#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska UK
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#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska UK Driving diversity through objective assessment Talent Q
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#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska UK
- 1. Helping line managers to recruit more objectively at Skanska UK Driving diversity through objective assessment
- 2. Agenda 1. The current challenge 2. Designing a new approach 3. Implementation 4. The future?
- 3. Skanska Employer Promise video (please click to play)
- 4. Our History
- 5. Operating income Operating marginRevenue £1,216m2013 3.4%2013 3.6%2012 £1,222m £1,166m2012 £40.4m2011 £42.1m2012 £41.9m2013 3.3%2011 £1,341m2014 £40.0m2014 3.0%2014 Financial performance 2011
- 8. Responsible business Do what’s right Caring Big heart
- 10. 2015Only 57% of those surveyed in The FIRM’s 4th Annual Membership Survey are using psychometric ability tests in Assessment and Selection
- 11. What is Personality? “Personality is a pattern of relatively permanent traits and unique characteristics that give both consistency and individuality to a person's behavior.“ (Feist and Feist, 2009) “The characteristics or blend of characteristics that make a person unique” (Weinberg & Gould, 1999).
- 12. What is General Ability or Intelligence? “““Intelligence represents an individuals ability to adapt to their environment” “The ability to acquire knowledge and skills” “The ability to learn or understand or to deal with new or trying situations” “The ability to apply knowledge to manipulate one's environment or to think abstractly as measured by objective criteria”
- 13. 0 0.1 0.3 0.4 0.5 0.6 0.7 1Certain prediction Assessment centers Skilful and structured interviews Ability tests Work sampling Graphology, astrology Personality assessment Assessment centers for job performance Unstructured interviews References Predictive validity of different selection methods Predictive validity is the link between results or scores on a selection method and a subsequent outcome – most commonly job performance at a future point Different selection methods can be combined in order to get a higher validity Source: Pilbeam and Colbridge (2006) summary of the predictive validity of selection methods based on the findings of various research studies Why are personality and intellect important?
- 15. Accelerated growth with tighter budgets 15 The challenge: How to achieve the business objectives with limited assessment resources?
- 16. The cost of getting recruitment wrong • One conservative estimate is that “bad” recruitment will cost Skanska circa £10,000,000 in two years – including direct cost only, excluding lost opportunities, management time etc. • Psychometrics that identify those candidates most likely to perform well in the workplace dramatically reduce the chance of making a selection error.
- 17. The challenge in recruiting STEM candidates • We are all fighting over the same, small candidate pool • Need to look beyond academic qualification alone • Widen the diversity of candidates • More innovative in how we source and assess candidates • Extend the assessment criteria to include potential
- 18. The challenges……. Limited assessment resource Transient and busy resourcing team Limited line manager knowledge Different businesses with their own cultures and challenges Restrictions from Skanska AB Low margin
- 19. The requirements……. Limited assessment resource Transient and busy resourcing team Limited line manager knowledge Different businesses with their own cultures and challenges Restrictions from Skanska AB Low margin Works and provides consistency across all business units Is affordable Is easy to administer with limited training Empowered line managers to make better decisions Provide user friendly, jargon- free reports for line managers Psychometric data aligned to our Leadership competencies
- 20. The requirements……. Limited assessment resource Transient and busy resourcing team Limited line manager knowledge Different businesses with their own cultures and challenges Restrictions from Skanska AB Low margin Works and provides consistency across all business units Is affordable Is easy to administer with limited training Empowered line managers to make better decisions Provide user friendly, jargon- free reports for line managers Psychometric data aligned to our Leadership competencies Pragmatic
- 21. Designing a new approach
- 22. Pragmatic Approach Required • A solution that utilises sifting stages to minimise resource, save time. • A solution that minimises our likelihood of getting decisions “wrong” • A solution we can also use for development • A solution we can use for on boarding and induction • A solution which will aid our drive to being a leader in diversity
- 23. Talent Q assessments that were selected Elements Measures: verbal, numerical and logical reasoning Why? Sifting tool Adaptive Quick to complete Dimensions Assesses key behaviours at work Why? Mapped with Skanska Leadership framework Easy to understand reports Additional report options Available in 44 languages
- 24. Adherence to Skanska AB • Leadership Profile mapped against Dimensions • The language is familiar • One report supports four leader role types • One assessment for all Operating Units • Identifying competencies critical to Skanska Sweden
- 25. Creation of line manager reports
- 26. Jargon free, line manager friendly reports
- 28. For line managers Workshops and encouragement • Introduction to psychometrics • Rationale of using the assessments • Getting the best out of the customised report For the Resourcing Team • Psychometric training where required • Completion of the assessments • System customised for ease of use
- 29. Personality assessment Cognitive ability test Self- Evaluation Questionnaire Semi Structured interview Structured to try and Validation of psychometric by use of interview guide Measures cognitive ability/problem solving skills and abstract reasoning Gives important input to structured interview Includes a mixture of values mining, self evaluation of strengths and development priorities. The Skanska UK assessment combines four strong selection methods…
- 30. Feedback so far……. “This is the best that Skanska is doing globally” “Assessment has started conversations” “I now know what I am looking for when recruiting “I am now seen as a real strategic partner”
- 31. This is just the first step • This solution will continue to be improved and developed • Integration with Taleo to provide seamless candidate experience and reduce resource effort further • Desire to develop further reports aligned to the Graduate and line manager frameworks • Plans to develop on-boarding report from Dimensions • Feedback to date from line managers is extremely positive and uptake is rising. • Skanska UK are leading the company in this advancement – potential to extend to other countries
- 32. How could psychometrics help me? • Looks beyond candidates’ academic achievements • Provides objectivity around decision-making • Reduces the cost of hiring • Sifting out at earlier stages • Hiring the wrong people • Establishes a consistency around the interview • Provides supports to the line manager • Customised reports • Off the shelf role profile reports • Help resourcing partner’s become strategic partners rather than operational
- 34. Skanska’s Diversity & Inclusion video (please click to play)
- 35. And then?
Editor's Notes
- ‘Employer Promise’ video
- Skanska on a global stage In 2012 we celebrated our first 125 years globally. Skanska was founded in Sweden by Rudolf Fredrik Berg in 1887. Our founder had strong beliefs about what’s right and wrong and our values remain fundamental to our culture. We believe in responsible business. Final image in large circle is off the Oresund Bridge linking Sweden to Denmark, which Skanska built in the late 1990s.
- 5
- Our Journey – Culture and values Our culture is unique. It’s not perfect, but it’s a differentiator This book describes the way we want our culture to look and feel Defines the way we are Honest Transparent Straight forward → Easy to do business with It very much starts with big heart and that is about being a caring company But there are many other attributes, working collaboratively, ethically and transparently. This helps us win work
- Our community journey – some highlights 2007 Mencap partnership with IFE launched 2012 UKCG Open Doors event 2012 Global Corporate Community Involvement policy launched 2013 Skanska joins Business in the Community 2014 Considerate Constructors Scheme 111th award for Skanska 2014 Lend a hand volunteering programme launched 2014 Groundwork partnership launched (for community and volunteering days)
- Charlotte Short overview of TQ and Hay Group (and Try Talent Q to help people prepare). Show of hands – who currently uses psychometric ability tests when selecting?
- Charlotte Timely to include topics from The FIRM’s 4th Annual Membership survey – shared with FIRM members on Insight Day, 14th July - where they discussed general view of HR challenges including that only 57% of those who completed survey use psychological ability tests during the assessment and selection process. Please note that the annual survey will be distributed on 15th October.
- Charlotte When we talk about personality assessments, what are we looking to measure? There are many varied views on this, but these statements seem to capture the typical view. Dimensions, our personality assessment, assesses for individual’s typical preferences across 15 core competencies, important in many roles.
- Charlotte involves the ability to: 1. Learn. The acquisition, retention, and use of knowledge is an important component of intelligence. 2. Recognize problems. To put knowledge to use, people must first be able to identify possible problems in the environment that need to be addressed. 3. Solve problems. People must then be able to take what they have learned to come up with a useful solution to a problem they have noticed in the world around them.
- Charlotte AND ALISTAIR TO FINISH
- Alistair
- Alistair
- Alistair
- Alistair
- Alistair
- Alistair
- Charlotte
- Charlotte Outline mapping of the report at item level Removal of number scores and introduction of colour banding – removes any interpretation required by the line manager Clear descriptions at either end of the competency to bring the competency to life
- Charlotte Removal of scores – managers don’t need to determine what’s an acceptable score Interview guides – drives consistency, and ensures that a good level of interviews take place across the Business units.
- Alistair Lunch and learn sessions Resourcing team Training – conversion and full BPS traiing Completion of assessment to understand outputs – appreciate the value of the assessment Customised – split by division so only access to what they needed, formatted email templates, fixed assessments set up etc.
- Alistair
- Alistair
- Skanska AB diversity film
- As mentioned in the deck, we are picking from a greatly limited pool and we are picking from a pool which is still largely white, middle class and male. Construction still has a “muddy boots” image and the shortage and competition for these people will only increase. This is a challenge if we want to be more diverse, innovative and look like our clients (SEE THE VIDEO). Therefore, I think that whilst we have started, the future will be very much in challenging providers such as Talent Q to not only help drive us to make better recruitment decisions, but also more diverse, in a world where we look beyond track record, degree, A levels etc. This bridge the potential benefit of increasing social mobility.