Finding needles in the haystackHigh volume recruitment challenges

Lucy Beaumont

Solutions Director

Talent Q: Our products and services

Assessments

Customised assessment solutions

• Dimensions – personality questionnaire

• Elements – suite of ability assessments

• Aspects – portfolio of competency and ability assessments for frontline, high volume recruitment

• Drives – motivational questionnaire

• MultiView – 360o feedback

• Branding• Competency design• Mapped to competency frameworks• Validation studies

Training

Consultancy

• BPS accredited training• Development programmes• HR skills• Personal effectiveness courses• Assessment masterclasses

• Recruitment assessment• Talent assessment & benchmarking• Assessment process evaluation• ROI analysis

Agenda

1. Common challenges in volume recruitment

2. Operation Postman/woman

3. Creating the funnel

Common challenges in volume recruitment 1

The vicious circle

What are the challenges?

of volume recruiters are37%

knowingly hiring the wrong people!!

My biggest challenge is

finding the right people

62%

“ “

What are the challenges?

Customer focused

Comfortable up-selling

Only 12%

40% 37%

What are you looking for?

What are the challenges?

providing a positive candidate experience

for each applicant

29%think thechallenge is

What are the challenges?

Make the goal for 2014 to be the‘Year of the applicant’

Head of Recruitment?

Head ofRejection?

or

OperationPostman/woman2

The challenge

• Sort & deliver 58 million items in the UK every day

• Operational roles to fill include postmen/women, drivers and processing roles

• Identify what ‘good’ looks like and provide the best possible service to customers

• 170,000 applicants for 10,000 roles annually

• Rejecting 160,000 applicants - provide a positive candidate experience for successful & unsuccessful applicants

• Seasonal variations

• Ensure buy-in with all stakeholders

Aspects Styles Competency Framework

Adaptability Influencing and Selling

Commercial Orientation Interpersonal Skills

Complex Thinking Planning and Organising

Creativity Resilience

Customer Orientation Resourcefulness

Decisiveness Stress Tolerance

Drive and Motivation Teamwork

Efficiency and Reliability Working with Data

Your mission: Identify what good looks like

Card sort exerciseIdentify what good looks like

• In tables review the postman/woman specification

• Use the cards provided to identify the competencies you think are required for the role

• Your aim is to identify six competencies critical to success in the role

Set up

The final postman/postwoman profile

Aspects Styles competencies• Teamwork

• Customer Orientation

• Planning and Organising

• Stress Tolerance

• Resilience

• Adaptability

Fillers• Interpersonal Skills

• Efficiency and Reliability

Aspects Ability assessment• Checking

• Numerical

• Verbal

Business impact

Findings – high scoring delivery employees

• Produce better quality work

• Work with speed and accuracy

• Are more resilient against stress

• Work well under pressure

• Adapt comfortably to change

• Focuses on providing a good service to customers

• Have a lower absence rate

Creating the funnel 3

Common pitfalls

• Not enough stages

• Too many stages

• Too many people at expensive stages

• Process is too long

• ‘Good’ people not coming out the end

• Applicants being treated badly

Funnel exerciseDesign a high volume process

• Create your own funnel (170,000 > 10,000)

• Use the cards & white boards provided

• Think about the benefits

• Keep in mind the objectives required by Speedy Mail

• No right or wrong!

The postman/woman process

Assessment Number of people assessed annually

Killer questions 170,000 (30% sift)

CV sift 119,000 (30% sift)

Ability assessment 83,300 (30% sift)

Aspects Styles competency sift 58,310 (30% sift)

Telephone interview using Interview Guide 40,817 (50% sift)

Face-to-face interview 20,408 (50% sift)

Offer 10,204

Benefits of this process

• Efficient and streamlined process

• Fair

• Great candidate experience

• Robust, reliable and valid assessments using cutting-edge technology

• Interviews supported by competency-based interview guide

• Good candidates hired, increased tenure and appeased line managers

Example Aspects Ability question

+44(0)1844 218980 info@talentqgroup.com www.talentqgroup.com