Retail Talent Selection
HR Tech, Amsterdam, October 24th
Stijn De Groef
Agenda
1

Our Challenge & Project goals

2

Key Project Steps

3

Global Sales Consultant Profile

4

Online Assessment & ...
In a nutshell…
Our Challenge & Project Goals
Moving from the traditional 4 Pillar Retail
approach:
Product
Price
Promotion
Place

Recrui...
Why CEB?
• Proven track record
• International presence
• A similar successful implementation in the US with proven ROI
Key Project Steps

(UK/Korea)


Sept 2012





Oct 2012

Nov / Dec 2012


Feb / March 2013
Global Sales Consultant Profile
Online Assessment
Situational judgement on 18 different/realistic scenarios
Assessment Report
Simple, easy to use
Candidate connects via Social Media
From Attraction to Hire…the process in practice

1. Candidate Attraction
Campaign:

2. Candidate Talent Bank:

3. Proactiv...
Usage & ROI…UK


3.202 applicants as of RTS

Feb

Mar

Apr

May

Jun

Applicants Total

1156

966

388

361

331

Screene...
So all good...? No bad & ugly?
Let’s look at some learnings...
Usage & ROI…Korea


538 applicants as of RTS launch
(End Mar)

Apr

May

Jun

Applicants Total*

68

114

133

226

Scree...
Roll-out – next steps

 Germany (end Dec 2013)
 France (beg Dec 2013)
 Italy (end Dec 2013)
 China (end Feb 2014)
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Stijn De Groef, Swarovski - Stepping up our game plan to secure top talent

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Stijn De Groef, Swarovski - Stepping up our game plan to secure top talent

  1. 1. Retail Talent Selection HR Tech, Amsterdam, October 24th Stijn De Groef
  2. 2. Agenda 1 Our Challenge & Project goals 2 Key Project Steps 3 Global Sales Consultant Profile 4 Online Assessment & Report 5 Integration with Facebook 6 The Process 7 ROI, Learnings & Next Steps
  3. 3. In a nutshell…
  4. 4. Our Challenge & Project Goals Moving from the traditional 4 Pillar Retail approach: Product Price Promotion Place Recruit the “best of the best” based on the target profile of a high performing sales consultant. Increase new performance. hires sales Increase retail staff retention. …adding the critical 5th Pillar… Faster and better (quality) selection of best retail staff. People! Decrease of unnecessary recruitment and transaction costs.
  5. 5. Why CEB? • Proven track record • International presence • A similar successful implementation in the US with proven ROI
  6. 6. Key Project Steps (UK/Korea)  Sept 2012   Oct 2012 Nov / Dec 2012  Feb / March 2013
  7. 7. Global Sales Consultant Profile
  8. 8. Online Assessment Situational judgement on 18 different/realistic scenarios
  9. 9. Assessment Report Simple, easy to use
  10. 10. Candidate connects via Social Media
  11. 11. From Attraction to Hire…the process in practice 1. Candidate Attraction Campaign: 2. Candidate Talent Bank: 3. Proactive Recruitment Process: The assessment is available in JPP, FB Retail tab, card holders @ stores, local career sites, etc. Candidates take the assessment irrespectively of an availability of a vacancy HR or Business (depending on local process) select ranked & pre-assessed candidates from talent bank as soon as a job vacancy appears 4. Initiation of Selection Process: 5. Conclusion of selection process CV request to long listed candidates. Telephone or Face2Face interview to short list. Screening of short list with final interviews by Business/HR (determined locally) 6. Job Offer
  12. 12. Usage & ROI…UK  3.202 applicants as of RTS Feb Mar Apr May Jun Applicants Total 1156 966 388 361 331 Screened Out 397 344 120 107 106 Low rank (pass) 86 72 33 33 21 end of distribution rank (75th- Medium rank (50%-75%) 283 216 104 98 85 100th) High rank (75%-100%) 390 334 131 123 119 100% of hirings via RTS 78 Hires 24 15 5 11 23 persons (Feb-Jun) % Hires Vs Total Applicants 2% 1.5% 1.2% 3% 6.9% launch (Feb end)  On avg 32,5% screened out automatically by RTS    On avg 34,4% scores in high Total no of departures 80 0% coming from RTS  The ‘best of the best’ are selected - on avg 2,9% is hired out of total applications
  13. 13. So all good...? No bad & ugly? Let’s look at some learnings...
  14. 14. Usage & ROI…Korea  538 applicants as of RTS launch (End Mar) Apr May Jun Applicants Total* 68 114 133 226 Screened Out 10 25 29 39 Low rank (pass) 17 38 43 60 Medium rank (50%-75%) 14 27 18 43 High rank (75%-100%) 16 24 43 59 Hires  Mar 2 9 9 6 2.9% 7.8% 6.9% 2.6% On avg 19,1% screened out automatically by RTS  On avg 25,9% scores in high end of distribution rank (75th-100th)  Total no of hirings via RTS 26 persons (Mar-Jun)  26,9% of above hirings left in <3 months  46% of total vacancies were hired via RTS  On avg 5% is hired out of total applications % Hires Vs Total Applicants
  15. 15. Roll-out – next steps  Germany (end Dec 2013)  France (beg Dec 2013)  Italy (end Dec 2013)  China (end Feb 2014)
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