TLC Manchester - David Barrett, cut-e
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TLC Manchester - David Barrett, cut-e TLC Manchester - David Barrett, cut-e Presentation Transcript

  • Startfolie ONLINE ASSESSMENT & EASYJET CASE STUDY Delivering Process Efficiency & New Hire Productivity David Barrett, Managing Director, cut-e David.barrett@cut-e.com
  • Risky & Tricky Jobs !
  • Some Jobs People Make Risk !
  • Do you trust your judgment ?
  • Safe & Unsafe ?
  • The Bottom Line: Retention & Performance More Green & Less Red & Some Yellow Strong Performer – But Leaves At Approx 2 yrs or earlier Strong Performer & Stays 2yrs + Weaker performer and leaves or stays at any time OK performer and stays 2yrs + Length Of Tenure Performance 6
  • Who are cut-e Talent Solutions  Design and implementation of online psychometric, competency based talent assessment & development systems in 40 Asian & European languages  Over 12 Million Candidates Per Annum Assessed  Full suite of technical tests MS Office / IT / Call Center / Law / Accounting / Health  Online self service video interviewing systems  Full time consulting teams in 26 countries - London office on Chancery Lane Professional advisory services provided for….....  large scale recruitment, selection, retention, development, career management  external and internal talent management systems & advisory  individual assessments, assessment centers and development centers abilityScreening personality Selection assessment 360 Develop capacity Culture values align staff to corporate values 7
  • Expanding the Online Talent Toolbox Psychometric Assessments Ability tests Personality questionnaires Situational Judgement Questionnaires Video Interview System Skills / Knowledge Tests cut-e Online Assessment Hub Online Candidate Management System 8
  • Some Clients…… 9
  • 4 Cases - Clear Communication Of ROI • Dell - European Technical and Sales Consulting– Through use of cut-e shapes behavioural styles questionnaire connected with a custom risk management interview guide. New hires in model against 5 core behaviour areas achieve 36% more revenue and 42% more profit than alternate hiring methods • Siemens – Though use of cut-e logical tests and interest inventories 7% improvement from 88% to 95% in successful completion of apprenticeship training. This equates to approx €4,200,000 ROI per annum in wage and training costs. • Harveys Furniture – Second Largest Furniture Retailer In Europe – 14% sales gain in new hires using cut-e shapes and situational Judgment tools . • easyJet Airline - use simple verbal test and situational judgment questionnaire to achieve. 40% reduction in interview volumes across EU to complete hiring 2,500 cabin crew per annum. Approx. 6,000 less interviewing hours cost and logistical expense. 10
  • Recruiting cabin crew, pilots and graduates at easyJet Achieving process efficiency, quality of hire and return on investment 11
  • 12 A.T.S. and Online Assessment Tools StrategyOur Ambition: • 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 12
  • 13 Today, we are Britain's BIGGEST airline & 4th in Europe! Over 135 airports Over 30 countries Over 600 routes Over 8000 employees Over 60m passengers (p.a.)
  • 14 OUR BUSINESS IS GROWING Source: full year report 2012 | * compared to 2011 +7.1% +27.9%+11.6% In 2012, we flew more passengers* In 2012, we made more revenue per seat* In 2012, we saw a increase in Profit Before Tax +8.2% increase in profit per seat* 58.4 million passengers £317 million £4.81 Profit Per Seat £58.51 Revenue Per Seat
  • 15 Our on time performance (OTP) is best in class Source: as measured byflightstats.com (rolling 12 months) Share of flights leaving within 15min of scheduled departure
  • 16 And we’re proud to serve some of the most satisfied customers Likelihood to Recommend * FY2012 FY2011 FY2012 FY2011 79% 88% 79% 82% 86% 43% 86% Satisfaction with punctuality Overall satisfaction Source: Full Year Company Report FY11 / FY12 GfK CSAT: H1 2010-11 (42,936) / H1 2011-12 (48,587) * Based on asking easyJet customers who’ve flown with BA or Ryanair
  • 17 Our A.T.S. and Online Assessment Tools Strategy Our Ambition: • To reduce costs whilst delivering a robust end-to-end attraction, selection and on-boarding process to take many thousands of staff • 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 and improve face to face assessment and decision making • 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 • Custom reports and interview guides
  • The process – an overview 18
  • 19 • Fully branded & informative site • Introduction of Taleo to manage online applications • Ensuring a smooth transition for applicants from point of application Cabin Crew Application Journey 19
  • 20 • Interactive and fun, learning experience for candidates • Informs candidates of suitability for role • Encourages those aligned with culture, values of easyJet to apply Realistic Job Preview 20
  • 21 Cabin Crew SJQ 21
  • 22 Cabin Crew – Verbal Assessment 22
  • 23 Full Oracle Taleo & cut-e Integration • Introduced Taleo in January 2012 • Challenge to integrate testing results into 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 removed from the process • Mid- high ‘fit’ candidates moved through to CV screen 23
  • The results 24
  • 25 Year on Year outcome at Assessment centre for Cabin Crew Year on year the assessment centre impact of including more robust testing earlier in the process became more visible: 2010/2011 41% conversion Paper based testing at Assessment 2011/2012 48% conversion Online ability and SJQ testing 2012/2013 55% conversion RJP, SJQ and online ability testing The increase in conversions reduced the number of assessment centres to achieve the same number of successful candidates, improving the quality of hire. The improved model required 586 less candidates at final a/c to reach correct quality of hire @ 185 GBP per candidate = 108,410 GBP saved just at A/C & Final Interviews – this does include screening process efficiency and candidate and assessor logistic costs 25
  • 26 Overall outcome achieved for Cabin Crew • Interactive and engaging candidate experience • Creation of custom designed tools • Selection model focuses on behaviour & culture fit • Reduction in screening of applications & administrative activity • Leaner & more efficient selection process • Significant increase in onsite attendance to hire ratio than previous selection model • Reduction in training failure • Increase in performance in roles – • Improved base feedback 26
  • Pilots, cabin managers & graduates 27
  • 28 Pilots – First Officers - 2013 • First Officers complete a number of online assessments benchmarked against their peers (easyJet Pilot norm group) • After screening, First Officers invited to attend AC • Completed group, individual exercise & interview • Assess key behaviours linked to success as a pilot • Conversion rate at AC increased from 66% in 2012 to 71% in 2013 • Conversion rate at sim check increased from 67% to 75% 5% improved conversion at AC = Saving of £10,150 8% increase through to sim = Saving of £9,750 28
  • 29 Custom Reports Against Role Competence Model To Indicate Risk Areas 29
  • 30 Role Specific Interview Guides 30
  • 31 Graduates - 2013 Function Number of graduates recruited IT 2 Finance 3 People 1 Commercial, Marketing and Europe 3 Operations 5 PMO 4 Total 18 Assessment centre data • Sixassessmentcentresin total • Each assessmentcentredeliveredtherequiredyield • Earliestcompletionofgraduaterecruitmentprocessin threeyears • Fewestnumberofassessmentcentresrunin asinglecampaign, despiterecruitingmorethanpreviousyears • Positivefeedbackreceivedfromthebusinessonassessmentcentre structureand delivery Assessment Process • Graduates completed a numberof onlineassessments to identify strengths in verbal, numericaland inductive capability • Outcome of online assessments determined nextstage of process • Graduates attended a 1 dayassessment event measuring competencies aligning to easyJet leadership model • Objective evaluation of behaviour & suitability • Achieved improved conversion at assessment (25%)
  • Any questions? 32