RECRUITING CABIN CREW, PILOTS AND GRADUATES AT EASYJET

Size: px

Start display at page:

Download "RECRUITING CABIN CREW, PILOTS AND GRADUATES AT EASYJET"

Elaine Riley
6 years ago
Views:

1 RECRUITING CABIN CREW, PILOTS AND GRADUATES AT EASYJET The Journey towards gaining productivity and efficiency gains in hiring pilots, cabin crew and graduates Ruth Spalding, Head of Volume Recruitment

2 OUTLINE easyjet journey and ethos from basics to today The drive behind getting our recruitment and talent process right Our ATS and online tools strategy the business and process rationale Top & bottom line: Outcomes achieved with the pilots, cabin crew and graduate processes Cabin Crew, Pilot and Graduate Results Questions and answers

3 THE EASYJET JOURNEY November 1995 easyjet s inaugural flight 2 leased Boeing 737 s November 2000 easyjet floats on the London Stock Exchange stock was 310p By aircraft In aircraft Growth both organically and through acquisition Today (2015) 250 aircraft

4 WHERE ARE WE NOW? Over 130 airports Over Over 34 countries 9500 employees (p.a.) Over 64m passengers Over 720 routes

5 AND THE BUSINESS KEEPS GROWING In 2014, we flew In 2014, we made In 2014, we saw a In 2014, we saw a +6.6% +1.2% +21.5% +13.4% more passengers* more revenue per seat* increase in Profit Before Tax increase in profit per seat* 64.8 million passengers Revenue Per Seat 581 million 8.12 Profit Per Seat Source: full year report * compared to 2013

6 AND WITH GROWTH: We continue to grow at a fast pace We need to attract and recruit great people who will grow with the business We will hire 350 pilots, 1200 cabin crew and 20 graduates in 2016 We receive a high volume of applications of variable quality We need efficiency in screening and selection We are expected to deliver the volume and quality to a tight timescale We need a reliable and sustainable process to enable this The cost of hiring can be high due to the location of our bases and candidates We need a way to reduce logistical costs, whilst ensuring a consistent candidate experience We have a lean Recruitment and Human Resources team We need technology to give this team scale, depth & breadth

7 CABIN CREW

8 START POINT 2009 Basic levels of screening, including CV screen and a 1 day face to face assessment day Assessment centre conversion was 41% but considered acceptable Candidate dropout during onboarding exceeded 30% No online assessment ability testing was paper based and completed at the assessment centre Poor candidate feedback as candidates who did not pass ability testing were sent home (at 10.15am) Business drive towards making service onboard the easyjet USP creating a need for more customer focussed crew

9 OUR A.T.S. AND ONLINE ASSESSMENT TOOLS STRATEGY Our Ambition was: To reduce costs whilst delivering a robust end-to-end attraction, selection and on-boarding process To improve awareness of the easyjet employer brand across Europe To introduce market leading, innovative and creative attraction, assessment and selection methodologies to enhance the quality of people recruited To create a consistent, quality, candidate experience To effectively screen large numbers using unsupervised online assessments To spend more quality time with those brought to final A/C To improve assessment to hire ratios and post-hire performance metrics Tools: RJP Situational Judgement Questionnaire Ability tests

10 CABIN CREW

11 THE APPROACH

12 Mobile enabled to meet the needs of our next generation of crew Video clips to make it more dynamic and high energy Links through to Taleo to manage the application process seamlessly

REALISTIC JOB PREVIEW 10 item, anonymous questionnaire Allows potential applicants a quick insight into life as an easyjet Cabin Crew member Interactive and

13 REALISTIC JOB PREVIEW 10 item, anonymous questionnaire Allows potential applicants a quick insight into life as an easyjet Cabin Crew member Interactive and fun, learning experience for candidates Informs candidates of suitability (or not) for role Encourages those aligned with culture, values of easyjet to apply

14 CABIN CREW SJQ

15 CABIN CREW ONLINE VERBAL ASSESSMENT

TALEO & CUT-E INTEGRATION Introduced Taleo in January 2012 Integrated testing results in to the candidate individual record to increase speed and consistency of the selection of candidates

16 TALEO & CUT-E INTEGRATION Introduced Taleo in January 2012 Integrated testing results in to the candidate individual record to increase speed and consistency of the selection of candidates Introduced a combined rating for candidates by producing a fit status Low fit candidates (1 & 2 rating) automatically removed from the process Mid- high fit candidates (3 +) moved through to CV screen

17 THE OUTCOME

18 RESULTS

19 YEAR ON YEAR COMPARISONS Year on year the assessment centre impact of including more robust testing earlier in the process becomes more visible: 2010/ % conversion Paper based testing at assessment 2011/ % conversion Online ability and SJQ testing 2012/ % conversion RJP, SJQ and online ability testing 2014/ % conversion RJP, SJQ and online ability testing The number of successes at assessment has maintained a consistent level allowing for more accurate forecasting. The quality of hire has continued to stabilise with training failures reduced to below 1%

20 FINDINGS Created a more interactive and engaging candidate experience Creation of custom designed tools to support the values and assess for the right candidate fit Selection model focuses on behaviour & culture Reduction in screening of applications & associated administrative activity which previously caused a backlog Leaner, more efficient and objective selection process Stabilised assessment centre to hire ratio than previous selection model Reduction in training failure More consistent performance once at base Improved base feedback

21 PILOTS

22 START POINT Cadets Subject to FTO screening and assessment process No easyjet assessment activity Anecdotal concerns raised by training over number of sectors required to complete training/achieve sign-off Poor cadet behaviour and expectations Direct Entry Very unstructured & manual process with CV screening and face to face assessment & sim check No-tech assessment centre conversion at 80% but cultural issues being raised once out on the line 16PF personality profile but not used in hiring decision Non-tech assessment also included technical activity Business drive towards CRM and leadership skills becoming the easyjet employer brand USP creating a need for more customer and crew focussed pilots Training issues during base and line training High cost of sim checks High internal command failures leading to greater requirement for DE Captains

23 DIRECT ENTRY CAPTAINS Introduction of tougher CV screening and focus on CRM & leadership at assessment reduced assessment success rates: 2012/13-68% 2014/15-64% Tougher assessment centre activity meant better conversion at sim both technical and CRM tested 2012/13-25% 2012/14-41% Savings at sim Decreased evidence of poor CRM during base & line training Online application & CV Screen for hours, licence, medical, flying experience Invitation & attendance at Assessment Centre Sim Check with emphasis on CRM Personality Profile

24 COMMAND PROCESS REVIEW Typically 5 years to Captain Average command process 2½ years Selection process previously weighted to flying experience and technical ability to operate the Airbus Increased internal command course failure rate 5% to 14% (2013/14) Increasing pipeline for commands in FY15 and beyond Perceived right of passage No formal assessment of behaviour Undoing selection errors can be costly and very time consuming to the business downstream

25 BEFORE & AFTER Previous process Current process Addition of 2 online questionnaires Look at personality strengths & benchmark against CRM skills 1½ hour 1:1 feedback session on outcomes Development plan supported by base and line training

26 BEHAVOUR ASSESSMENT THE RIGHT APPROACH! Why? Captains don t reflect or live our values, need an objective and structured approach to identify this Benefits: Individual development plan, better leadership and judgement in high pressure situations on the aircraft Online psychometric test aligned to ej competencies plus 1½ hour interview by qualified individual Both profile and feedback activity required to get high probability of accurate results and greater fidelity in selection process Output is: proceed with command process, or proceed with process but with coaching/elearning, or return in 2 to 5 years Cost estimate: 150 per pilot for test/external interview. Conducted in base to minimise time off roster

27 DIRECT ENTRY CO-PILOTS Online tests to support streaming of numbers but also created a level playing field at assessment No-Tech Assessment based around key CRM behaviours linked to success as a pilot Conversion rate at AC decreased from 80% in 2012 to 67% in 2014 Conversion rate at sim check increased from 66% in 2012 to 74% in 2014 Value vs. cost of sim purchase improved Reduced no. of sims required by 12% to achieve same numbers saving of 2000 p.a. Online application & Cut-e online ability tests & personality profile Scores fed back in to Taleo (easyjet pilot norm group) CV Screen for hours, licence, medical, flying experience Invitation & attendance at Assessment Centre Sim Check

28 CADETS Changed cadet process in 2013/14 recruitment year All FTO MPL assessments supported by easyjet assessment team All Integrated selection to move to Airbus type rating for easyjet supported by an easyjet assessment team Squares personality profile tool used to support the easyjet no-tech assessment process Changed focus from generic soft skills to core CRM skills assessment, focussing heavily on motivation to join easyjet: Motivation passion for aviation and to join easyjet Co-operation Leadership & Management Situation Awareness & Decision-making Improved Integrated success percentage from 74% to 75% Reduced MPL success rate from 86% to 63%, BUT: Delivered more mature, motivated candidates to start on the FTO programme Expected better quality candidates through the process

29 GRADUATES

GRADUATE RECRUITMENT Source 18 20 graduates per annum Sourced by function IT, HR, Commercial, E&M, IT, Marketing, Ops & Finance Selected on the basis of Competences, Personal Characteristics and Key

30 GRADUATE RECRUITMENT Source graduates per annum Sourced by function IT, HR, Commercial, E&M, IT, Marketing, Ops & Finance Selected on the basis of Competences, Personal Characteristics and Key Skills More challenging graduate recruitment marketplace Concerns from the business feedback groups around core personal strengths Hard work & Commitment Dedicated to getting stuff done, no matter the challenges Self Motivation don t demand - go get Calm & Measured pragmatic and rational, remaining focused under pressure Passion for Aviation are interested and enthused Presence & maturity well grounded, have core values & are confident in themselves Challenge to select quality not quantity

31 ATTRACTION AND SELECTION TO MEET THE NEW CHALLENGES

32 PROCESS Online application SJQ - 8 questions Cut-e online ability tests & personality profile Scores fed back in to Taleo CV Screen for strong fit candidates Volume of Applications Invitation & attendance at Assessment Centre

33 RESULTS Increased no. of grad apps ( ) Identified a decrease in quality of candidates 50% were unsuccessful at SJQ stage ie. did not achieve the desired fit level Of those invited to take the online ability tests only 57% actually took them and of those only 17% passed question over initial motivation? Structured CV screen process for consistency and to identify evidence of key skills 63% of those who passed tests were successful through to invite to assessment testing delivered better quality candidates to CV screen 21% were eventually successful in being offered a place and 19 grads eventually accepted (25% in 2013) Overall retention rate of 90% year on year for graduates across the business.

34 THANKYOU Q & A

Scoot Case Study Hiring Right First Time

Scoot Case Study Hiring Right First Time Kate Woodley Managing Director The Missing Piece Short Haul (