uncovering the hidden potential of the belgian workforce ... · powered by selor • as the...
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U n c o v e r i n g t h e h i d d e n p o t e n t i a l o f
t h e B e l g i a n w o r k f o r c e : P u t t i n g t h e
f o c u s o n l e s s f a v o u r e d g r o u p s
Michael Tack & Koen Verlinden
Content
▪ Introduction
▪ The Selor Selection Procedure
▪ The challenge
▪ The answers
▪ Conclusion
9/11/2015 2
Introduction
9/11/2015 3
Our Mission
9/11/2015 4
▪ On the basis of recruitment, selection, orientation and certification, Selor contributes to talent management in the labour market.
▪ With a clear code of ethics, it provides a guarantee in these skill-based projects of objectivity and equal opportunities for every candidate.
▪ The methodology and tools used are part of a scientifically based (evidence-based) approach.
▪ From its unique position as a centre of expertise on the HR landscape and the government, Selor formulates a recommendation on policy
Our Vision
9/11/2015 5
SELOR TALENT MANAGEMNT
• as an HR consultant who offers the customer a tailored solution.
SELOR PROXIMITY
• as a unique job partner who supports talented profiles in the labour market.
POWERED BY SELOR
• as the employer of choice for talent, with an eye for innovation and initiative.
SELOR EMPLOYER OF CHOICE
• as an expertise centre that, through its directing role, enters into partnerships in the HR field.
SELOR ENGAGEMENT
• as a committed public authority that offers the public a return on its investments.
Selor Engagement
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Selor as an engaged public authority that offers the
public a return on its investments
• Develop Selor into a trendsetter in corporate
governance.
Our Screeningmodel
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PRESENT: SCREENING MODEL
Entry ticket or degree/diploma
Generic Screening
PC
Specific Screening
PC/interview
Module 0
Module 1
Module 2
PRESENT: SCREENING MODEL
“Basic competencies and cognitive abilities proven by a degree of a certain level or the
equivalent of the degree”
Module 0
Module 1
Module 2
PRESENT: SCREENING MODEL
“Generic competencies and cognitive abilities equivalent to the level of functioning””
Module 0
Module 1
Module 2
PRESENT: SCREENING MODEL
Module 0
Module 1
Module 2
Exemption
Development Buffer
Exemption
Development Buffer
No exemption
Pass/Fail Pass/Fail
Ranking
The challenge
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• Equal opportunities for all candidates
• No talent should be unused
The answer
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Different approach of different target groups:
• People with disabilities
• Candidates from a non-european origin
• Candidates for ‘bottleneck jobs’
• Candidates with a low level of education
The answer: Candidates with
disabilities
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• Additional time
• Special software (Braille, ‘extreme zooming’ software, etc.)
• Avoiding specific formats when presenting information (e.g. tables
are preferred above graphs)
The answers: Candidates from
a non-european origin
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Typical for this group of applicants:
• Dutch/French ≠ first language
Þ Video based SJT
Þ Spoken language
Þ Non verbal behaviour supports the content
Þ Collaboration with the agency responsible for the integration and language education of immigrants
Þ Avoiding stereotypes in the casting
The answers: Candidates from
a non-european origin
9/11/2015 16
Reduction of text in test instructions
The answers: Candidates from
a non-european origin
9/11/2015 17
Results: AI ratio
The answers: Candidates from
a non-european origin
9/11/2015 18
Test the test
The answers: Candidates from
a non-european origin
9/11/2015 19
• 2 tests : PCIB & NUMA
• Population mixte
PCIB NUMA
NL
AUTO 702 466
ALL 26 159
FR
AUTO 1358 /
ALL 200 /
The answers: Candidates from
a non-european origin
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• H1: NUMA & PCIB01 : AI
• H2: AI (NUMA) > AI (PCIB01)
NUMA PCIB01
H1 AI (NUMA) √ AI (PCIB01) X
FR -- .84 (.06 /.07)
-- c2 = .40, p =.53
NL .58 (.32 /.55)
.92 (.11 /.12)
--c2 = 25.53, p =.00 c2 = .02, p =.88
H2 AI (NUMA) > AI (PCIB01) √
FR z = -12.89, p < .001
OV/Q AI PCIB01 (FR) ≠ AI PCIB01 (NDL) √
FR -NDL z = 5.81, p < .001
The answers: Candidates from
a non-european origin
9/11/2015 21
Acculturation
• EFFECTS within the NUMA-test
‧Age: r = -.21
‧Sexe: d = .28 (M > V)
‧Etnische status: d = .78 (B > M)
•EFFECTS within the PCIB test
‧Age: r = -.12
‧Sexe: d = .47/.49 (V > F)
‧Ethnic status: d = .23/.25 (B > M)
The answers: Candidates from
a non-european origin
9/11/2015 22
Acculturation
• High scores on the scale of acculturation (1-6):
‧Guest language 5.91
‧Guest Rules 5.53
‧Guestn contacts 5.11
‧Heritage rules 4.87
‧Heritage rules 4.70
‧Heritage contacts 3.64
‣ Men score higher on heritage scales
Atypic group
The answers: Candidates from
a non-european origin
9/11/2015 23
Acculturation
•Relations with performance
‣NUMA: negative correlation heritage language (β = -.19)
‣ PCIB01: negative correlation with knowledge of heritage rules (β = -.14)
Moderate effect of acculturation
Homogenity of sample
The answers: Candidates for a
bottleneck-job
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The answers: Candidates for a
bottleneck-job
9/11/2015 25
The answers: Candidates for a
bottleneck-job
9/11/2015 26
The answers: Candidates for a
bottleneck-job
9/11/2015 27
The answers: Candidates for a
bottleneck-job
9/11/2015 28
The answers: Candidates for a
bottleneck-job
9/11/2015 29
The answers: Candidates for a
bottleneck-job
9/11/2015 30
The answers: Candidates for a
bottleneck-job
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▪ Integration within Screening Model
Generic screening
Specific screening
Specific screening
Generic screening
The answers: Candidates for a
bottleneck-job
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▪ EG New procedure for doctors
▪ Generic screening Module 1
▪ Abstract reasoning, Information & Task management, Key Competencies
The answers: Candidates for a
bottleneck-job
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▪ EG New procedure for doctors
▪ Assessment center
▪ PC-test (SJT with 3 competencies)
▪ A&P exercise (target group : doctors)
▪ Validated case (specific)
▪ Interview
The answers: Candidates for a
bottleneck-job
9/11/2015 34
▪ More flexible screeningsprocedures
▪ One day testings
▪ Adapted testings (parallel testing)
▪ Adapted SJT’s
▪ Collaboration with clients (SME)
▪ Technical questionnaires (validated) on Selor Platform
▪ Assessments
The answers: Candidates for a
bottleneck-job
9/11/2015 35
▪ Results
Criterium
Criterium NL ó FR Totaal
Vacancy + 4 NL / 2 FR 6
Vacancy - 1 NL / 1 FR 2
Number of inscriptions 45 NL / 29 FR 74
Number of candidats 24 NL / 23 FR 47
Number of succeeds 9 NL / 4 FR 13
The answers: Candidates with
a low level of education
9/11/2015 36
▪ This group of applicants:
▪ Negative attitude towards testing
▪ Low test motivation
▪ In order to meet their concerns
The answers: Candidates with
a low level of education
9/11/2015 37
▪ Abstract reasoning items:
Using classic test formats, replacing abstract
figures by every day objects
The answers: Candidates with
a low level of education
9/11/2015 38
▪ Example: Reasoning ability tests without
abstract images
The answers: Candidates with
a low level of education
9/11/2015 39
▪ Example: Reasoning ability tests without
abstract images
The answers: Candidates with
a low level of education
9/11/2015 40
▪ Example: Reasoning ability tests without
abstract images
The answers: Candidates with
a low level of education
9/11/2015 41
▪ Measuring cognitive competencies by
offering cases with complex information
▪ No written information
▪ Visuals
▪ Voice over
The answers: Candidates with
a low level of education
9/11/2015 42
Conclusion
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‘Equal opportunities for all’ implies a mix of
innovation and methodological rigour
We…
… have made some important efforts
… are seeing some results
… have to keep investing in new test formats
Contact
▪ Michael Tack
▪ Koen Verlinden
9/11/2015 44
www.selor.be [email protected] +32 473 932 910 @verlinko
http://www.linkedin.com/pub/koen-verlinden/1/511/985
www.bdo.be [email protected] +32 498 67 92 62 @michaeltack1
https://be.linkedin.com/pub/michael-tack/6/29/a01