Cubiks and Boots presented at the FIRM a week ago. Here's the content. Online selection is dramatically improved by listening to candidate feedback about the process. Buzz words include 'Engagement', 'Candidate-Centered', and 'Job-Preview'! Packed full of insightful data and meaningful ideas for change.
This website was designed and built in 1998 and focused on an innovative approach to information architecture. It was designed to be customer centric and focused completely on the customer buying process.
Designing a CX Program for Business ResultsQualtrics
Customer Experience Programs are the discipline of embedding customer insight into every critical decision, improving how you perform at every level of your organisation. Watch this webinar as Qualtrics Subject Matter Expert, Vicky Katsabaris talks us through the 5 core competencies to live by.
Presentation on usability testing at the Land Registry and the creation of a usability suite - a testing lab, a workshop area, and an observation suite. Presented at the Land Registry Digital Transformation Discovery Day – Local Digital North in Leeds on 30 July 2014.
Cosmetic Surgery India is one of the India’s leading and reputed home to some of the seasoned and best cosmetic surgeons. We have established ourselves as the leader in the world of cosmetic surgery by delivering finest of the results
O Marketing depois de amanhã fala sobre o aparecimento de novas tecnologias e a influência que elas poderão exercer no marketing nos próximos anos. A obra traz prefácio de Washington Olivetto, presidente da W/Brasil. O autor discorre sobre a fragmentação da audiência frente às novas mídias, como celulares e videogames, sem utilizar uma linguagem técnica ou termos complicados. Ainda para facilitar o entendimento, as tecnologias foram separadas por capítulos, nos quais o autor se aprofunda apresentando vários cases.
This website was designed and built in 1998 and focused on an innovative approach to information architecture. It was designed to be customer centric and focused completely on the customer buying process.
Designing a CX Program for Business ResultsQualtrics
Customer Experience Programs are the discipline of embedding customer insight into every critical decision, improving how you perform at every level of your organisation. Watch this webinar as Qualtrics Subject Matter Expert, Vicky Katsabaris talks us through the 5 core competencies to live by.
Presentation on usability testing at the Land Registry and the creation of a usability suite - a testing lab, a workshop area, and an observation suite. Presented at the Land Registry Digital Transformation Discovery Day – Local Digital North in Leeds on 30 July 2014.
Cosmetic Surgery India is one of the India’s leading and reputed home to some of the seasoned and best cosmetic surgeons. We have established ourselves as the leader in the world of cosmetic surgery by delivering finest of the results
O Marketing depois de amanhã fala sobre o aparecimento de novas tecnologias e a influência que elas poderão exercer no marketing nos próximos anos. A obra traz prefácio de Washington Olivetto, presidente da W/Brasil. O autor discorre sobre a fragmentação da audiência frente às novas mídias, como celulares e videogames, sem utilizar uma linguagem técnica ou termos complicados. Ainda para facilitar o entendimento, as tecnologias foram separadas por capítulos, nos quais o autor se aprofunda apresentando vários cases.
Polar Air designs and manufactures products for safe operation. However, operators and maintenance persons are responsible for maintaining safety. All safety precautions are included to provide a guideline for minimizing the possibility of accidents and property damage while equipment is in operation. Keep these instructions for reference. Follow this resource for rotary screw compressors - http://www.eatoncompressor.com/rotary-screw-compressors
Customer Experience is a key differentiator – globally, 81% of consumers are willing to pay more for a better experience [Capgemini]. Learn about the changing customer environment, how to go about creating a customer experience-led approach and the benefits it will bring!
This PPT deck displays thirty seven slides with in depth research. Our Buyer Journey Analysis Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographics for an inclusive and comprehensive Buyer Journey Analysis Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Agency specialized in Customer Experience measurement & management. This document summaries our research capabilities: how we work and what makes us different. Look beyond your current research.
The Case for Video Interviewing: The Tesco Bank ExperienceSonru
Rae Ranasinghe, Resourcing Manager - Volume and Graduate Recruitment examines the case for video interviewing in your recruitment process, specifically in relation to the Tesco Bank experience of Sonru Video Interviewing.
Getting your voice of the customer program up and running can be challenging. But, successful implementation will determine whether yours is a high performing program with actionable insights, or a data collection system that drowns in information overload.
Join Kyle Goff, former JetBlue VoC Analyst, and Innes Vanderniepen of Brussels Airlines, as they share their experiences implementing successful VoC programs that increased brand ROI and transformed customer interactions. You’ll learn how to create a high-level VoC implementation plan, and build a powerful program to increase your return on investment.
Field Recruitment Skills Testing Brochure- With over a 1000 tests on offer we can test your candidates or employees on everything from Microsoft Applications to job specific tests in areas such as Finance, Sales, Nursing, Engineering, Secretarial and many more.
Going Remote: How To Ace Virtual RecruitmentTalentView
Despite the pandemic, organizations in APAC still plan to recruit up to 500 employees in the next 6 months. So how are HR teams transitioning to an agile, remote setup? How can you create meaningful candidate experiences in this remote working culture?
In this webinar, our Talent Measurement team shares how you can successfully roll out an effective virtual recruitment program—from sourcing to onboarding.
Will the Day Ever Come When Your Recruitment Process Is 100% Delivered Online?The HR Observer
There is little doubt that technologies such as the internet, web cameras, applicant tracking systems and online assessment platforms have revolutionised the way people are sourced and selected for roles and there is little doubt that this will continue. Will there be a day when the first time you see a new employee will be on their first day in a new role? In this exciting session, cut-e who have 200 psychology, technical and business process staff across 28 countries assessing over 12 million candidates per annum will explore this question with you and re-imagine how recruitment will be delivered in the future.
David Barrett, Managing Director, cut-e
Entrepreneur Scan - The Definitive Entrepreneurial Assessment ToolIdeas 2 Reality
E-Scan is an online psychometric assessment tool which evaluates the participants against 10 key entrepreneurial characteristics and establishes the thinking styles which are employed by the person; thus providing a unique and individual 'Entrepreneurial DNA'
For more information, visit us at:
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Diversity Hiring: How to Leverage Recruitment Technology for Your PipelineAggregage
With a global pandemic and rise in social justice, organizations are recognizing the need to create equitable workplaces where people from all backgrounds and experiences can thrive. But how do you ensure a healthy flow of diverse talent coming into your talent pipeline? And how do you support candidates through the process to prevent drop-off?
This session discusses how you can leverage Lever’s Talent Relationship Management system to drive diversity in your pipeline, create an equitable hiring process, and empower your teams for success.
In this exclusive webinar, you will learn:
• Key concepts for building the talent pipeline that promote diversity in hiring
• The best ways to leverage your Applicant Diversity Survey
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Mystery Shopping How Great Companies Design And Manage An Effective Program
The New Candidate Experience - Cubiks & Boots
1.
2. The New Candidate Experience for
Beauty Advisors
– Helen Godwin – Assessment Manager, Boots UK
– Helen Clark – Principal Consultant, Cubiks
3. What does a great
candidate experience
look like?
Last year we presented the
results from our candidate
experience survey
This explored candidates’
perspectives on how to make
recruitment processes more…
• Effective
• Efficient
• Engaging
4. Highlight how you’re different
Keep your promises
Use the selection process to
promote your employer brand
Deploy robust online tests
Demonstrate how rigorous your
online tests are
Enable candidates to prepare
Communication and
transparency are crucial
Respond in a timely manner at
all stages to all candidates
Provide thorough feedback
Learn where you can
improve
Key learning points from the 2015 survey
5. Three key considerations for candidate
experience
Candidate perceptions need to be taken into consideration in the
design of the assessment experience
The learning points highlight key themes that impact upon
candidate opinions of the selection process and the employer:
1) Perceived relevance
2) Perceived enjoyment
3) Perceived fairness
Honesty perceptions (for successful candidates) were also
deemed important – many felt the employer didn’t meet their
expectations
6. So what next?
• This year we have put
these learning points into
action
• The Boots Beauty solution
reflects a case study
showcasing how we have
listened to candidates’
feedback to improve the
online and in-store
assessment experience
7. A new approach for Beauty
• Company ambition to transform the advice model, tailoring
the care we offer our customers
• We want to attract the best people but our general store
colleague assessment wasn’t differentiating the Advisor
candidate group
• We wanted a bespoke assessment that was market leading
and could be used globally across Walgreens Boots Alliance
(WBA)
8. Key requirements for our new assessment
• Provide an engaging candidate experience that promotes our
employment brand
• Work based scenarios that provide a realistic job preview for Beauty
candidates
• Mobile enabled, improving accessibility for candidates
• Bespoke output reports for Hiring Managers and candidates
• Fully piloted to ensure accuracy of assessment, reliability of results
and defensibility
• Full integration with the Applicant Tracking System (ATS) to monitor
candidate experience through the recruitment journey and minimise
time to hire
• For recruitment across the WBA group
9. Key improvements to ‘look and feel’
• Images that communicate our
people, their interaction with
customers and the store
environment
• Improved accessibility – desk
top, tablet and mobile enabled
• Personalised welcome page
and clear guidance on how to
complete the assessment
10. Key improvements to ‘look and feel’
• Animation to promote a more
‘interactive’ experience
• Clear navigation and
progress bar
• Bespoke candidate feedback,
presented in a simplified
format, available on screen
shortly after completing
15. Candidate feedback – on-screen and PDF formats
Developmental feedback on 8 key
personality scales
A single page report - succinct for
easy viewing and interpretation
on a mobile / tablet
16. Interview report with:
• Guidance for best practice
interviewing
• Candidate performance across
competencies and personality scale
• Fit to role (Low, Mid or High)
• Competency-based questions
• Behavioural indicators for scoring
Hiring manager report – for in-store interview
17. Informed by candidate feedback
Relevance
• Relevant, immersive imagery
• Job-specific content inherent in SJT design
Enjoyment
• Interactive elements
• Graphic design by Pink Squid
• Mobile enabled, responsive format – mobile, tablet and laptop
Fairness
• Robust assessment combining SJT and personality
• Perceived relevance increases likelihood of fairness
perceptions
• Provision of feedback upon completion of assessment
including development tips
• Mobile enabled assessment may attract a more a diverse
applicant population
18. Has it worked?
• Too early for a formal validation – we need job performance
data!
• A survey was sent to applicants that have completed the
assessment seeking their feedback
• So far….
Over 88% of candidates felt that the assessment gave
them a better understanding of the role
80% thought that the tutorials and instructions were great
or excellent
Over 84% loved the content of the feedback report
And over 91% of candidates would recommend the
application experience to a friend or colleague
19. Some of the feedback we’ve received so far…
I liked that it had a
positive outcome i.e.
the feedback report
I imagined myself working at
the store and being put in one
of the scenarios which was
quite enjoyable
It made me think more about myself in
the sense of what my personality is
actually like and how I would react in
a situation I'd never thought about
I liked the variety of
questions
It gave a good insight to
the daily on goings within
the job role
21. Looking back at 2015 survey - what have we
achieved?
Highlight how you’re different
Keep your promises
Use the selection process to
promote your employer brand
Deploy robust online tests
Demonstrate how rigorous your
online tests are
Enable candidates to prepare
Communication and
transparency are crucial
Respond in a timely manner at
all stages to all candidates
Provide thorough feedback
Learn where you can
improve
22. Highlight how you’re different
Use the selection process to
promote your employer brand
Deploy robust online tests
Demonstrate how rigorous your
online tests are
Provide thorough feedback
Learn where you can
improve
Keep your promises
Enable candidates to prepare
Communication and
transparency are crucial
Respond in a timely manner at
all stages to all candidates
Looking back at 2015 survey - what have we
achieved?
24. • We’ve achieved a lot but still
room for improvement
• Creating an item-bank
• Exploring ways to identify
potential
• Global roll-out – we will soon
be trialling content in the US
to create a version that is
appropriate for this market
• Improving accessibility
• Test security options
• Your ideas?
Future developments
