How to quickly focus on the right candidates?

Know what you need - and sift out those that don’t match

What you must do to find the right hires:

• Understand the values, characteristics and skills successful employees must have
• Help applicants decide if they are the right fit with realistic job previews
• Assess against critical success factors and set cut-offs in recruitment
  

Learn what makes for success in your business

Define what is needed, understand what leads to success, decide how to measure, and streamline and standardise the implementation:

• Understand the role and the objectives of the organisation
• Define the skills and characteristics that lead to role success
• Choose from our wide range of online assessments those that will best predict success
• Calculate the cut-off score to help rule out some applicants
• Streamline and standardise the process
• Implement cut-off score and design interview guides to support decision making

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

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’

How to improve efficiency and consistency

Streamline your processes

• Understand what you need, assess the applicants
• Set a cut-off or identify a match score
• Take forward only those who are relevant
• Maximise HRIS, ATS, assessment integration

Successful integration with ATS and HRIS 

Successful integration requires:

• The ATS or HRIS platform to ‘call’ into the assessment system, deliver the assessments and reports, and store the results
• A defined assessment process that is right for your roles
• Proven knowledge and expertise of data interface HR-XML, security and data protection
• A final solution that does what you need it to do using the range of assessments and questionnaires for your roles

How to make sure the right applicants apply

Engage and encourage self-selection in and out of the process

• Showcase your role to potential applicants through realistic job previews
• Encourage self-selection to continue – or not to continue – to apply for the role
• The result? Applicants with a better understanding of the demands of the role, your values and what leads to success

Offer a realistic insight to the role, and engage with the applicants

‘Tell it as it is’: show potential applicants what the job is like, encouraging those truly interested, but engaging with all

• Help applicants to understand the job
• Engage and encourage those who are a good fit to apply
• Take forward only those who are relevant

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