Identifying the people to grow your organisation and deliver business results

Transcription

1 Innovative talent assessment solutions for Retail & Hospitality Identifying the people to grow your organisation and deliver business results

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3 Meeting the key retail & hospitality talent challenges Company The fast-moving, customer-driven retail and hospitality industries have very specific attributes: Hiring is fast the best candidates need to be identified, engaged and recruited quickly. Talent teams are small, efficient and highly expert, and need to support local hiring teams to make hiring decisions. All applicants are potential customers candidates, both successful and unsuccessful, must feel they have been treated fairly. Many roles are service-oriented and client-facing with a direct sales and revenue impact making early identification of such skills and aptitude crucial during selection. We know how these very specific sector characteristics impact on talent decisions. We draw on our industry experience and range of cutting-edge, robust psychometric assessments to help clients design more efficient screening, hiring and development processes. These processes identify and engage the most suitable talent early and inform the development of leaders for the future. Our retail and hospitality clients look for: Assessments with proven capability in screening and selecting. Evidence of value-add and business impact. A reliable set of objectives, activities and processes that can be used to ensure accurate benchmarking and comparison. An online, cloud-based and mobile range of assessments enabling anytime, anywhere application by candidates. A product portfolio of short, highly valid and powerful psychometric instruments, appropriate for the candidates being assessed and branded with the company s corporate identity. A broad availability of test languages and global support wherever they need it. A combination of business, technology and psychometric expertise with a track record of making real business impact. Demonstrated success of seamless integration with current ATS and HRIS systems to provide real-time assessment data for data analytics. Making assess ment data not only useful for screening but also for development post-hire. cut-e is the preferred partner for many companies in the retail and hospitality sectors.

4 Company More than assessments: a tailored solution for your business A solid, sustainable and valid attraction, recruitment and engagement process is more than just the tools you choose to deploy. You need to understand how the assessments fit together, the role they play in giving you better information and where you can optimise their use. We can work with you, as we have with numerous other companies across the retail and hospitality industries, to: Define or refine the competencies needed for your roles. Map our tests and tools onto these competencies and, where necessary, propose or create alternative assessments. Customise our assessments so that your own corporate identity is reflected. Outline the process and candidate flow through the selection process looking at cut-off scores and expected numbers of applicants progressing through the stages. Carry out pilot or trial phases to enable adjustment to the process and to demonstrate the efficacy of the approach. Integrate with your current ATS or HRIS system. Review the entire selection process and how this is giving you the benefits you expect and require. Analyse your data and create your own internal benchmarks as well as providing access to all our normative data sets. Support you as you report to your senior management team or board. Share our global and regional experience, latest trends and current research which is shaping the world of assessment. Those making use of cut-e assessments

5 Identifying, hiring and developing sales stars Solutions Whether you re looking to hire better salespeople to increase revenue per head, want to retain great performers in the business for longer or build leaders for the future, we believe getting the best results is about: Knowing what characteristics and attributes make for success in your organisation. Attracting talent that best suits your organisation and culture. Spotting great applicants early in the recruitment process, so you focus effort on the best people for your business. Treating candidates as you would like to be treated whether they are successful or unsuccessful. Aligning and communicating your brand, culture and values with your selection and development activities. Recognising that keeping hold of talented people for longer has significant financial value. Understanding what your business needs in the future and developing and recruiting with this in mind. Harveys furniture (Steinhoff Group) Sales gain of 14% from new hires after introducing cut-e's behavioural styles assessment and situational judgement tool an increase of 9,500 per employee per annum. Dell Revenue increase of 36% and profit increase of 42% after introducing cut-e's behavioural styles assessment and a risk management interview with new sales hires. Luxottica / Sunglass Hut Reduction in timeto-hire by over 40%, and an increase in sales per hour by 12.5% after deploying a cut-e customised situational judgement tool and personality questionnaire. Introducing the cut-e assessments into the retail associate application has given us a way to identify the best applicants and to then appoint them quicker, saving time and ensuring our retail outlets are fully staffed sooner. Mr Scott Schroeder, Director for Talent Acquisition at Luxottica Retail Australia

6 Solutions Talent strategies to win and develop the people for your business Your talent strategy links the dots between current vacancies and applicants on the one hand and processes in place on the other, to realise the potential needed to address the future direction and challenges. Organisations are increasingly keen to: Gain actionable insights through talent analytics. cut-e helps companies understand the best predictors of success for a business, culture or role. Find and validate the key differentiators and indicators of future success. At cut-e we are passionate about psychometrics and harnessing all they can offer for our clients. du Identified strong business function candidates whose values aligned with those of du by using Realistic Job Previews and Situational Judgement Questionnaires as part of the initial screening and self-assessment. Verbal, numerical and logical reasoning test data integrates with its ATS. Morrisons Efficient assessment of head office roles combining standardised assessments with customised reports for both recruitment and development. Elkjøp Able to identify and appoint those applicants with highest sales potential. Predictive analysis had shown that the best salespeople contribute 50% more to store revenue and with nearly 900 new hires per year, this has a significant impact. I can strongly recommend cut-e as a recruiting tool. We will not hire anyone without using this in the future. Managing Director of 4 Elkjøp franchise stores in Bergen, Norway

7 Identifying your best performers now and in the future Attracting the right people to work for your company can make all the difference to your business. You have your own definitions of success and you know how you operate and what reflects your brand. Many leading organisations now give potential employees an insight into the job and what they value as a company, even before candidates apply. This allows candidates to understand the organisation and role more fully and gives them the chance to decide whether or not they are a good fit before submitting an application. Allowing candidates to do this reduces dropout in the recruitment process and in the early stages of the role, as candidates have a clearer understanding of the role and how they will fit into the organisation. We help companies to: Focus on what really makes the difference to success in their business and within specific jobs, allowing them to focus on competencies and skills that are linked to success. Build high-quality, engaged talent pools from which to recruit when needed. Grow talent from within developing internal talent pools by understanding the skills needed to identify and develop future leaders Dubai Duty Free Staffed a new concourse entirely from a candidate talent pool developed over 18 months. The pool was built to be accessed on demand. Online assessments focused attention on specific skills and structured initial interviews. Burger King Identified those with the skills and competencies to become future leaders by benchmarking candidates for its Leadership Development Programme against the defined personality characteristics and skills. Since adopting cut-e s online assessment tools, we ve been able to save significant time and resource in identifying the right people for our company. Mr Nic Bruwer, Vice President of Human Resources at Dubai Duty Free The value of introducing the cut-e assessments into our Leadership Development Programme selection process within EMEA is clear. We are able to focus our attention on selecting only those with the best fit to our quite specific and defined characteristics. Ms Lauri Hulsbergen, Director of People, Communications & IT for EMEA at Burger King

8 Maximising process efficiency and talent expertise A central talent function that really adds value is one that works with intelligent partners that provide talent analytics, technical solutions and operational know-how. When working with us, you will be able to: Efficiently process a high volume of applicants, screen for candidates most likely to succeed in the role and fit in with the organisation s culture. Define a streamlined hiring process. One that is resource light but still provides relevant information and insights to the business. Integrate your assessment data easily with your HRIS. Access assessments across a wide range of languages. Set central recruitment guidelines that enable local decision-making about hires, on site and under time pressure. Make fast, informed decisions leading to quality hires. easyjet Improved conversion of assessment centre attendees to successful hire from 41% to 54% over a period of 4 years, saving over 100k. Dubai Duty Free Reduction in time to identify 50 suitable candidates from 8.5 days to just 0.5 day. Leading to considerable annual savings due to improved interview success rate. Volksfürsorge / Generali More efficient, accurate and scalable best-practice process created and deployed across regional decision makers. Based on the sales competency profile of behavioural and attitudinal strengths and risks, candidates were assessed using a number of cut-e tests the results of which fed into its HR information system. The fact that the cut-e process can be carried out and administered autonomously by our 350 plus field service managers helps us make good use of our HR time by focussing them on the qualitative support for managers. This makes it profitable for all parties involved. Marius Grindemann, Personnel Development for Sales at Volksfürsorge / Generali

9 Engaging with your target group Products Clients tell us how important it is to talk the right language. Employer branding is critical for companies in the retail and hospitality industries where applicants are often current and future customers. Companies need to be able to combine technology and expertise to meet the needs of the industry. We know that: The shift in applicant use of technology needs to be reflected in the recruitment process. Candidates want to use a range of online and mobileenabled assessments, capable of being completed anywhere combined with traditional, face-to-face CV drops that take place in stores, hotels, etc. Applicants need to understand the role they are applying for. Customisable and adaptable tools such as Situational Judgement Questionnaires and Realistic Job Previews are excellent tools to educate candidates on the company and role. Both successful and unsuccessful applicants can be customers of your organisation, as such all applicants need to have an excellent user experience and take away a positive impression of the company. Telefónica / O 2 Enhanced the attractiveness of its proposition to potential employees to recruit candidates who are better suited to the O 2 culture. Even for those not selected, positive brand messages were delivered to potential customers. Jurys Inn / Amaris Hospitality Implementation of a newly developed talent strategy using a valuesbased model. Model was applied across the new graduate selection assessment centres, the deputy general manager development centres and the screening of applications for front line roles. Parks and Resorts Able to predict cultural best fit and motivation in its candidates. Combined a range of cut-e tests with bespoke Situational Judgement Questionnaires tailored to the corporate look and feel including specific park examples. Solutions

10 Products Your people reflect your brand: assessing behaviour for specific situations Offering an insight into the job itself ideal for those new to the sector or your organisation You want to make sure that your candidates know the type of work they ll be doing when they join you and what you, as a company, expect. Help them by offering a Realistic Job Preview (RJP) early in the application process so that you know those who choose to apply have a better understanding of the role and are less likely to leave the recruitment process or job shortly after hire. RJP Sunglass Hut easyjet With its Try before you Fly RJP and online assessment, easyjet now focuses on the most suitable candidates earlier in selection. Unsuitable candidates realise the role is not for them even before they apply by seeing a day in the life of the role. RJP Parks and Resorts RJP easyjet

11 Your people reflect your brand: understand how applicants will approach your specific scenarios ideal for customer-facing roles Every business is different with different challenges and a different approach to managing situations. So, it s important to know how each of your candidates will handle and manage those challenges and situations. A bespoke Situational Judgement Questionnaire (SJQ) looks at specific real-life situations that your employees face with the scoring reflecting how these situations are best managed. Ideal for those in customer-facing roles, Situational Judgement Questionnaires add a further dimension to ability and personality assessment. cut-e is an expert in developing context-specific questionnaires using robust psychometrics to ensure that you measure what really matters in your business. SJQ Telefónica / O 2 SJQ Sunglass Hut mobile SJQ Dixons Carphone

12 Measuring what matters per job and level What makes your people great? You know that your high performers and sales stars have a blend of the right personality traits, skills and attitudes for your business. But what are the specific ingredients that make this blend; what are the attributes that you should look for in new applicants? We can help you identify the characteristics that your people need to succeed in your organisation, and then signpost you to the right tool from our range of personality questionnaires shapes. Recognising the very specific language and competencies of those working in a sales environment or with direct customer shapes contact, shapes sales reflects this in its item format. shapes basic is designed for those working in a more technical area, so it is suitable for selecting apprentices, specialists and service professionals. Volkswagen Recruited great salespeople using a bespoke memory test. Short-term memory has a high correlation with sales performance for shop floor salespeople. Adapting the scales fan short-term memory test by adding in faces and names of different VW car makes, the test had a high face validity with applicants, was on brand and appealed to enthusiasts with the right skills. Assess numeracy and verbal skills quickly and objectively You will no doubt want to check on the numeracy and verbal skills required of applicants to be sure they meet the job requirements whatever the level. scales eql, our short online numerical test, measures basic arithmetic skills. scales numerical consumer measures the ability to draw logical conclusions from numerical information presented in tables and charts. It uses language and numerical situations more suited to senior roles in a consumer environment. scales numerical consumer scales verbal consumer measures the ability to draw logical conclusions from complex verbal information. All scales tests are built by an item generator during run-time. This means that each test is different and this helps prevent cheating. scales tests can be completed without the need for supervision in 7 17 minutes.

13 Check on the willingness to follow the rules ideal for compliance or safety-conscious roles For some roles, there is a strong need to be cautious, compliant and to act with integrity, perhaps where appliances or heavy machinery are used or where safety is a key concern. For these roles, consider our squares assessment measuring counterproductive work behaviour to provide valuable information when making selection decisions. Coop Norge Better informed selection decisions made by using the Safety Score generated from the squares safety report for those working in its warehouses and using heavy and light machinery. Assess the ability to multitask for those in customer service or call centres Inevitably, the fast-moving environments of retail and hospitality mean that the ability to multitask and perform several tasks simultaneously is often a key skill. scales mt and scales mt-sales measure this ability and, due to the structure, the gradient of multitasking performance can also be measured. The test taker needs to solve multiple tasks at the same time. As each test is generated by an item generator at run-time, cheating through answer sharing is eliminated and so the test can be administered online and unsupervised. squares scales mt Vodafone Products

14 Solutions Integrate with your ATS or HRIS software You may already have a great talent management system in place that really works for you when managing applications, scheduling processes or analysing data. Or perhaps you are currently looking for a system to support these operational aspects of your recruitment. Either way, you ll no doubt want an assessment system to integrate with this, so you are storing and accessing information in one system. We have worked with dozens of talent management system providers across scores of such integrations and we know exactly how to do this seamlessly. Founded in 2002, cut-e is a world leader in the design and implementation of innovative online tests, questionnaires and gamified assessments for attraction, recruitment, selection and development. We help employers to identify which candidates have the right capabilities, potential and cultural fit to benefit their business. We undertake 12 million assessments each year in over 70 countries and 40 languages.

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