Fast development International program for new graduates Fully integrated with Company s core Values and Culture.

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2 Fast development International program for new graduates Fully integrated with Company s core Values and Culture. Attraction Recruitment & Selection Hosting & Integration 20 months 1st and 2nd cycles: months 3rd cycle (final BU) 8 months Strategic Purpose: Attract and capture high value graduates; Contribute to the refreshment and diversity of Group; Foster a culture of mobility; Promote networking between different Business Units; Development (1st e 2nd Cycles) Training Job Rotation Project Hiring for final BU Development (3 rd Cycle) Training Project Evaluation Final Evaluation Position as employer first choice! Internacional Shortly Assignment (3 Trainees )

3 Master from a Top University in the last two years; From Management, Economics, Engineering, Social Sciences or Exact Sciences areas; No more than 2 years of professional experience; Fluency in English; High level of analytical skills, strategic vision and able to innovate; Good team player; High level of customer and goal orientation. and we needed 25 of them!!!

4 RHC CUT-E Multiple step selection process Highly digital based; Agile and fast + validation controls; Fitting to Millennial generation requirements.

5 RHC CUT-E A Concept Image; Road show in the Top Portuguese Universities; Digital presence: Linked In Facebook Talent City (Portuguese Graduate Networking Platform); Advertisements in the most important Portuguese Newspaper Expresso

6 RHC CUT-E 4000 applications 3182 validated 34 nationalities

7 RHC CUT-E GENDER Fem ale 49% Male 51%

8 RHC CUT-E Analytical Skills English Skills What was being assessed? Innovation Goal Orientation Client Orientation Teamwork Vision & Strategy

9 RHC CUT-E GENDER Fem ale 42% Male 58%

10 RHC CUT-E Out of all applicants, those who passed the CV screening were invited to complete several online assessments: Aptitudes: Numerical reasoning (scales num. consumer version) Verbal reasoning (scales verb. consumer version) Logic reasoning (scales lst) English skills (scales lt-e) All candidates received immediate feedback reports of their scores

11 RHC CUT-E All candidates also answered the personality questionnaires: Shapes Graduate version Squares

12 RHC CUT-E GENDER Female 38% Male 62%

13 RHC CUT-E Applicants who passed to the second step were invited to complete an asynchronous video interview in the third step which were completed within 2 weeks (N= 440). Questions 3 in Portuguese 1 in English Dimensions Motivation Innovation Goal orientation 440 Videointerviews * 15 min > Aprox. 14 working days 440 Phone screening * 30 min > Aprox. 28 working days -50%

14 RHC CUT-E GENDER Fem ale 38% Male 62%

15 RHC CUT-E In the fourth step, the top 40% were invited to an on-site assessment day. 2 different group exercises related with business involved employees from the Business Units as trained evaluators

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18 RHC CUT-E GENDER Fem ale 40% Male 60%

19 RHC CUT-E Top 100 candidates passed a Competency Based Interview with RHC

20 RHC CUT-E GENDER ASSESSMENT Fem CENTRES ale 39% Male 61%

21 RHC CUT-E Last, HR + BU interviewed 75 candidates to fill 25 positions (Selection ratio = 1%)

22 RHC CUT-E Every single step was predictive for the following one. R =. 45** r =. 41** r =. 29*? Final Appraisal Score

23 RHC CUT-E All selection steps were predictive in regard to final candidate appraisal. Final Appraisal Score.53** 51**.46**.89** Note: * p <.05, ** p <.01, N = due to the stage of the process, correlations are corrected for range restriction

24 Regarding Assessment procedures, both digital screening procedures correctly predicted following steps and the final appraisal. The online screening relates to: to the on-site assessment with r =.54 (p<.01) final appraisal with r=.53 ( p <.01). Video interviews revealed to correlate with: final appraisal with r =.51 ( p <.01). The Intercorrelation between online screening and video interview is at a moderate level (r=.45) which indicates convergent validity (same dimensions were used), but also different aspects of the candidates performance Overall all different stages of the process correctly predicted following steps and final appraisal.

25 Psychometric online assessments combined with asynchronous video interviewing assures a highly valid selection Results are consistent with earlier findings, highlighting the predictive power of the combination tests and structured interview procedures Each procedure assesses different ability and competency dimensions, resulting in higher quality insights Compared to the other steps (video-interview, on-site assessment) the tests and questionnaires are the instruments that better predict all following steps

26 Improving the application form of the career page; A more demanding cut-off in the earliest stage of the project might improve our hiring rate by 16% if we: the performance score for lt-e and num. needs to be 5 or higher; the performance score for verb. and lst needs to be 4 or higher; and at least one of them must have a performance above average (6 or higher).

27 Since October 2014 Beginning of the 1st cycle The opportunity to be in Madrid for the first 6 months of the program differentiates Trainee Program from any other in Portugal. It proves how much is investing on us, preparing us for a future in which the world is getting smaller and is getting bigger. Trainee The work of the trainee has been very positive! Extraordinary embodiment in the team, good adaptation to the activities, remarkable work, very motivated and very dynamic Tutor The integration couldn t have been better and the Trainee Program is overcoming all my expectations. Now, I m sure that I'm in the right place to develop a career and thereby I hope to somehow give back to the Company. Trainee

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