#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'
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Cubiks discuss solutions using client case studies to illustrate how you can attract, engage and match the best talent for your organisation. How you can drive the efficiency and streamline the costs of your recruitment processes whilst engaging candidates through innovative, predictive and data driven solutions
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#FIRMday London 28/04/16 - Cubiks 'High Impact Sifting Solutions'
- 1. CREATING HIGH IMPACT SIFTING SOLUTIONS FIRM Conference April 2016
- 2. • A QUICK HELLO • SIFTING CHALLENGES • BESPOKE INNOVATIONS • CONFIGURED SOLUTIONS • QUESTIONS
- 3. A Global Talent Assessment Consultancy
- 4. Cubiks Hire Ability SJT Cultural Fit Personality Assessment centre Interview guide Remote interviews Development centre Leadership development & coaching 360 feedback Potential assessment Leadership & Executive assessment
- 6. Challenges Broken Down 1. How to speed up sifting and time-to- hire 2. How to attract and engage candidates 3. How to powerfully predict and add insight objectively
- 7. Candidate Communication Communication by employers is at its worst during online sifting Feedback Only 50% of applicants received useful feedback Transparency 33% said they didn’t understand the employer’s final decision Employer Attraction Attracting the right talent is more important than ever Engagement Identifying and engaging the best talent quickly is essential Time-to-hire Making everything quicker is still a top priority Based on Cubiks Sift Survey 2015 and Cubiks International Candidate Survey 2014 Why do we know this?
- 8. Objectively reduce your applicant pool Application & Killer questions Interviews Offers Sifting and Shortlisting
- 9. Off the Shelf Generic ability Generic personality Generic SJT Bespoke Self–selection Realistic Job Preview Gamification Bespoke ability, personality, SJT Configured A new approach ‘Tailored generic’ Best of both 3 Approaches to meeting challenges
- 11. What is a ‘bespoke’ solution? Our clients have fantastic ideas, often requiring very innovative solutions to real challenges, often requiring bespoke, flexible and forward thinking Bespoke online tools are designed to directly assess an organisation’s unique performance criteria and values They are heavily branded to offer a consistent and engaging candidate experience The content, style and format of all outputs are tailored to the needs of the organisation – feedback, interview guides etc, etc. Criteria Look and feel Outputs Innovation Automatedandonline
- 12. Introducing Boots DRIVERS • Workforce change • Needed to recruit for visionary behaviours • Circa 2,500 applicants for circa 899 places • Slicker process needed • Aim to be No. 1 in UK for Customer Care REQUIREMENTS • Identify legendary customer service talent • Great candidate experience – fun and informative • Provide Fit score • Candidate feedback • Robust • Compliant • Unique solution • Best practice • Value for money
- 13. An engaging experience Helpful instructions and guidance, all in Boots language
- 14. Friendly, helpful and real A realistic journey through the store, with tips and insight into life at Boots and their best selling products
- 15. Seamless assessments, realistic previews Bespoke SJT Bespoke Personality FIT
- 16. Dynamic, automated reports FeedbackandDevelopmentGuides Manager Interview guides
- 17. Introducing EE THE CHALLENGE • High volume contact centre sifting • Manual processes • 40,000 + applicants per year • High drop out rates • High attrition THE VISION • A modern, innovative solution • Celebrate our brand • Speak our language • Assess Fit for Role • Require multiple versions for different roles • Item banked SJTs • Integrate and automate • Unique solution just for EE • Best practice
- 18. A modern, usable platform Engaging videos and break screens Tile-based look and feel
- 19. Aspects of gaming to raise engagement Audio and text based SJTs New look personality, rapid completion by touch or arrows
- 22. Attract, Engage and Match the Best Talent Cubiks’ new sifting solution
- 23. The rigorous assessment modules are grounded in science and driven by data Cubiks Hire is a new modular approach to high-volume sifting It enables organisations to pick generic tools and tailor them to perfectly suit a job Adding branded content and advanced functionality for a seamless, quick assessment Modular Configurable Engaging Data Driven Automatedandonline What is Cubiks Hire?
- 24. To balance generic and bespoke benefits: “Cubiks Hire brings employers the best of both worlds; a scientifically robust assessment solution which is easy to configure and easy to implement at the same time. It really takes volume recruitment to a new level, one where our clients have the capability to choose a flexible and highly cost-effective assessment process that offers all the advantages of a more bespoke approach in terms of employer brand and candidate experience.” Kate Young, Principal Consultant in Cubiks’ R&D team Our Vision for Cubiks Hire
- 25. Cubiks Factors Logiks Ability Tests Comprehensive reports Corporate videos, images and text on screen Application questions Branding: Your logos and colours Organisation specific welcome & instruction text Situational Judgement (Bespoke) Candidate-generated reports 2. Core Modules 1. Hosted in a Secure, Flexible Online Platform What is Cubiks Hire? Responsive design for mobile devices ATS Integration Chained Assessments Candidate-led registration 3. Additional Modules 4. Enhanced Functionality
- 26. Cubiks Factors is a new sift-specific working styles questionnaire Cubiks Factors: A Core Component of Cubiks Hire - 54 Questions, which map onto Cubiks’ 6 Factor Model of working style and preferences - These 6 factors can be used to measure 18 competencies - Data driven algorithms predict performance - Proven validity and reliability, based on analyses of samples of up to 12,000 people - Data driven job profiles for the most common roles provide a solid, data driven starting point - Data services can be added to identify the ideal match point for your organisation
- 27. Different roles require different people. Cubiks Factors measures job fit for the role you are looking to fill, with over 20 data driven job profiles… …or we can tailor it to fit your specific requirements by choosing the competencies most relevant to the role and weighting them accordingly. Fit Cubiks Factors to your challenges
- 28. Protect against cheating with built in Item Banks Available in a variety of formats and levels, allowing targeted measurement Quickly identify the top candidates and filter out those less suitable Logiks ability tests rapidly measure Verbal, Numerical and/or Abstract ability Logiks: A Measure of Ability
- 29. Candidate Feedback Report Candidates can automatically generate their own reports on completing the assessment
- 30. Interview Guide Interview successful candidates aided by the Cubiks Hire interview questions
- 31. BCD / Sam Sample Welcome! Welcome to your initial assessment. We are delighted you are considering joining BCD. This assessment is designed to determine your match with BCD. The assessment comprises two elements to determine if you have what it takes to join our organisation: A competency profiling tool and a combined reasoning test. Please click ‘next’ to start the assessment process. Customisable Introduction Screens
- 32. BCD / Sam Sample Before starting of with the assessment, we kindly ask you to answer some basic questions below. Do you have a valid driving licence? Can you travel to Bridge City as part of your daily commute? Preferred starting date: What is the maximum number of hours you want to work per week? Please state any other relevant information below Are you over the age of 18? < 16 hours < 17-24 hours < 25-32 hours > 32 hours Yes No Yes (please specify type) No Yes No Application Questions
- 33. BCD / Sam Sample Cubiks Factors Example Question Previous Next
- 35. BCD / Sam Sample A. You find out what the client's question is, you refer your colleague to someone else and you answer the client question immediately after checking the presentation B. You ask if you can call your colleague back in 20 minutes, help your other colleague and then check the presentation C. You indicate you'll not be able to help, ask your colleague to call someone else about her issue and then check the presentation D. You ask your colleague who just walked in if she can check the presentation and then help with the client question immediately Most Least1 2 3 4 5 1 = counterproductive, 2 = ineffective, 3 = neither, 4 = slightly effective, 5 = effective Bespoke SJT
- 36. 1. How to speed up sifting and time-to- hire 2. How to attract and engage candidates 3. How to powerfully predict and add insight objectively Challenges Revisited
- 37. QUESTIONS
- 38. Lisa.Cox@Cubiks.com +44 1483 544 292 Helen.Clark@Cubiks.com +44 1483 544 295
Editor's Notes
- Good morning and welcome to our session. My name is Helen Clark and I’m a Principal Consultant at Cubiks. And this is my colleague Lisa. Today we will be discussing how to create High Impact Sifting Solutions in volume recruitment processes. During our session we will use case studies and examples to illustrate the different ways of addressing the challenges of sifting, and how to quickly and efficiently identify and engage the very best talent for your organisation.
- Structure for todays session Quick introduction to Cubiks. some of you know us very well.. We’ll describe some of the challenges faced in volume recruitment Focus on two approaches to meeting those challenges: bespoke and configured We’ll then wrap up with questions. We’re going to start with a quick introduction to Cubiks and who we are. Some of you know may know us well but we are conscious others of you may not. We’ll then quickly move on to discuss some of the challenges faced in volume recruitment settings and the different ways in which to address these. We are aiming to leave time at the end for a few questions.
- Cubiks is a global talent assessment consultancy - you can see our key locations. We have our head office here in the UK. Cubiks is a global talent assessment consultancy and we operate across the world. You can see our key locations. We have our head office here in the UK being in Guildford.
- Our work in the talent assessment space spans four key areas… this slide shows these four areas with the main tools and services that we offer. Sift and select is where we help our clients with their recruitment processes. Identify and Develop is where will help our clients to identify promote and develop their best talent We’re focusing on sifting today, where we help our clients manage large applicant volumes and shortlist the strongest candidates.
- Let’s move on to the focus of today’s sessions – sifting! We’ll start by discussing some of the key challenges faced by recruiters when dealing with large volumes of applicants. I’m sure many of these will be familiar to some of you. Before I do that, it might be useful to quickly clarify, what we mean when we say “volume recruitment”. We mean the situations where you as recruiters are repeatedly looking to hire many people to the same or very similar roles. For example: Customer facing staff in Retail Contact centres Administrators across a range of sectors Or School leaver, apprentice and graduate recruitment programmes Attrition? War for talent There are of course many many more examples, but I hope this give you a flavour. So, what are the challenges that recruiters face in volume recruitment?
- We show the three key challenges on this slide: 1. The first (how to speed up sifting and time-to-hire) has been a challenge and priority for recruiters for the last 15 years. Huge inroads and improvements have been made through more targeted recruitment marketing – particularly digital – and the pretty much universal move to online recruitment with ever more and ever more sophisticated applicant tracking systems. Today pretty much all job applications are made online with applicant tracking systems managing recruitment process flows efficiently and automating elements of the decision making about individual candidates. (Damian @ eArcu – parallel session) Most organisations following this route have achieved real time to hire improvements and reduced overall costs. In terms of maximizing cost reductions we still regularly come across inefficiencies with organisations still tying up large amounts of recruiter and hiring manager time reviewing applications and CVs in depth to shortlist candidates. In volume recruitment settings the amount of time and resource going into this type of activity can be massive (and often be counted in terms of person years of effort!). Other organisations have realized much greater cost savings – typically this has been through combination of a number of things including: Adoption of shorter, more focused application forms and the greater use of eligibility criteria and killer questions linked to these The deployment of psychometric tests and other screening assessments much earlier on in the hiring process and using these of the primary means of shortlisting (instead of recruiters manually screening application forms or CVs) All of these approaches can save significant recruiter time and therefore cost 2. Something that has been overlooked though until relatively recently is the second key challenge (how to attract and engage candidates). A common problem is for recruitment and selection processes to have been re-engineered with time and cost savings as the priority and often overlooking how the overhauled process will come across to candidates. We regularly come across situations where once having applied candidates are presented with a number of in-depth tests and assessments to complete with this ‘work’ sometimes taking in excess of an hour. Whilst efficient and cost effective from a recruiter perspective, the use of standard tests typically designed for in-depth assessment at the latter stages of hiring process can feel to candidates to be a somewhat blunt and crude process. Rightly given the scarcity of talent, recruiters are working hard to attract the best candidates and to motivate and retain them during the hiring process given that many are likely to be pursuing applications with other organisations as well. “Candidate experience” has therefore been the number one priority for many organisations. 3. The third challenge is one that has always been there – and in the context of sifting and shortlisting has been about how best to spot the good candidates from the bad ones and improve the proportion of good candidates shortlisted. The reality though is that in recent years this has taken ‘back seat’ in relation to time, cost and candidate experience considerations. The big opportunity for recruiters is how to engineer selection processes that address all three of the challenges – and given the progress made in recent with the first two to leverage some of the recent advances in the business psychology community on data driven assessment solutions.
- I’ve just presented the Cubiks view on the challenges and opportunities facing the volume sifting market. These views have been formed through both our extensive work with clients as well as from data from surveys that we regularly undertake. You can see here some of the key themes from two of these surveys – with one targeting applicants and the other recruiters. From a candidate perspective, whilst sifting and shortlisting processes are improving, their expectations are also increasing. They are more aware and demanding and want more from the employer. Specific aspects include: Wanting to understand the process and receive useful communications Wanting valuable, useful feedback as a reward for investing their time in applying. And from an employer perspective, there’s a growing focus on: Attracting and engaging the best talent throughout the sifting process, to encourage them to chose you over a competitor. Treating candidates as customers, giving them the same level of service that advocates a positive perception of your brand. As well as the eternal drive to simplify and speed up the entire sifting process.
- Consultants will need to advise clients on how to implement volume sifting processes. The perfect pass mark is set at the point where you sift out enough candidates to properly decrease your candidate pool, but where you don’t lose fitting candidates (so false negatives) either. This is a delicate line and it’s difficult to predict where exactly it will be. You can then use other selection methods at the live stages. Our recommendation: 50% for Logiks, 50% for Cubiks Factors Sifting on both of them separately
- Off-the-shelf – well-known, generic assessments such as reasoning tests and personality questionnaires. These meet the first challenge of speeding up sifting and making it more efficient – and also more standardised, objective and predictive. Often the first step in moving away from manual sifting as volumes increase. Bespoke approach – solutions that have been built for a specific organisation and specific role – truly unique and often the most innovative. As well as increasing speed and being predictive, this approach really gets at the attraction and engagement of candidates. Configured – a new middle ground – half way in between off-the-shelf and bespoke we’ll go into more detail later
- Overview – A one-of-a-kind solution. Criteria that bespoke solutions measure – designed specifically for that role – the exact balance of competencies, attitudes and working styles. Branding –Inform about the role and the organisation...culture, brand, values. Awareness of assessments as channels of communication to candidates – who are often customers as well Outputs – no restrictions, whatever is most useful. Reports for candidates, reports for hiring managers or recruiters Innovation – here is where we see the most innovative solutions. Videos being used as part of assessments, elements of gaming
- Pharmacy Support Colleague assessment Challenge - radical changes workforce occurring in pharmacy sector – needed to recruit for the future using a vision of key behaviours for the future Boots single biggest employer of pharmacists in the UK – effective sifting of volumes Rqmts Aim to be No1 in UK - Raise the bar on performance – looking for ‘legendary performance’ not just ‘good enough’ Candidate experience – sense of what Boots is all about, the value it puts on Customer Care Fit Candidate feedback – all candidates get feedback no matter what
- Welcome screen. Introducing the assessment. Branding bringing Boots to life, all in Boots language. Real Boots employees and stores used in the branding. Simple, clean, professional, user-friendly
- Screen in between two sections of the assessment. Informative, learning journey - Offering insight and information to candidates. ‘Day in the life’ store tour. Showing their progress in bar at top – clear signposting, easy to follow Integrated with ATS so seamless experience for candidates
- Personality (Fit) and SJT.
- Three types of reports: Candidate feedback report – candidates who are rejected – feedback on both elements of the assessment and development tips Interview report for recruiters – fit score for SJT and personality and questions to ask at the next stage – in-store assessment and interview. Adding value at final stage Development report – support on-boarding of successful candidates. Detailed, tailored feedback and development tips. Adding value as a development tool
- Challenge: Contact centres across the country, elements still quite manual, nature of the role means turnover tends to be quite high – EE really wanted to give candidates an experience that drew then in to EE and to see it as their employer of choice. Vision – unique, strong brand. Candidates also customers. Quick, fun, engaging. Communicate in EE language and also use best practice principles to assess which candidates would really thrive in a customer service environment. Insight into the role and the organisation – self-selection
- EE brand - Modern, colourful, engaging. Replicating tile-based approach used for customers on website. Different stages – tiles become greyed out when completed and highlighted when up next. Engaging video content, sharing information and giving that insight into the reality of the role.
- Personality element. Functionality more like gaming –Selection of responses using Up and Down arrows to speed up completion, ‘Touchscreen’ clouds on tablet SJT. Audio and text based SJT – audio allowed candidates to listen to a caller, about as true a job preview as you can get
- Boots: after the online sifting solution was implemented, success at in-store assessment stage increased from 1:3 to 2:3 – saving store managers time. Also – increased efficiency and better quality selection decisions led to £1m cost saving in the first year EE: Award-winning solution, especially in showcasing EE’s brand and values L’Oreal: aiming to increase diversity and attract more men – solution included elements of gaming and significant increase in male applicants Shell: challenge to create a globally standardised solution that effectively sifted out unsuitable candidates – success in that they had a significant increase in conversation as AC stage
- What I’d like to do now is to move on and tell you about a new solution that Cubiks has just launched to support help recruiters with their sifting and shortlisting
- The solution is called Cubiks Hire and has been designed to help organisations to attract, engage and match the best talent.
- At it’s core, Cubiks Hire is a new, modular solution to high volume sifting which includes a number of focussed online assessments, delivered via a flexible and automated online assessment platform. One of the main advantages is that this solution is configurable, allowing you to select the most relevant of the short, sift specific assessment modules that meet your needs. These can then be mapped to competencies and other criteria key for the role and using data driven algorithms will produce a match score that can be used to decide who to shortlist and who not to. Powerful branding and content customisation options complete the picture and give the potential for a highly personalised and engaging candidate experience.
- Summarise our vision – pick out key points
- I’d like to briefly share the key elements of Cubiks Hire. Firstly, the solution is hosted on our robust online assessment platform. This has full ISO 27001/information security accreditation. There are three core modules Cubiks Factors, the Logiks series of ability tests and the Comprehensive Reporting of these tests. We’ll talk in more detail about these shortly. You then have additional modules that can be included: Application questions SJTs – bespoke And, we’ll be adding more assessment modules a little further down the line There’s enhanced functionality to enable you to use the solution within your hiring process. This includes various ATS integration options, the ability for candidates to register themselves and an easy to use admin interface to manually invite candidates And finally, there are a range of enhanced functions that will allow you to produce a highly personalised and rich candidate experience – one that will help you differentiate yourself from your competitors. These include: Responsive design Branding Welcome & instructions Corporate messages ATS integration Candidate-led registration Chained assessments Candidate-generate reports
- Cubiks Factors is a new short, sift-specific working styles questionnaire that is unique to the market. Taking only 10 minutes to complete, the questionnaire measures six key factors of working style and preferences (you can see these in the wheel to the right of the screen). Data driven algorithms map the factors onto 18 competencies and once configured will generate a highly predictive match score and when setting up the solution we work with our clients to select the most relevant competencies for their roles – something I’ll say a bit more about in a moment. XXXXXXXXXXXXXXXXXXXXXXXXX The questionnaire is comprised of 54 statements which feed into scores on 18 competencies and more broadly, 6 factors: adaptability, creativity, assertiveness, drive, dependability, and supportiveness. This six factor model of work styles and preferences is an extension of the big 5model. Adaptability: Flexibility Stress Tolerance Self-reliance Creativity: Innovation and Creativity Learning Focus Conceptual Thinking Assertiveness Decisiveness Influencing Others Directing Others Drive Energy Results Focus Drive and Persistence Dependability Reliability Organising and Prioritising Analysis and Problem Solving Supportiveness Motivating Others Developing Relationships Teamwork
- Clearly not all organisations and roles are the same As you can see on the slide different roles require different people . . . . . To help with the process of choosing the most relevant competencies to use, we have a bank of over 20 starting job profiles Where it starts to become customized We are choosing the competencies that are most relevant to the roles and weighting them accordingly To help with that process we have 20 different data driven role profiles Job Profiles (10 kinds of roles, 2 levels (professional / manager)) To support the process of choosing the key competencies we have a bank of data driven profiles covering a variety of jobs and roles.
- The second of the key assessment modules is the Logiks series of ability tests. You can see some of the key features of Logiks here Summarise Logiks is a large battery of ability tests and we have two versions specifically designed for Cubiks Hire Logiks general for the general population takes just 12 minutes to complete Logiks general advanced takes just 20 minutes to complete.
- Comprehensive candidate report. Option to brand and a number of configurable elements Key in some markets/settings to give something back to candidates for their investment in time
- Interview guide can be used by interviewers at later stages, bridging between the sifting/shortlisting stage with the later stages of assessment.
- When it comes to creating a customised candidate experience, there are lots of options! What you can see here is an introduction screen/landing page for a fictitious business we’ve created . . . .
- Briefly show Reference ATS
- Cubiks Factors example This shows the format a candidate would see on a laptop or larger screen tablet . . .
- Examples from Logiks General Advanced PC/tablet format
- SJT Example !Video in screen starts by clicking (only when on Slide Show mode)!
- Reduce candidate volumes quickly and efficiently All assessments wrapped up into one seamless experience in under 30 mins: Cubiks Factors – less than 10 mins Logiks – 12 mins Fewer emails, fewer errors, fewer drop outs: Candidate led registration Careers sign link – no invites Integration support and other access options Comprehensive, automated and multi-source reporting Automated data capture Candidates can complete it anywhere, anytime 75% screened out achieved by using different modules exploring different criteria. Interactive, branded assessment content A flexible, modular platform tailored to your needs Modern feel Tablet & smartphone enabled Powerful branding and configuration options Seamless, linked assessments using break screens and messages Enhance communication with candidates through automated candidate reports, break screen content Data driven, powerfully predictive assessments A focused suite of highly predictive assessments: Cubiks Factors Data driven assessment: Powerful predictor of critical behaviours Configurable: Tailor the weighting of factors to your organisation Generic job profiles Logiks Validated and predictive online assessments Multiple versions to suit different populations An internationally robust platform Languages & norms Cycle improvement and development
- Potential questions Why are you developing a new middle ground, if ROI is strong already with Bespoke solutions? Why can we use personality as a sift? Why use Cubiks Factors, not PAPI 3? Can interview guides be used by Hiring Managers? Who have you integrated Cubiks Hire with? Do you have an Ipsative version of Cubiks Factors?