Using psychometrics to creating efficiencies in the recruitment process and manage risk at point of selection or development. Understanding international best practice
in the context of UAE and GCC – Norms, languages and benchmarks. An insights into cut-e projects in the UAE in the energy, aviation, retail, banking sectors – a firsthand
view on creating human capital benefit with fair and cost efficient manner.
Making Psychometrics And Online Assessment Work In A UAE And GCC Context For Efficiency, Quality Of Hire And Fairness, David Barrett
1. cut-e Approach to Psychometrics
Effective use globally and in the UAE
Presented by David Barrett MD cut-e MENA
2. Agenda
•
Insight into what happens in reality when it comes to assessment in
selection and development
• What organisations should be doing
• Brief look at challenges facing UAE in the talent domain
• Who are cut-e and what we do – our solution
• Experience and case study with UAE clients - standards and norms
– Etihad - Dubai Duty Free – Dubai Airport – Dubai Petroluem
3. Could you purchase one of these for your
organisation without a business case ?
3
5. The Bottom Line: Retention & Performance
More Green & Less Red & Some Yellow
Performance
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
6. Validation Study – Hi Level
Define the Roles, Pilot Groups, Business – Performance Metric or KPI’s
Deployment of Likely Assessments To Trial Group
Evaluation of Data & Validation Against Performance Metric
Configure Role Assessment & Selection Models & Report Outputs
7. What Key Metric to improve?
Churn Rate
Appraisal Rating
Profit
Productivity
Retention
Revenue
Cost & speed to hire
Customer Ratings
8. UAE Current Position & Focus
– Improve selection and retention in hard to fill roles
– Improve management and leadership succession planning and talent development
i
– Deliver process efficiency for lower level roles,
– Move recruitment processes online to deliver process efficiency
– direct sourcing and less advert and agency spend
i
– Desire for greater science and evidence based approach - norms and languages
– Better logic of assessment of local candidates and in Emiratisation programmes
9. Who are Cut-e Talent Solutions
Integrated Screening & Assessment Solutions
Online psychometric &
Full suite of technical
Online automated video
competency assessment knowledge tests MS Office / interviewing systems
systems
IT / Call Centre / Aviation /
Accounting / Health
Professional talent process and legal advisory services on screening, assessment, development
Assessment platform with tools 40 Asian & European & Arabic languages
Over 7 Million Candidates Per Annum Assessed
Fully integrated with all ATS providers – Taleo / Lumesse (iGrasp)/ SAP e-recruit /eRecruit/ WCN
Full time consulting teams in 25 countries with UAE offices and team at JLT in Dubai with UAE norms
200 staff world wide – combination of Psychology , Technology , Talent & Recruitment Specialists
18. Some Correlation Results – Sales
Advisor
HI
A high score on the SJQ is
associated with a high
performance score
Cumulative
6-month
Total (Sales)
A low score on the SJQ is
associated with a low
performance score
L
O
W
L
O
W
SJQ test core
HI
19. Configure Assessment & Selection
/ Risk Models
Selection
Personality
Traits
Correlation Data
Ideal Profile
Values
Development
20. Example Assessment Output &
Report
•
A customised report for each role will become available to present the basis for interview
• Different Sections:
– Competency Fit
– Values Fit
– Interview &
Assessor Guide
24. 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.
25. Now for a little game – make a note of
which shapes you think reflects your
personality
33. What does a circle mean ?
• If you picked the circle
• Slightly crazy
• Propensity for car
jacking
• Likely addicted to
watching TV at too late
at night
40. Some Best Practice For UAE
• Etihad – Contact centres & tawteen
• Dubai Airport – Norms and English Language
• Omar K.Alesayi - easy to use reports
• Dubai Petroleum – easy to use reports
41. An Overview of our Solution
= Sourcing Speed & Secure Selection
Talent Pool Building / Sourcing /
Advertise / Agency
Online Application System
Online psychometric, skills,
language Assessments
Online Automated Video
Interview
Final In Depth Assessment &
Selection Process
Hiring Decision / Offer
A Cost Efficient, High Quality Process