Startfolie 

ONLINE ASSESSMENT & EASYJET CASE STUDY

Delivering Process Efficiency & New Hire Productivity   

David Barrett, Managing Director, cut-e

David.barrett@cut-e.com  

Risky & Tricky Jobs !

Some Jobs People Make Risk !

Do you trust your judgment ?

Safe & Unsafe ?

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

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Who are cut-e Talent Solutions

- Design and implementation of online psychometric, competency based talent

assessment & development systems in 40 Asian & European languages

- Over 12 Million Candidates Per Annum Assessed

- Full suite of technical tests MS Office / IT / Call Center / Law / Accounting / Health

- Online self service video interviewing systems

- Full time consulting teams in 26 countries - London office on Chancery Lane

Professional advisory services provided for….....

- large scale recruitment, selection, retention, development, career management

- external and internal talent management systems & advisory

- individual assessments, assessment centers and development centers

• abilityScreening • personality

Selection

assessment

• 360Develo

pcapacit

y

• Culture values

align staff to corpor

ate values

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Expanding the Online Talent Toolbox

Psychometric Assessments

Ability tests

Personality questionnaires

Situational Judgement Questionnaires

Video Interview System

Skills / Knowledge Tests

cut-e

Online Assessment

Hub

Online Candidate Management

System

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Some Clients……

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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.

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Recruiting cabin crew, pilots and graduates at

easyJetAchieving process efficiency, quality of hire and

return on investment

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A.T.S. and Online Assessment Tools StrategyOur Ambition:

• To reduce costs whilst delivering a robust end-to-end attraction, selection and on-boarding process

• To improve awareness of the easyJet employer brand across Europe

• To introduce market leading, innovative and creative attraction, assessment and selection methodologies to enhance the quality of people recruited

• To create a consistent, quality, candidate experience

• To effectively screen large numbers using unsupervised online assessments

• To spend more quality time with those brought to final A/C

• To improve assessment to hire ratios and post-hire performance metrics

• Tools:

• RJP

• Situational Judgement Questionnaire

• Ability tests 12

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Today, we are Britain's BIGGEST airline & 4th in Europe!

Over

135airports

Over

30countries

Over

600routes

Over

8000employees

Over

60mpassengers

(p.a.)

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OUR BUSINESS IS GROWING

Source: full year report 2012 | * compared to 2011

+7.1% +27.9% +11.6%

In 2012,we flew

morepassengers*

In 2012,we made

more revenueper seat*

In 2012,we saw a

increase inProfit Before Tax

+8.2%

increase inprofit per seat*

58.4 million passengers £317 million

£4.81Profit Per Seat

£58.51 Revenue Per Seat

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Our on time performance (OTP) is best in class

Source: as measured byflightstats.com (rolling 12 months)

Share of flights leaving within 15min of scheduled departure

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And we’re proud to serve some of the most satisfied customers

Likelihood toRecommend *

FY 2

01

2

FY 2

01

1

FY 2

01

2

FY 2

01

1

79%

88%

79%

82%86%

43%

86%

Satisfactionwith

punctuality

Overall satisfaction

Source: Full Year Company Report FY11 / FY12GfK CSAT: H1 2010-11 (42,936) / H1 2011-12 (48,587)

* Based on asking easyJet customers who’ve flown with BA or Ryanair

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Our A.T.S. and Online Assessment Tools Strategy

Our Ambition:• To reduce costs whilst delivering a robust end-to-end attraction,

selection and on-boarding process to take many thousands of staff

• To improve awareness of the easyJet employer brand across Europe

• To introduce market leading, innovative and creative attraction, assessment and selection methodologies to enhance the quality of people recruited

• To create a consistent, quality, candidate experience• To effectively screen large numbers using unsupervised online

assessments and improve face to face assessment and decision making

• To spend more quality time with those brought to final A/C• To improve assessment to hire ratios and post-hire performance

metrics• Tools:

• RJP• Situational Judgement Questionnaire• Ability tests• Custom reports and interview guides

The process – an overview

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• Fully branded & informative site• Introduction of Taleo to manage online applications• Ensuring a smooth transition for applicants from point of

application

Cabin Crew Application Journey

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• Interactive and fun, learning experience for candidates

• Informs candidates of suitability for role

• Encourages those aligned with culture, values of easyJet to apply

Realistic Job

Preview

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Cabin Crew SJQ

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Cabin Crew – Verbal Assessment

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Full Oracle Taleo & cut-e Integration

• Introduced Taleo in January 2012 • Challenge to integrate testing results into the candidate

individual record to increase speed and consistency of the selection of candidates

• Introduced a combined rating for candidates by producing a ‘fit’ status

• Low ‘fit’ candidates removed from the process• Mid- high ‘fit’ candidates moved through to CV screen

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The results

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Year on Year outcome at Assessment centre for Cabin Crew

Year on year the assessment centre impact of including more robust testing earlier in the process became more visible:

2010/2011 41% conversion Paper based testing at Assessment

2011/2012 48% conversion Online ability and SJQ testing

2012/2013 55% conversion RJP, SJQ and online ability testing

The increase in conversions reduced the number of assessment centres to achieve the same number of successful candidates, improving the quality of hire.

The improved model required 586 less candidates at final a/c to reach correct quality of hire @ 185 GBP per candidate = 108,410 GBP saved just at A/C & Final Interviews – this does include screening process efficiency and candidate and assessor logistic costs

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Overall outcome achieved for Cabin Crew• Interactive and engaging candidate experience

• Creation of custom designed tools

• Selection model focuses on behaviour & culture fit

• Reduction in screening of applications & administrative activity

• Leaner & more efficient selection process

• Significant increase in onsite attendance to hire ratio than previous selection model

• Reduction in training failure

• Increase in performance in roles –

• Improved base feedback

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Pilots, cabin managers & graduates

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Pilots – First Officers - 2013

• First Officers complete a number of online assessments benchmarked against their peers (easyJet Pilot norm group)

• After screening, First Officers invited to attend AC

• Completed group, individual exercise & interview

• Assess key behaviours linked to success as a pilot

• Conversion rate at AC increased from 66% in 2012 to 71% in 2013

• Conversion rate at sim check increased from 67% to 75%

5% improved conversion at AC = Saving of £10,1508% increase through to sim =Saving of £9,750

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Custom Reports Against Role Competence Model To Indicate Risk Areas

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Role Specific Interview Guides

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Graduates - 2013

Function Number of graduates recruited

IT 2

Finance 3

People 1

Commercial, Marketing and

Europe

3

Operations 5

PMO 4

Total 18

Assessment centre data• Six assessment centres in total• Each assessment centre delivered the

required yield• Earliest completion of graduate

recruitment process in three years• Fewest number of assessment centres

run in a single campaign, despite recruiting more than previous years

• Positive feedback received from the business on assessment centre structure and delivery

Assessment Process• Graduates completed a number of

online assessments to identify strengths in verbal, numerical and inductive capability

• Outcome of online assessments determined next stage of process

• Graduates attended a 1 day assessment event measuring competencies aligning to easyJet leadership model

• Objective evaluation of behaviour & suitability

• Achieved improved conversion at assessment (25%)

Any questions?

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