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www.cut-e.com
Startfolie
Recruitment and Talent Management Will the Day Ever Come
When Your Recruitment Process Is 100% Delivered Online? What does it mean for HR in the middle east?
David Barrett – MSc Occ. Psych Managing Director cut-e MENA & COO [email protected]
www.cut-e.com
cut-e Talent Solutions
A team of 200 professionals in Occupational Psychology, business & technology
Operations in 28 countries with UAE team since 2011 with full team based JLT Dubai
Assessments for talent screening, selection and development in 40+ Languages
Ability to design, implement, operate complex global talent assessment processes
We assess 12 million + individuals per year in selection and development contexts
www.cut-e.com
What do these % signify
76%
(Hint: A statistic for job searches 2014 in developed economies)
45%
(Hint : A statistic for Job Applications 2014 in UK)
80%
(Hint: This is a figure from Asia – excluding SIN / HK / Aus)
52.1
(Hint – this figure is 12 years old from Dubai)
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Discuss for 5 mins and lets get some views!
The talent acquisition and hiring process is moving more and more towards online solutions Will the day come when you when you don’t meet the candidate in person until day 1 at work?
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New & Emerging Trends
We are seeing:
A move towards online / mobile / use of video
A rise in Pre-Application Assessment
Innovation in Attraction Strategies – creating fun & engaging processes
A move towards customised and organisation specific solutions presenting assessments that give realistic job previews, serious games, situational judgment tasks
Organisations are placing greater emphasis on measuring values, behaviours and cultural fit
Assessments will give candidate useful feedback to help decide whether to apply or not and to which type of role – candidates will have more control over their data
A move towards global or regional hubs of excellence
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The case for - Pre-Application Assessments
Tools predicting behavioural, organisational fit & values alignment are on the rise! These will be delivered in more innovative ways and stand for:
Fun – Candidates enjoy these
Marketing – attraction tool
High Completion rates
Low admin requirements
Improve Candidate Quality
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The global talent market can be a very crowded space…
We all want the best talent…
We need to adapt innovative and meaningful methods in order for organisations to stand out, to attract the best and identify the best
3.2 million people visited and interacted with this website
The case for – Innovation in Attraction and Assessment
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Try Before You Fly RJP & SJQ
27,000 per month participate
7,000 per month apply
39% improvement in interview to hire ratio
28% improvement in ability to promote new hires to cabin managers
Enjoyable and engaging for candidates
The case for - Pre-Application Assessments
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Video & Mobile Are Converging
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The case for – Customisation
Companies are using more & more…
RJPs (Realistic Job Previews) & SJQs (Situational Judgment Questionnaires)
Personality and values assessments linked to internal competency models
Tailored reports in organisational specific language
These tools & reports are
Organisation & role specific Face validity
Fully bespoke
Validated internally to see ‘what good looks like’ within the organisation
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Example Custom Output Report
A customised report will become available to guide the basis for interview & selection of candidates
Different Sections:
Competency Fit
Values Fit (Optional)
Aptitude Results (Optional)
Interview Guide
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Example Interview Guide Output
Interview Guide
Customisable
Standardised
Indicators
Consistent Scoring
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Video interviewing
Approx 70% of large companies globally now say they would use this
cut-e technology derives psychometric information and scoring out of speech samples from voice recognition tech – anyone who want to be involved in a research project on this ?
There will be a rise on 2 way usage as well as 1 way self record:
Driven by building relationships, more senior candidates and wanting to complete the final assessment in this way
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Voice recognition profiling In Development
Analyses intonation, speed, sentence length, pauses etc
Autotranscribes spoken language
Analyses output and patterns against cognitive and behavioural elements
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The case for online – Paperless & virtually delivered interviews and assessment centres
Automated reporting and integration of results & feedback through online system
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Careers matching & guidance portals provided free to 200,000 customers and families – Marketing + Recruitment
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Personal reports & guidance
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Thousands of high skill applicants - Government careers portal strategy
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Emerging Global Trend: Regional Hub Talent Assessment Strategy
Create centres of excellence across regions with high levels of capabilities in terms of
Sourcing and Screening
Selection & Assessment support with final decision still controlled at local level
Talent Management & Development
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The case for – Hubs (Regional & Global)
Better use of technology makes centralising processes and teams easier and more efficient.
This in turn:
Attracts and generates large talent pools
Provides faster access to the right candidates
Provides quality control
Provides standardisation
We see an increase in centrally owned and managed assessment processes, conducted remotely against a model that is globally consistent - BP External Graduate Recruitment Benchmark Report 2013, compiled by cut-e
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The case for - online
Online is
Easier: attract and assess anyone, anywhere
Cheaper: less travel and lower time requirement
Fairer: objective & standardised
Faster: assess more candidates in less time
Liked: candidates like it and enjoy it
‘‘In most of our clients, technology is used from the top of the ‘recruitment funnel’ as far up as possible’’ – BP External Graduate Recruitment Benchmark Report 2013, compiled by cut-e
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The case for online assessment – New possibilities
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In short…
Online processes allow us to:
Implement local and global innovative and productive sourcing processes
Create great internal service and control for recruiters and hiring managers
Introduce local global quality control on selection decisions and hiring
Create lean & efficient processes
Create cost efficient, productive and scalable centres of excellence
Ensure consistency in terms of applicant experience with your employer brand
In today’s interconnected world, having part of your selection automated & online is a must to compete from both an economic as well as professional viewpoint.
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Endfolie
cut-e MENA
37th Floor, JBC-2 Jumeirah Lake Towers
Dubai
E-Mail: info.uae(at)cut-e.com
Phone: +971 4 374 5713
www.cut-e.com/uae
David Barrett
