Slides from the live webinar "Flirting with Top Talent" from cut-e. Dr Craig Haas discussed Realistic Scenario Based Tools and how they have helped companies such as easyJet & Sunglass Hut to boost job applicants numbers whilst improving applicant quality.

1. www.cut-e.com
sample graphics
cut-e Talent Talks
Flirting with Top Talent
Innovative ways to attract, engage and select talent
using realistic scenario based tools
3rd December, 2014
With Dr. Craig Haas, cut-e
SVP Professional Services USA
www.cut-e.com

2. www.cut-e.com
If you can’t hear us
Make sure you’ve selected “mic and speakers”
• If you can’t hear:
– Click on ‘test’ next to mic & speakers
– Check your volume is turned up, not muted
• If you still can’t hear:
– Select telephone & dial in to the teleconference
– Still can’t hear? Contact us via chat/question function
Please note that all participants will be muted during the webinar to reduce background noise…

3. www.cut-e.com
Agenda
Case Study:
Harvey’s
Furniture
Example :
Rolls-Royce
What are
SJQs
From the
candidate
perspective
RJP Case
Study:
easyJet
Examples:
Sunglass
Hut
What are
Realistic
Job
Previews
Quality of
Applicants
& Hires
Intro to
cut-e

4. www.cut-e.com
Candidates
from over
70
countries
Tests Available
in
40
languages
28
Offices
Worldwide
Over
50
Online
assessment
tools
Over
300
Integrations
with HRMS
cut-e Worldwide

5. www.cut-e.com
Poll – Next Leap in Talent Mgmt.
Which statement best describes your firm’s biggest talent
challenge with staffing in high volume hiring contexts?
 Quality of Applicants
 Quality of Hires
 Churn of Recent Hires
 Other

6. www.cut-e.com
Staffing in High Volume
Hiring Contexts

7. Seem Familiar?
Organisations often have challenges with
www.cut-e.com
 Quality of Applicants (Talent Attraction)
 Quality of Hire (Employee Selection)

8. Word of Mouth
Social Media
Search Engines
www.cut-e.com
Talent Attraction -
Think Outside of the Funnel
Careers Website
Visitors
Applicant Tracking System
Selection
Process
Consumer Brand
Employer Brand
Job Boards
Job
Hunters
(Active)
Web
Surfers
(Passive)

9. www.cut-e.com
Poll – Talent Attraction
Which statement best describes your Careers website?
Visitors come to our Careers page because they
 Find it fun and engaging and are likely to refer others to it
 Like our professional videos & narrative about our company
 Are drawn to our strong brand, so they search for jobs to apply to
 Directed by a job posting to our online job application
Which Careers Page do you think Passive Candidates are more likely to visit?

10. www.cut-e.com
Let’s Face It Most Careers
Websites are Boring & Ineffective !
•Why?
 Boring - Passive Candidates are not looking for jobs. Is anything on
your Careers site Attractive (Fun) and/or Sticky (engaging they to play)?
 Ineffective - The careers site doesn’t provide the information
needed for candidates to select themselves out of the process
before they clog your funnel.

11. www.cut-e.com
So how do we attract the candidates
who are passive and/or preferred?

12. FLIRT ;) It Is Time to Start Flirting with Top Talent!
www.cut-e.com
So how do we attract the candidates
who are passive and/or preferred?
It Is Time to Start Flirting with Top Talent!

13. www.cut-e.com
My Operational Definition of Flirting
There are many definitions of
Flirting, but the one I like best is:
Flirting is
“To show superficial or casual
interest in someone or something”.

14. www.cut-e.com
Sample slide
for a screenshot with text
Your teammates are not having a good day and energy is flat in the store.
At Sunglass Hut we like to inspire and motivate each other, so what would you do?
Flirting is
“To show superficial or casual interest in someone or something”.
Description of the screenshot
A. Set some clear goals for the team to challenge them
B. Remind your teammates of a time when they were successful to build their confidence
C. Buy your teammates a coffee or sugar hit to boost their energy
Does Your Careers
Website Do This?
• Engage Visitors in a Fun
Two-way Flirtation
• Attract Passive
Candidates to Your
Careers Website
• Teach Visitors About Your
Values Through Games
• Help Visitors Self-Identify
if They Are a Good Fit @
Your Firm
• Encourage Great Fits
to Apply Now?

15. A Realistic Job Preview questionnaire is a short, anonymous scenario-based game that shows
them what a day in the life view of what it might be like to work in the role that they are applying for!
www.cut-e.com
Realistic Job Preview
Benefits for the client?
 Interactive & fun
 Employment brand
 Educates visitors about their
suitability for your culture & job role
 Encourages those aligned to apply
 Highlights pros/cons of culture & job
 Sets realistic work expectations
 Increase likely suitability & tenure of
those who do apply

16. www.cut-e.com
RJP from the candidates perspective
 Applicants like the experience of learning about the job and the
company culture before applying for the role
 They love the flirting / gamification elements
 They want to work for a brand that is modern, fun and engaging
 They thinks it’s great that RJPs work on mobile devices and tablets

17. www.cut-e.com
Example RJP Launch Page
Launch Page
 Needs to be
informative
 Show off the
company brand
 Entice & engage
the candidate

18. www.cut-e.com
Example Scenario
Scenario page
Gives you (visitor) a
 sense of a day in the
life of working at the
firm
 Good indication of
what will be involved
in their role
 View of the company
values in action

19. www.cut-e.com
Example Feedback Page
Instant Feedback
After each question the tool
gives you instant feedback
describing
 the realities (pros/cons)
of the job
 The firm’s culture / values
 Then encourages you to
think about how this would
suit you

20. www.cut-e.com
Example Feedback Page
Apply Now
Summary Results Page
 Gives you positive feedback
 If great fit tells you so and
encourages you to Apply Now
 If not a great fit,
 Still positive message
 Encourages you to think
about how working at
company would suit you

21. www.cut-e.com
Poll – RJP ?
Does your firm have a high volume recruitment
job that many applicants don’t really understand the job
and probably wouldn’t apply if they did?
 Yes
 No

22. www.cut-e.com
Case Study - easyJet
Realistic Job Previews (RJP’s)
easyJet’s Ambition:
 Screen large #s using unsupervised assessments
 Create a consistent, quality candidate experience
 Reduce costs with effective selection process
It Should Also Improve
 Employer brand across Europe
 Quality of people recruited
 Assessment to hire ratios
 Post-hire performance metrics

23. www.cut-e.com
easyJet – Try Before You Fly!
•What is it?
 Interactive and fun
 Learning experience with live feedback
 Informs candidates about suitability for role
 Encourages those that are aligned to client
culture and values
 Suitable for visitors to share via social media
 Quick and easy to complete
 Nice for expressing your brand and
Employer Value Proposition

24. www.cut-e.com
The Results! Cabin Crew

25. www.cut-e.com
easyJet – Try Before You Fly!
Why implement it?
 Enjoyable and engaging candidate experience
 27,000 per month participate
 Sets realistic expectations
 Allows visitors to self-select out
 7,000 per month apply (higher applicant quality)
 Saves time and resources
 39% improvement in Interview to Hire Ratio

26. www.cut-e.com
What Else Are They Doing?
To create the most efficient
selection process, easyJet….
 Introduced online questionnaires pre application (RJP)
 Introduced online aptitude tests
 Created & validated a Cabin Crew Situational Judgement
Questionnaire (SJQ)
 Candidates who progress attend an onsite in-depth interview and
assessment centre.
Improved quality of hire – the ‘super’ candidates get hired

27. www.cut-e.com
The Results! Cabin Crew
The impact of including more robust testing earlier in the process Year Over Year:
2010/2011 – 41% Conversion – Paper based testing at assessment
2011/2012 – 48% Conversion – Online ability test and SJQ testing
2012/2013 – 55% Conversion – Online ability test and SJQ & RJP testing
The improved model with better conversion rate required 586 less candidates at the onsite in-depth
interview and assessment centre stage, and it achieved the same number of successful candidates at
interview, Improving the Quality of Hire More Efficiently.
Cost saving 135,000 Euro ($170,000) saved just on interview staff cost
29% improvement in promoting to cabin manager from new group hired

28. www.cut-e.com
Post Application
Improving the Quality of Hire

29. www.cut-e.com
Situational Judgement
Questionnaires (SJQ)
 Best for Screening - Used early on in the recruitment process (high volume context rich tools)
 Job Specific Scenarios - Designed and validated for a specific job in a specific organisation
 Valid & Fair - There is strong evidence of validity and fairness of SJQs in wider research literature
 Applicants Like SJQs - Candidates like SJQs since their relevance to the job applied for is clear
How it works:
 Real-life – real work situations presented, then asks what would you do if faced with this situation?
 Ratings - Applicants rate appropriateness of proposed possible actions
 Scoring - Responses are compared to the answers by 'subject matter experts' in the role
 Overall Fit Score - The overall job fit score is used for sifting out poor-fit candidates

30. www.cut-e.com
SJQ Example Rolls-Royce
University Graduates
You are reviewing a technical report for a
colleague. You find one section of the
report particularly hard to understand.
What do you do next?
Please weight your preferred “response” or “responses”:
Ask the colleague who wrote the report to explain the section to you
Do some online research about that section of the report
Ask your manager to give their view on that section of the report
Max. 6 points to distribute:

31. www.cut-e.com
SJQ Example - Retail

32. www.cut-e.com
Situational Judgement
Questionnaires
The cut-e SJQ: why use one?
 Efficiency: Screen a high volume of candidates at an early stage of the process
 Quality: Highly predictive of future performance
 Engagement: Manage candidate expectations of the role with realistic job
previews
 Security: cut-e unique scoring method generates a ‘scoring key’ that is hard to
guess
 Fairness: Negligible group differences found for SJQs, meaning that those that
complete the assessment are operating on a level playing field

33. www.cut-e.com
easyJet feedback
Ruth Spalding, Resourcing Manager at easyJet:
“The Situational Judgement Questionnaire has been developed
for us by cut-e and takes into account how we at easyJet want our
cabin crew to act – and react – in their role.”
ROI: In addition to it helping them select likely top performers for
the Cabin Crew Roles, they also had a 29% increase in ability to
promote new hires to Cabin Managers when SJQ added to the
selection process.

34. www.cut-e.com
SJQ

35. www.cut-e.com
Shapes Personality Questionnaire
Competency Reporting
 Results reported in terms of
your competency model
 Assessing a candidate’s
potential to demonstrate your
key job behaviours / values
 Includes tailored
competency-based interview
guide for in-depth interviews

36. www.cut-e.com
ROI of SJQs & Shapes
in Retail Sector
Harvey’s Furniture:
Sales Advisors
Both SJQ and shapes
(personality) questionnaire
have a strong and significant
relationship with job
performance in the Sales
Advisor Role.
Overall, there was a 14%
sales gain in new hires, or a
gain of €9,500 ($14,500) per
employee.

37. www.cut-e.com
Imagine the Power of
Combining These Assessments
Overview - The overall solution is broken down into three key components:
Realistic Job Preview (RJP) Situational Judgement
Questionnaire (SJQ)
Personality assessment
and Customised
competency based reports
1. RJP : A tool to communicate the important aspects of the job prior to candidate application to the role and assess
whether candidates are likely to be a good fit for the role and the environment. An RJP helps candidates to self select
in or out of applying for a role at sunglass hut.
2. SJQ: A tool used to assess an individual’s judgement required for solving problems and situations encountered in
your workplace. Ideally used in high volume recruitment. Based on a match fit score, an SJQ helps screen out low fit
candidates to sunglass hut.
3. shapes personality questionnaire (customized competency report): A competency based report assessing a
candidate’s potential to demonstrate your key behaviours and values on the job. This report includes tailored
competency based interview questions useful at the later stages of your selection process.

38. Potential candidates complete RJP & receive automated feedback
on their cultural fit
www.cut-e.com
How do the assessments
fit into the overall process?
Candidates complete RJP
Assessment Centre Stage*
Final In-Depth Interview
Final Decision
At interview, customised shapes reports provide tailored
competency based interview questions
Candidates complete application form
Candidates complete SJQ & Shapes
Unsuccessful candidates screened out at Application form stage
Total online assessment time required is less than 30 minutes
Candidates who are a good/great match to job role invited to
Assessment Centre * (optional stage in process)
Confidently select best fit candidates for roles

39. www.cut-e.com
Why are we recommending
these assessments?
These assessments are:
 innovative
 brand building
 Fun and engaging
 validated against ideal behaviour in your organization
 mapped to your competency and values model
 improve efficiency and ROI

40. Thank you for your time today.
If you or any of your colleagues would like a copy of the slides from
www.cut-e.com
today’s webinar, please email Daniel.Lawlor@cut-e.com.
With Dr. Craig Haas, cut-e
US Professional Services Director