innovative talent assessment solutions for retail ... · innovative talent assessment solutions for...
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Innovative talentassessment solutions for
Retail &HospitalityIdentifying the people to grow your organisationand deliver business results
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Meeting the key
retail & hospitality
talent challenges
The fast-moving, customer-driven retail and hospitality industries havevery specific attributes:
Hiring is fast – the best candidates need to be identified, engaged andrecruited quickly.
Talent teams are small, efficient and highly expert, and need to support localhiring teams to make hiring decisions.
All applicants are potential customers – candidates, both successful andunsuccessful, must feel they have been treated fairly.
Many roles are service-oriented and client-facing with a direct sales andrevenue impact – making early identification of such skills and aptitude crucialduring selection.
We know how these very specific sector characteristics impact on talentdecisions. We draw on our industry experience and range of cutting-edge,robust psychometric assessments to help clients design more efficientscreening, hiring and development processes. These processes identify andengage the most suitable talent early and inform the development of leaders forthe future.
Our retail and hospitality clients look for:
Assessments with proven capability in screening and selecting.
Evidence of value-add and business impact.
A reliable set of objectives, activities and processes that can be used toensure accurate benchmarking and comparison.
An online, cloud-based and mobile range of assessments enabling anytime,anywhere application by candidates.
A product portfolio of short, highly valid and powerful psychometricinstruments, appropriate for the candidates being assessed and branded withthe company’s corporate identity.
A broad availability of test languages and global support wherever they need it.
A combination of business, technology and psychometric expertise with atrack record of making real business impact.
Demonstrated success of seamless integration with current ATS and HRIS systemsto provide real-time assessment data for data analytics. Making assess mentdata not only useful for screening but also for development post-hire.
cut-e is the preferred partner for many companies in the retail and hospitalitysectors.
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More than assessments:
a tailored solution for your business
A solid, sustainable and valid attraction, recruitment and engagement processis more than just the tools you choose to deploy. You need to understand howthe assessments fit together, the role they play in giving you betterinformation and where you can optimise their use.
We can work with you, as we have with numerous other companiesacross the retail and hospitality industries, to:
Define or refine the competencies needed for your roles.
Map our tests and tools onto these competencies and, where necessary,propose or create alternative assessments.
Customise our assessments so that your own corporate identity is reflected.
Outline the process and candidate flow through the selection processlooking at cut-off scores and expected numbers of applicants progressingthrough the stages.
Carry out pilot or trial phases to enable adjustment to the process – and todemonstrate the efficacy of the approach.
Integrate with your current ATS or HRIS system.
Review the entire selection process and how this is giving you the benefitsyou expect and require.
Analyse your data and create your own internal benchmarks – as well asproviding access to all our normative data sets.
Support you as you report to your senior management team or board.
Share our global and regional experience, latest trends and currentresearch – which is shaping the world of assessment.
Those making use of cut-e assessments
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Identifying, hiring
and developing
sales stars
Whether you’re looking to hire better salespeople to increase revenue per head,want to retain great performers in the business for longer or build leaders forthe future, we believe getting the best results is about:
Knowing what characteristics and attributes make for success in your organisation.
Attracting talent that best suits your organisation and culture.
Spotting great applicants early in the recruitment process, so you focus efforton the best people for your business.
Treating candidates as you would like to be treated – whether they aresuccessful or unsuccessful.
Aligning and communicating your brand, culture and values with yourselection and development activities.
Recognising that keeping hold of talented people for longer has significantfinancial value.
Understanding what your business needs in the future – and developing andrecruiting with this in mind.
Harveys furniture (Steinhoff Group) – Sales gainof 14% from new hires after introducing cut-e'sbehavioural styles assessment and situationaljudgement tool – an increase of €9,500 per employeeper annum.
Dell – Revenue increase of 36% and profitincrease of 42% after introducing cut-e'sbehavioural styles assessment and a riskmanagement interview with new sales hires.
Luxottica / Sunglass Hut – Reduction in time-to-hire by over 40%, and an increase in salesper hour by 12.5% after deploying a cut-ecustomised situational judgement tool andpersonality questionnaire.
“Introducing the cut-e assessments into the retail associateapplication has given us a way to identify the best applicants and tothen appoint them quicker, saving time and ensuring our retailoutlets are fully staffed sooner.”
Mr Scott Schroeder, Director for Talent Acquisition at Luxottica Retail Australia
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Talent strategies to
win and develop the people for your business
Your talent strategy links the dots between current vacancies and applicants onthe one hand and processes in place on the other, to realise the potentialneeded to address the future direction and challenges. Organisations areincreasingly keen to:
Gain actionable insights through talent analytics. cut-e helps companiesunderstand the best predictors of success for a business, culture or role.
Find and validate the key differentiators and indicators of future success. Atcut-e we are passionate about psychometrics and harnessing all they canoffer for our clients.
du – Identified strong business function candidateswhose values aligned with those of du by usingRealistic Job Previews and Situational JudgementQuestionnaires as part of the initial screening andself-assessment. Verbal, numerical and logicalreasoning test data integrates with its ATS.
Morrisons – Efficient assessment of head office rolescombining standardised assessments with customisedreports for both recruitment and development.
Elkjøp – Able to identify and appoint those applicantswith highest sales potential. Predictive analysis hadshown that the best salespeople contribute 50%more to store revenue and with nearly 900 new hiresper year, this has a significant impact.
“I can strongly recommend cut-e as a recruiting tool. We will not hireanyone without using this in the future.”
Managing Director of 4 Elkjøp franchise stores in Bergen, Norway
Identifying your
best performers – now and in the future
Attracting the right people to work for your company can make all the difference to yourbusiness. You have your own definitions of success and you know how you operate and whatreflects your brand.
Many leading organisations now give potential employees an insight into the job and what theyvalue as a company, even before candidates apply. This allows candidates to understand theorganisation and role more fully and gives them the chance to decide whether or not they are agood fit before submitting an application. Allowing candidates to do this reduces dropout in therecruitment process and in the early stages of the role, as candidates have a clearerunderstanding of the role and how they will fit into the organisation. We help companies to:
Focus on what really makes the difference to success in their business and within specific jobs,allowing them to focus on competencies and skills that are linked to success.
Build high-quality, engaged talent pools from which to recruit when needed.
Grow talent from within – developing internal talent pools by understanding the skills neededto identify and develop future leaders
Dubai Duty Free – Staffed a new concourse entirely from acandidate talent pool developed over 18 months. The pool was built tobe accessed on demand. Online assessments focused attention onspecific skills and structured initial interviews.
Burger King – Identified those with the skills and competencies tobecome future leaders by benchmarking candidates for its LeadershipDevelopment Programme against the defined personalitycharacteristics and skills.
“Since adopting cut-e’s online assessment tools, we’ve been able to save significanttime and resource in identifying the right people for our company.”
Mr Nic Bruwer, Vice President of Human Resources at Dubai Duty Free
“The value of introducing the cut-e assessments into our Leadership DevelopmentProgramme selection process within EMEA is clear. We are able to focus ourattention on selecting only those with the best fit to our quite specific and definedcharacteristics.”
Ms Lauri Hulsbergen, Director of People, Communications & IT for EMEA at Burger King
Maximising process efficiency
and talent expertise
A central talent function that really adds value is one that works with intelligent partners thatprovide talent analytics, technical solutions and operational know-how. When working with us,you will be able to:
Efficiently process a high volume of applicants, screen for candidates most likely to succeed in therole and fit in with the organisation’s culture.
Define a streamlined hiring process. One that is ‘resource light’ but still provides relevantinformation and insights to the business.
Integrate your assessment data easily with your HRIS.
Access assessments across a wide range of languages.
Set central recruitment guidelines that enable local decision-making about hires, on site and undertime pressure.
Make fast, informed decisions leading to quality hires.
easyJet – Improved conversion of ‘assessment centre attendees’ to‘successful hire’ from 41% to 54% over a period of 4 years, savingover £100k.
Dubai Duty Free – Reduction in time to identify 50 suitablecandidates from 8.5 days to just 0.5 day. Leading to considerableannual savings due to improved interview success rate.
Volksfürsorge / Generali – More efficient, accurate and scalablebest-practice process created and deployed across regional decisionmakers. Based on the sales competency profile of behavioural andattitudinal strengths and risks, candidates were assessed using anumber of cut-e tests the results of which fed into its HR informationsystem.
“The fact that the cut-e process can be carried out and administered autonomouslyby our 350 plus field service managers helps us make good use of our HR time byfocussing them on the qualitative support for managers. This makes it profitable forall parties involved.”
Marius Grindemann, Personnel Development for Sales at Volksfürsorge / Generali
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Engaging with your
target group
Clients tell us how important it is to talk the right language. Employer brandingis critical for companies in the retail and hospitality industries where applicantsare often current and future customers. Companies need to be able to combinetechnology and expertise to meet the needs of the industry. We know that:
The shift in applicant use of technology needs to be reflected in therecruitment process. Candidates want to use a range of online and mobile-enabled assessments, capable of being completed anywhere combined withtraditional, face-to-face CV drops that take place in stores, hotels, etc.
Applicants need to understand the role they are applying for. Customisableand adaptable tools such as Situational Judgement Questionnaires andRealistic Job Previews are excellent tools to educate candidates on thecompany and role.
Both successful and unsuccessful applicants can be customers of yourorganisation, as such all applicants need to have an excellent user experienceand take away a positive impression of the company.
Telefónica / O2 – Enhanced the attractiveness of its‘proposition’ to potential employees to recruitcandidates who are better suited to the O2 culture.Even for those not selected, positive brand messageswere delivered to potential customers.
Jurys Inn / Amaris Hospitality – Implementationof a newly developed talent strategy using a values-based model. Model was applied across the newgraduate selection assessment centres, the deputygeneral manager development centres and thescreening of applications for front line roles.
Parks and Resorts – Able to predict cultural ‘bestfit’ and motivation in its candidates. Combined arange of cut-e tests with bespoke SituationalJudgement Questionnaires tailored to the corporate‘look and feel’ including specific park examples.
Your people reflect your brand:
assessing behaviour for
specific situations
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Offering an insight into the job itself – ideal forthose new to the sector or your organisation
You want to make sure that your candidates know the type of work they’ll bedoing when they join you and what you, as a company, expect. Help them byoffering a Realistic Job Preview (RJP) early in the application process so that youknow those who choose to apply have a better understanding of the role andare less likely to leave the recruitment process or job shortly after hire.
easyJet – With its ‘Try before you Fly’ RJP andonline assessment, easyJet now focuses on the mostsuitable candidates earlier in selection. Unsuitablecandidates realise the role is not for them evenbefore they apply by seeing a day in the life of therole.
RJP Sunglass Hut
RJP easyJet
RJP Parks and Resorts
Your people reflect your brand: understand howapplicants will approach your specific scenarios – ideal forcustomer-facing roles
Every business is different with different challenges and a different approach to managingsituations. So, it’s important to know how each of your candidates will handle and manage thosechallenges and situations.
A bespoke Situational Judgement Questionnaire (SJQ) looks at specific real-life situations thatyour employees face with the scoring reflecting how these situations are best managed. Ideal forthose in customer-facing roles, Situational Judgement Questionnaires add a further dimension toability and personality assessment.
cut-e is an expert in developing context-specific questionnaires using robust psychometrics toensure that you measure what really matters in your business.
SJQ Telefónica / O2
SJQ Dixons Carphone
SJQ Sunglass Hutmobile
Measuring
what matters per job and level
What makes your people great?
You know that your high performers and sales ‘stars’have a blend of the right personality traits, skills andattitudes for your business. But what are the specificingredients that make this blend; what are theattributes that you should look for in new applicants?
We can help you identify the characteristics that yourpeople need to succeed in your organisation, and thensignpost you to the right tool from our range ofpersonality questionnaires shapes. Recognising thevery specific language and competencies of thoseworking in a sales environment or with direct customercontact, shapes sales reflects this in its item format.shapes basic is designed for those working in a more technical area, so it is suitable for selectingapprentices, specialists and service professionals.
Volkswagen – Recruited great salespeople using a bespoke memorytest. Short-term memory has a high correlation with sales performancefor shop floor salespeople. Adapting the scales fan short-term memorytest by adding in faces and names of different VW car makes, the testhad a high face validity with applicants, was on brand and appealed toenthusiasts with the right skills.
Assess numeracy and verbal skills quickly and objectively
You will no doubt want to check on the numeracy andverbal skills required of applicants to be sure they meetthe job requirements – whatever the level.
scales eql, our short online numerical test, measuresbasic arithmetic skills.
scales numerical consumer measures the ability todraw logical conclusions from numerical informationpresented in tables and charts. It uses language andnumerical situations more suited to senior roles in aconsumer environment.
scales verbal consumer measures the ability to draw logical conclusions from complex verbalinformation.
All scales tests are built by an item generator during run-time. This means that each test isdifferent and this helps prevent cheating. scales tests can be completed without the need forsupervision in 7–17 minutes.
scales numerical consumer
shapes
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Check on the willingness to follow the rules –ideal for compliance or safety-conscious roles
For some roles, there is a strong needto be cautious, compliant and to actwith integrity, perhaps whereappliances or heavy machinery areused or where safety is a keyconcern.
For these roles, consider our squaresassessment measuringcounterproductive work behaviour toprovide valuable information whenmaking selection decisions.
Coop Norge – Better informed selection decisionsmade by using the Safety Score generated from thesquares ‘safety report’ for those working in itswarehouses and using heavy and light machinery.
Assess the ability to multitask – for those incustomer service or call centres
Inevitably, the fast-moving environments of retailand hospitality mean that the ability to multitaskand perform several tasks simultaneously is often akey skill.
scales mt and scales mt-sales measure this abilityand, due to the structure, the gradient ofmultitasking performance can also be measured.The test taker needs to solve multiple tasks at thesame time. As each test is generated by an itemgenerator at run-time, cheating through answersharing is eliminated and so the test can beadministered online and unsupervised.
scales mt Vodafone
squares
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Integratewith your
ATS or HRIS software
You may already have a great talent management system in place that reallyworks for you when managing applications, scheduling processes or analysingdata. Or perhaps you are currently looking for a system to support theseoperational aspects of your recruitment. Either way, you’ll no doubt want anassessment system to integrate with this, so you are storing and accessinginformation in one system.
We have worked with dozens of talent management system providers acrossscores of such integrations – and we know exactly how to do this seamlessly.
cut-e is a world leader in the design and implementation of innovative onlinetests and questionnaires for recruitment, selection and development. cut-ehelps companies identify people with the right capabilities and cultural fit todeliver optimal business results. cut-e carries out over 7 million assessmentsper year in over 70 countries and 40 languages.
