1. Startfolie
ONLINE ASSESSMENT &
EASYJET CASE STUDY
Delivering Process Efficiency &
New Hire Productivity
David Barrett, Managing Director, cut-e
David.barrett@cut-e.com
6. 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
7. 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
8. 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
10. 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
11. Recruiting cabin crew, pilots and graduates
at easyJet
Achieving process efficiency, quality of hire and return on
investment
11
12. 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. 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. 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. 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. 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. 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
19. 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. 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
23. 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
25. 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. 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
28. 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
31. 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%)
