Blog
Real-world case Jurys Inn
Challenge
With vast numbers applying, focusing in on those likely to succeed was essential
Solution
Business impact study to define what makes for success; designed an Jury’s Inn-specific online SJT; developed match score, and looked only at candidates scoring above this.
Results
- Able to remove 62% of applicant pool based on match score thereby focus effort on the best candidates
- Able to also now predict those likely to leave – thereby further enhancing its success profile
Real-world case Elkjøp
Challenge
Recruiting 2000 sales people per year, wanted to hire the best people for its stores and see an uplift in the sales revenue-per-person
Solution
Business Impact study identified key attributes for sales success at Elkjøp. Re-designed and streamlined recruitment process, including online ability and personality assessment –integrated with ATS
Results
Impact of the new process shows:
- 18% increase in sales and 23% sales margin – giving the business additional €9.775m
- 5 hours per hire is saved in recruitment time – a saving of €390k
- Savings of €975k by cutting spend on external recruiters of managers
- Savings of €3.68m by reducing the number of ‘bad hires’
Build confidence through consistency
Improve efficiencies: Focus resources
Volume recruitment for Parks and Resorts
Anton Knopff explains how the use of cut-e custom-built SJQs supports Parks and Resorts in their seasonal volume recruitment process.
"We have about 20.000 applicants for our parks in Sweden who know our parks and enjoy our brand. We needed to find an efficient way of meeting them and finding out if they have what it takes."
Helping candidates to understand the job – Realistic Job Previews
Available on
What does this assessment measure?
Realistic Job Previews (RJPs) assess the suitability of potential job applicants for an organisation or industry by providing an insight into the specific role, company or sector. The potential applicant learns about the day-to-day challenges and tasks of the role and discovers the strength of fit between the job and him or herself.
What is the task?
The potential applicant is presented with typical on-the-job scenarios and asked: What would you do in this situation? Feedback is provided immediately, and tailored to the responses given by the individual.
Available on
White Paper Volume Recruitment: Panning for Gold
How a ‘mobile-first’ selection strategy can help you identify and engage the right candidates in volume and high-volume recruitment. Including The ‘golden rules’ of volume and high-volume recruitment: The ultimate 14-step action plan to help you achieve best practice.
White Paper: Make better talent decisions through intelligent data
A talent strategy underpinned by data-driven decisions allows companies to recruit individuals who will stay longer, perform better and will be more engaged: key factors leading to higher customer satisfaction and stronger business performance.
This paper explains how to convert your employee-related 'big data' into 'smart talent data'.
Saving time-to-hire, increasing sales numbers
Luxottica/Sunglass Hut managed to reduce the time-to-hire by over 40%, while increasing their sales per hour ratio by 12.5%
“Introducing the cut-e assessments into the retail associate application has given us a way to identify the best applicants and to then appoint them quicker, saving time resource but also ensuring our retail outlets are fully staffed sooner.”
Mr Scott Schroeder, Director for Talent Acquisition at Luxottica Retail Australia
Seasonal recruitment
Additional staff needs to be recruited each year in the run-up to Christmas to cope with the increased seasonal demand in high street shops, department stores supermarkets and hotels. David Barrett, COO from cut-e explains how to make sure you’ll recruit the right people.
