment
resource
Transient and busy resourcing team
Limited line manager knowledge
Different businesses with their own cultures
and challenges
Restrictions from Skanska AB
Low margin
Works and provides consistency across all
business units
Is affordable
Is easy to administer with limited training
Empowered line managers to make better decisions
Provide user friendly, jargon- free
reports for line managers
Psychometric data aligned to our Leadership competencies
The requirements…….
Limited assessment
resource
Transient and busy resourcing team
Limited line manager knowledge
Different businesses with their own cultures
and challenges
Restrictions from Skanska AB
Low margin
Works and provides consistency across all
business units
Is affordable
Is easy to administer with limited training
Empowered line managers to make better decisions
Provide user friendly, jargon- free
reports for line managers
Psychometric data aligned to our Leadership competencies
Pragmatic
Designing a new approach2
Pragmatic Approach Required
• A solution that utilises sifting stages to minimise resource, save time.
• A solution that minimises our likelihood of getting decisions “wrong”
• A solution we can also use for development
• A solution we can use for on boarding and induction
• A solution which will aid our drive to being a leader in diversity
Talent Q assessments that were selected
ElementsMeasures: verbal, numerical and logical reasoning
Why?Sifting toolAdaptiveQuick to complete
DimensionsAssesses key behaviours at work
Why?Mapped with Skanska Leadership frameworkEasy to understand reportsAdditional report optionsAvailable in 44 languages
Adherence to Skanska AB
• Leadership Profile mapped against Dimensions
• The language is familiar• One report supports four
leader role types• One assessment for all
Operating Units• Identifying competencies
critical to Skanska Sweden
Creation of line manager reports
Jargon free, line manager friendly reports
Implementing by encouragement3
For line managersWorkshops and encouragement
• Introduction to psychometrics
• Rationale of using the assessments
• Getting the best out of the customised report
For the Resourcing Team
• Psychometric training where required
• Completion of the assessments
• System customised for ease of use
Personality assessment
Cognitive ability test
Self-Evaluation
Questionnaire
Semi Structured interview
Structured to try and Validation of psychometric by useof interview guide Measures cognitive
ability/problem solving skills and abstract reasoning
Gives important input to structured interview
Includes a mixture of values mining, self evaluation of strengths and
development priorities.
The Skanska UK assessment combines four strong selection methods…
Feedback so far…….
“This is the best that Skanska is doing globally”
“Assessment has started conversations”
“I now know what I am looking for when recruiting
“I am now seen as a real strategic partner”
This is just the first step
• This solution will continue to be improved and developed• Integration with Taleo to provide seamless candidate experience
and reduce resource effort further• Desire to develop further reports aligned to the Graduate and
line manager frameworks• Plans to develop on-boarding report from Dimensions• Feedback to date from line managers is extremely positive and
uptake is rising.• Skanska UK are leading the company in this advancement –
potential to extend to other countries
How could psychometrics help me?
• Looks beyond candidates’ academic achievements • Provides objectivity around decision-making• Reduces the cost of hiring
• Sifting out at earlier stages• Hiring the wrong people
• Establishes a consistency around the interview • Provides supports to the line manager
• Customised reports• Off the shelf role profile reports
• Help resourcing partner’s become strategic partners rather than operational
What next?The future4
Skanska’s Diversity & Inclusion video (please click to play)
And then?
[email protected] www.talentqgroup.com+44(0)1844 218980