srtech bristol
DESCRIPTION
TRANSCRIPT
SRTech13 Roadshow - Bristol
Future of Talent, Technology and Social Recruiting
#SRTECH13
The Future of RecruitmentImpact on Your In-House
Recruitment Strategy
Alan WhitfordOperations Director+44 7971 [email protected]: www.directemployers.eu
Why Me?Over 25 years experience in recruitment and in the start-up and expansion of high technology businesses in EuropeProvide strategic and practical insights to the automation and web-enablement of Human Resource and Recruitment Process activities throughout EuropeClients include Times 500 companies and software and services vendors in the Human Resources and e-commerce arenasFounder of RCEURO, web portal for the European recruitment industryPublished in a number of on-line and off-line media covering technical and strategic issues around HR, technology, social media and businessLead training programmes on the use of social media and networking toolsFounding board member of HR-XML Consortium European ChapterChair of the highly successful Social Recruitment Conference seriesOperations Director of the Direct Employers Association Europe
The Importance of Talent
80% of executives surveyed globally believed that "the ability to attract and retain the best people" will be
the Primary Force influencing business strategy
Source: Deloitte - 2001
What Is The Future of Recruitment?
Recurrent Themes
Improved or emerging technology
Candidate communications
The War for Talent
Workplace talent shortages
HR has no budget
Cultural changes
Candidates as customers (and vice versa)
Marketplace and Societal Challenges
The War For Talent is now 15 years old The Candidate Won 14.9 years ago
Everybody knows Not enough skilled workers Too many unskilled workers They are all in the wrong place
5+ Generations in the Workplace
Our brand is what ‘they’ say about us
Double Dip Recession
The Candidate Scene
Candidate Behaviours
According to an Inavero study, 98 percent of candidates reported using search engines at the beginning of their research phase (when they’re searching on a more broad level, and not yet researching specific companies). 58 percent of candidates say they complete all research before they ever apply to an
organisation.
Only 14 percent of candidates believe what a company says about themselves The “Social Conundrum”: 78 percent of candidates believe what users or employees
say about a company
88% of employees leave a company for reasons other than money 89% of employers thought that employee left BECAUSE of money
60% of employees would recommend job to friend or family Only 23% participate in referral programmes
55% of employees believe it is important that people want to work here
What Are The Candidates Saying? Remove the long winded application process
Treat me with respect - CALL ME!
Why do I want to be in your Community?
Be transparent
Your job is a step down in class for me (Academia)
I don’t really care about your recruiting/sourcing technology or platform
I want a job that: Pays more money
Gives me satisfaction
I can contribute to society
Career progression - FAST
Where Are The Candidates Coming From Now?
Referrals Are Efficient
FuturesTechnology, Trends
and Engagement
The Impatient Generation
Eager to live “now”
Social networks are live, ongoing and instant
One to one communication channels
Mobile phones are the game changer
Mobile is always on, always accessible
Mobile is live and interactive
Candidates Never Leave Their Mobile Phone
More Than A Phone
Always On - Always Locatable
1984: Big Brother is Watching You
2011: Person of Interest“You are being watched. The government has a secret system, a machine that spies on you every hour of every day. I know because I built it. I designed the Machine to detect acts of terror but it sees everything.”
What Do Jobseekers Want To Do On Mobile?
What’s Next?
Seamless and Sustainable ConversationsWe must communicate in the preferred medium(s) of our
constituency
Conversation and engagement cross multiple channels Meet via online or offline ad, search or agency Research the employer online - mobile device or laptop Apply online via the Career Site Continue the engagement from the ATS and recruiter via
multiple comms channels How many devices are we going to use in this journey? There is no “One Size Fits All”
Let’s eradicate recruitment’s legacy of poor communications
What Is Next?
The Direct Employers Association
What Is The DEA?
The first UK Trade Body specifically created for commercial hiring organisations with a specific focus on the Talent Acquisition/Resourcing function and the in-house professionals who deliver the recruitment agenda
Provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers
Work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting
Formulate and deliver best practice in all aspects of the recruitment function whether that be permanent or contingent worker hiring
The DEA Agenda
Influence Government and Policy Makers
Educate and Support Business Leaders
Establish Best Practices, Develop and Support Resourcing Practitioners
Educate the Supply Chain
Community and Talent Acquisition Members only free job board
Member Benefits Membership of the DEA is for the organisation, with a named individual leading
the relationship We have no limit on the number of individuals that can take part, including colleagues
from other areas of the HR community
Attendance at DEA events, participation in workshops and webinars, and taking part in research
Access to the 'free for members' job board and talent community which will launch this summer Saving 1-2 agency fees will more than pay for the annual membership
Be seen as a leader in driving change for in-house recruiters - helping to develop standards, education and templates for best practice Learn from global leaders in recruitment strategy, process, technology, social media
and agency management such as G4S, the world's 2nd largest private
Be a major part of the Collective Voice that the DEA has with government and policy makers
employer
Our Most Recent Event
HMRC Whitehall Briefing 3 April 2013 Topics included
Supply chain compliance IR35 Contingent workers BIS Agency Conduct Regulations
THANK YOU!!
Any Questions?
Contact Details
Alan Whitford
Tel: +44 (0)845 519 3322
Mob: +44 (0)7971 864620
LinkedIn Group
Twitter: @DEAEurope
SRTech13 Roadshow - Bristol
Recruitment Crowdsourcing:Super-charge your supply-chain
John Paul Caffery
Founder & CEO
A new approach to sourcing talent
1. Internal Direct Sourcing
2. External Direct Sourcing
3. Agency Suppliers
4. Crowdsourcing Suppliers
A new approach to finding talent
A new approach to sourcing talent
TheJobPost is a crowdsourcing
platform enabling employers
to access the UK’s entire
recruitment industry as one supplier
A new approach to finding talent
First identified by Jeff Howe – Wired Magazine in 2005
Crowdsourcing is when a company takes a job once
performed by employees, and outsources it in the form of
an open call to a large group of people using the internet
A new approach to finding talent
A smarter way to solve complex problems
34
Crowdsourcing platforms that we all use
Recruitment: Perfect for Crowdsourcing
Crowdsourcing allows a company to involve large
groups of specialists to:
• Extend visibility and reach
• Leverage specialist knowledge and experience
• Improve speed and delivery
A new approach to finding talent
Our platform is already delivering
• 34,000 specialist UK recruiters registered on the platform
• Over 300 UK employers users
• Average of 3 recruiters engaged per vacancy
• Current CV to interview ratio of 3:1
• Typical reduction in recruitment fees of 10-15%
• Salary range posted between £20,000 - £150,000
A new approach to finding talent
TheJobPost: Super-charge your supply-chain
• Add an extra dimension to existing sourcing channels
• Access the extended UK recruitment community
• One platform, one contract
• Choose when to present vacancies to recruiters
• Set the fee level
• Each vacancy presented to a focused selection of potential suppliers
• Only suppliers that believe they can deliver will pay to access the role
• Once engaged, communicate direct and retain end to end control
A new approach to finding talent
Employer - Posts a job asking for engagement
Recruiter - Reviews the vacancy market by sector
Recruiter selects the job & pays to engage
Review applications & feedback
Employer/Recruiter – Easy on-going communication
A simple solution that offers real returns
• One contract– easy access to a network of 33,000 recruiters
• Set the fee– vary fee level by role, sector, urgency or versus your PSL
• Access new suppliers with fresh talent pools – trial a range of recruiters in a controlled manner
• Standalone or integrate with your ATS– dependent on volume
A new approach to finding talent
We deliver excellent results for these companies
A new approach to finding talent
Super-charge your supply-chain
A new approach to finding talent
SRTech13 Roadshow - Bristol
metashift limited © 2013
metashift
metashift limited © 2013
What I’m going to talk about
• Careers Sites - Where are we now?• The Future• The Digital Eco System• Content Marketing• Examples
metashift limited © 2013
The Careers Site Crisis
© MetaShift 2012
metashift limited © 2013
The Future of the Careers Site……
metashift limited © 2013
The Problem = Rise in Expectations
metashift limited © 2013
Some of The Key Issues
Social ProofChanging Nature of SEOPersonalization and Brand SegmentationMobileProcessSpeed
metashift limited © 2013
Social Proof
metashift limited © 2013
Marketing Screws……
© MetaShift 2012
metashift limited © 2013
Marketing Screws…..
© MetaShift 2011
metashift limited © 2013
Social Sharing and SEO
metashift limited © 2013
Personalization & Brand Segmentation
metashift limited © 2013
The Mobile Revolution
metashift limited © 2013
Mobile isn’t actually mobile
metashift limited © 2013
Some of The Key Issues
Social ProofChanging Nature of SEOPersonalization and Brand SegmentationMobile
ProcessSpeed
metashift limited © 2013
The Solution?
© MetaShift 2012
metashift limited © 2013
The Solution is…..
Digital Ecosystems
Content Marketing
metashift limited © 2013
Ecosystem Model
metashift limited © 2013
Content Marketing
• Owned• Curated• User Generated
© MetaShift 2011
metashift limited © 2013
When?
© MetaShift 2012
Awareness Attraction Persuasion Engagement
metashift limited © 2013
How?
• Original Content• Curated Third Party Content• Curated Internal Content• User Generated Content (Apps, Competitions etc)• Individual Recruiters• Content Buckets
metashift limited © 2013
Examples
© MetaShift 2012
metashift limited © 2013
Digital Ecosystem
metashift limited © 2013
The Future of the Careers Site?
metashift limited © 2013
In Conclusion
• Is your Careers Site Fit for purpose?• Build an Ecosystem• Be Mobile• Create a Content Strategy
metashift limited © 2013
Resources
www.metashift.co.uk
SRTech13 Roadshow - Bristol
Can the selection process ever maintain a positive candidate experience?Kirstie Kelly
TheJobPost Future of Talent, Technology & Social Recruiting
“In a market where talented candidates are
sometimes hard to find, your approach to your
candidates, can be the difference between
success and failure.”
Stating the flipping obvious......?
Is an exceptional candidate experience possible?
A study last year of over 800,000 individuals who had applied for
jobs within the past year provided six solid reasons why candidate
experience matters:
• 44% said they had a worse opinion of a company that didn’t respond after they applied for a position
• 32% said were less likely to buy products from a company that didn’t respond to their job application
• 21% said they’ve experienced a recruiter who wasn’t enthusiastic about the company as an employer of choice
• 15% said they didn’t think the recruiter was professional
• 15% said they had a lower opinion of the employer after being contacted for an interview
But why does it matter....
Approach = Perception
How you act + how you look = what people think of
you
Mood
Tone of Voice
sincerity
How you project your brand
Your mannerisms in the selection
process
Your technology becomes an image of a business…
Schizophrenic
So what…
the best candidates will vote with their
feet...
What’s the solution?
Turn recruitment thinking on it’s head....
96
Identify cultural fit and attributes...
Sooner
Reduce the time spent with great candidates who are just not great for you....
Approachability and friendliness
And engage with candidates along the way....
Video killed the CV star
Screenshot of review page?
Video and mobile is supported by three key trends.
Increased bandwidth: 75% of UK homes have broadband access, expected to continuing growing. The average download speed is 9Mbps.
The rise of video calling: Skype has made video an established way of communicating. Its 250m users worldwide rack up over 300m minutes of video calling each day.
An applicant rich market: The current economic climate has increased the number of applicants per available position. This means more potential candidates to interview.
Sources: The Ofcom Communications Market Report 2011, Ofcom Research (August 2012), Skype Internal Figures
Who gets it right?
103
Employer branded videos to engage your candidates
Consistent branding and tone of voice
Video interviewing gives recruiters a fuller picture
of a candidate
Recorded interviews can be viewed remotely, at the
recruiter’s convenience
Recruiters can comment on and share interviews with internal stakeholders
Recorded video screening with LaunchPad
To learn more.....
Kirstie [email protected] 130512
TheJobPost Future of Talent, Technology & Social Recruiting
SRTech13 Roadshow - Bristol
The Power ofMobile to Retain Talent
From mobile banking to m-commerce, we help 1 in 5 of the UK’s top 50 brands transform their businesses
About Us
The Connected Revolution
2012: The Post-PC World ArrivedGlobal shipments of PCs, smartphones & tablets
-6% +31%
+53%vs 2011
Laptops and desktops
346mTablets
130mSmartphones
639m
Source: IDC Worldwide Mobile Phone Tracker, May 2012 & July 2012 & October 2012 / Gartner Worldwide PC Shipments October 2012
2013 Forecast: The Gap Will Widen Global shipments of PCs, smartphones & tablets
-1%vs 2012
Laptops and desktops
345m
Source: IDC Worldwide Mobile Phone Tracker, March 2013
Tablets
200m
+54%+44%
Smartphones
919m
Browsing BehaviourBrowsing behaviour of smartphone owners
Source: Experian Marketing Services January 2013. Mintel Smartphone Survey June 2012, eMarketer January 2013, Flurry Analytics April 2013
Emails are opened on a mobile
44%Smartphone owners in the UK view job listings
550k
Spent on average on a smartphone
per day
182 minsTime spent in app vs. 20% on mobile
web
80%
Acquired for $1bn
Filed for Bankruptcy
In Early 2012: Turning Point…
Mobile In Recruitment
Key principles for a successful Resourcing App
1Position
Discovery
2 Streamlined Application
3 Talent
Retention
Home
From the Home Page, candidates are able to search roles by:• Key Word• Current Location (GPS)• Manual Location• Job Sector• Job Grade (Internal)
Candidates can also access the Menu bar (Top Left) where they can change settings, view history and favourites.
Search Criteria
Candidates can narrow their search using pre-defined Job Sectors to list areas of interest and expertise.
Detailed Search
Existing employees can also use internal pay grades/banding metrics to filter roles most relevant to them.
Search Results
Job results are displayed in either List or Map format, allowing for easy browsing.
Candidates tap once on a job role of interest and are taken through to a more detailed explanation of the opportunity.
Job Role Detail & Application
Once a candidate reaches their desired job role they can perform three major actions:
• Favorite the role – By tapping the star (Top Right), the job is saved to Favorites.
• Apply – The candidate can apply immediately, either by submitting an auto-created CV via Linked-In or by taking an entry test (Aptitude/Verbal/Numerate/Character).
• Share – Sending the role to a contact via email or SMS (to download app and view).
Custom Alert Notifications
Candidates have the ability to choose whether they would prefer to be alerted to new opportunities via email or push message by altering the settings within the application.
This then updates the Candidate database and alters the method of communication for job alerts.
Key Benefits of Retaining Talent
Key benefitsof retaining talent
Improve employee moral
Engagement Improve succession planning by
putting power in their hands
Succession
retention tool accessible ‘real-time’ to all
Pro-ActiveSignificant
reduction per hire
Reduce Cost
Case Study
Barclays JobsHelping Barclays become the first UK bank to enable job applications through mobile
Helping Barclays become the first bank to enable job applications on mobile, supporting talent acquisition & retention
A powerful tool to reach and communicate with frontline, in-branch employees who may not have intranet access
The application seamlessly integrates with Taleo and other internal systems
18,000+Active Internal Users
Average Re-visits Per User Per Month
2.2
65,000Sessions Since Launch
15%Of Barclays Work Force Are Active
Barclays JobsConnecting jobseekers to job opportunities whenever, and wherever they are
Innovative Agency of the Year 2012
Marketing Innovation’s
“Grapple has achieved so many incredible successes…driven by their team’s huge passion and expertise”
“Already established as - arguably - the public face of app development”
“Grapple has grown to become one of Europe’s leading app developers”
“Delivering real bottom-line benefits to an impressive list of blue-chip clients…the very serious potential to be a world leader”
Marketing Innovation Mobile Entertainment The Drum Startups Awards
Thank youRyan EdwardsCommercial Manager
07812 076 177020 7952 [email protected]
www.grapplemobile.comtwitter.com/grapplemobile
SRTech13 Roadshow - Bristol
Integrating leading recruitment technology for maximum efficiency
Chris KendrickRecruitment Services Director
www.crimson.co.uk
Introduction
The leading recruitment solution for Microsoft Dynamics CRM
www.crimson.co.uk
Integration
: ‘the act of combining or adding parts to make a unified whole’Collins English Dictionary
: ‘the whole is greater than the sum of its parts’
Aristotle
Synergy
Combining actions, systems or processes to give a much greater result than that of the individual elements.
Integration and Synergy
www.crimson.co.uk
How important is integration?
www.crimson.co.uk
The impact of new platforms
www.crimson.co.uk
2012 Quarter 4 Sales
0.7m 2.6m 2.7m 6.2m
7.3m 43.5m 144.7m
www.crimson.co.uk
Integrating recruitment solutions
www.crimson.co.uk
Your recruitment solution
What is it?
• A single solution or a combination of systems and websites?
• Does it support your processes or it used only when it must be?
• Is it a single source of your most up to date information?
Do you…
• Search multiple networks for candidates?
• Advertise your roles externally?
• Test candidates?
• Use electronic timesheets?
• Have strong real-time management information?
www.crimson.co.uk
Everything in one place
Register Vacancy Search
Candidate Networks
Advertise Positions
Test Candidates
Review Selections & Applicants
Submit only the best
Interviews and Offers
Create and issue
paperwork
Manage invoicing
www.crimson.co.uk
Platform solutions vs. Recruitment software
www.crimson.co.uk
Benefits of an integrated solutionSynergySpeed to candidate networksProductivityVisibility through Management InformationAdoption and simplificationProcess and complianceRecruitment applications
Data LossAdministrationDuplicationInfrastructure costsRisk of technology ageingDevelopment/IT budgetCapital Expenditure
www.crimson.co.uk
Questions
SRTech13 Roadshow - Bristol
TRENDS IN ONLINE RECRUITMENT
Dan Martin, Managing Director - Broadbean
about Broadbean
• Global leader in candidate sourcing technology
• 125 employees based in 6 countries
• 60,000 users sourcing candidates in 65 countries
• Post in excess of 2 million adverts per month
• Track approximately 9 million candidate applications per
month
• 1.5 million candidate searches are performed each month
• Over 3500 job board integrations globally and growing
“Reports of my death
have been greatly
exaggerated”
The Job Board
job board performance - usage
Advert Volumes April 11-March 13
job board performance - usage
Job Boards used per AdvertApril 11 – March 13
job board performance - effectiveness
Response Volumes April 11 to March 13
Application per Vacancy Apr 2011 to Mar 2013
Consider Impact of wider economic conditions on this?
job board performance - effectiveness
rise of the Aggregators
It’s not all about job boards
social media:hot or not?
companies that have hired through social media
58% in 2010
63% in 2011
73% in
2012
Source: Jobvite
social media – the facts
Total Jobs Jobsite Monster Twitter Facebook Linkedin0
5000
10000
15000
20000
25000
30000
35000
Dec 2010 - Ad Volumes
Total Jobs Jobsite Monster Twitter Facebook Linkedin0
10000
20000
30000
40000
50000
60000
70000
Dec 2011 - Ad Volumes
Total Jobs Jobsite Monster Twitter Facebook Linkedin0
10000
20000
30000
40000
50000
60000
70000
Dec 2012 - Ad Volumes
social media – the facts
Response growth
January 11 – December 13
talent pooling
All previous applicants can be stored and made available to the whole business
Search using both keywords and facets
Tag candidates to add value to future searches
talent pooling
and don’t forget …employee referral
• Referrals are the #1 source of hires by volume.
• Referrals are also the #1 source by quality.
• Referrals are the #1 fastest time to fill.
• Referrals are #1 for staff retention.
• Referrals make up 46% of all hires at top performing firms …..
• But only c. 28% at lower performing firms
• Applicant-to-hire ratio
Source: ere.net
employee referral
Automatic matching of jobs against your employees’ social networks
Tools to help recruiters utilise this channel, and administer the in house scheme
conclusions
• No obvious signs of jobs board usage falling
• Candidates still see job boards as a primary route to a new position
• Other channels are increasingly playing an important role
• Ultimately we believe recruiters will need a blend of all of these channels
THANK YOU, ANY QUESTIONS?
SRTech13 Roadshow - Bristol
CV RadarUnlocking the power of LinkedIn
‘Find active candidates fast’
www.theitjobboard.co.uk 169
Alex Farrell, MD, The IT Job BoardApril 22nd 2013
www.theitjobboard.co.uk 170
Agenda• Introduction
• Video
• Current Situation
• What’s the problem
• The solution - CV Radar
• How does it work?
• Key Benefits
• Conclusion
• Q+A
www.theitjobboard.co.uk 171
Introduction
Pan European network of IT Job Boards
www.theitjobboard.co.uk 173
Current Situation
www.theitjobboard.co.uk 174
What’s the problem?
www.theitjobboard.co.uk 175
The Solution: CV Radar
www.theitjobboard.co.uk 176
How does it work?
www.theitjobboard.co.uk 177
How does it work?
www.theitjobboard.co.uk 178
How does it work?
www.theitjobboard.co.uk 179
How does it work?
www.theitjobboard.co.uk 12
Key Benefits
• Easy to set up
• Product road tested by recruitment consultants
• Efficient – target active candidates only
• Time effective - instant contact details (no more InMail)
• View and access the full CV
www.theitjobboard.co.uk
• First to market product (exclusivity)
• Addressing a need in the resourcing chain
• Providing recruiters with a market edge
• Improved time to hire
• CV Radar is positively disrupting the online recruitment space
In Conclusion
13
www.theitjobboard.co.uk 14
Q+A
SRTech13 Roadshow - Bristol
184
INTEGRATED & SIMPLE:
PSYCHOMETRIC ,SKILLS ,VIDEO INTERVIEW ASSESSMENT FASTER, USER FRIENDLY ASSESSMENT PROCESSES, DRIVING DOWN COST AND IMPROVING NEW HIRE QUALITY
Howard Grosvenor MSc. C.Psychol. AFBPsSUK Professional Services DirectorE-Mail: [email protected]
Could you purchase one of these for your
organisation without a business case ?
185
But..have you recently hired these people ?
186
The Bottom Line: Retention & Performance
More Green & Less Red & Some Yellow
Strong Performer – But Leaves At Approx 2 yrs or earlier
Strong Performer & Stays 2yrs +
Weaker performer and leaves or stays at any time
OK performer and stays 2yrs +
Length Of Tenure
Per
form
ance
Who are Cut-e Talent Solutions
- Professional talent process and legal advisory services on screening and assessment
- Assessment platform with tools 38 Asian & European & Arabic languages
- Over 7 Million Candidates Per Annum Assessed
- Fully integrated with all ATS providers – Taleo / Lumesse / SAP e-recruit Advorto / JobLink / AMRIS
- Full time consulting teams in 23 countries with UK offices in Old Street London
- 200 staff world wide – combination of Psychology , Technology , Talent & Recruitment Specialists
Integrated Screening & Assessment Solutions
Online psychometric & competency assessment systems
Full suite of technical knowledge tests MS Office / IT / Call Centre / Aviation / Accounting / Health
Online automated video interviewing systems
A weekend in Monaco…..
“...He was rattled. This was not the usual interview format, this was not cut-e...”
Expanding the Online Toolbox
Online Candidate
Management System
cut-e
Assessment
Hub
• Ability tests• Personality
questionnaires• Situational
Judgement Questionnaires
• Skills / Language Tests
• Video Interview
Assessment Hub
• The cut-e assessment hub connects assessment tools that measure behaviours, technical skills, abilities, future potential and experience
• This meets the needs of all stakeholders in the resourcing process and delivers the best candidates
• The process is configurable for different roles and stakeholder requirements – You can control this
Psychometric Assessments
194
Mechanical Technical Understanding
Situational Judgement Questionnaire
Colour Vision Test – Pre Medical
Technical & Knowledge Tests
198
Custom Questionnaire Builder
Automated Video Interview & Assessment
Validity
Cost
Interview
.3
.2
.1
.4
.5
.6
$
Graphology
Assessment Centre
Ability & Skills Tests
Trial Period
Application biodata
Structured CBI Interview
Personality Questionnaires
Biograph & Situational Questionnaires
The Universal Economic Case For Online Psychometrics
based on:Metaanalyse, Mike SmithUniversity of Manchster; IS&T
Structured video Interviews
The 2 key drivers to achieving ROI from use of online assessments
Process EfficiencyThe lean talent process screening machine – speed and cost efficiency
High volumes and abundance of external or internal applicants
Employee ProductivityThe high value selection decision making – Managing risk and making the right decision
Moderate to low volumes, more scarcity of right talent , high business contribution by hire
202
4 Cases - Clear Communication Of ROI
• Dell - European Technical and Sales Consulting– Through use of cut-e shapes behavioural styles questionnaire connected with a custom risk management interview guide. New hires in model against 5 core behaviour areas achieve 36% more revenue and 42% more profit than alternate hiring methods
• Siemens – Though use of cut-e logical tests and interest inventories 7% improvement from 88% to 95% in successful completion of apprenticeship training. This equates to approx €4,200,000 ROI per annum in wage and training costs.
• Harveys Furniture – Second Largest Furniture Retailer In Europe – 14% sales gain in new hires using cut-e shapes and situational Judgment tools .
• easyJet Airline - use simple verbal test and situational judgment questionnaire to achieve. 40% reduction in interview volumes across EU to complete hiring 2,500 cabin crew per annum. Approx 6,000 less interviewing hours cost and logistical expense.
An Overview of our Solution = Sourcing Speed & Secure Selection
Talent Pool Building / Sourcing / Advertise /
Agency
Online Application System
Online psychometric, skills, language Assessments
Online Automated Video Interview
Final In Depth Assessment & Selection Process
Hiring Decision / Offer
A Cost Efficient, High Quality Process
SRTech13 Roadshow - Bristol