Stijn De Groef, Swarovski - Stepping up our game plan to secure top talent
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Retail Talent Selection HR Tech, Amsterdam, October 24th Stijn De Groef
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Transcript of Stijn De Groef, Swarovski - Stepping up our game plan to secure top talent
Retail Talent Selection
HR Tech, Amsterdam, October 24thStijn De Groef
Agenda
Key Project Steps
Global Sales Consultant Profile
1
2
3
Online Assessment & Report4
Integration with Facebook5
The Process6
ROI, Learnings & Next Steps7
Our Challenge & Project goals
Our Challenge & Project Goals
Recruit the “best of the best” based on the target profile of a high performing sales consultant.
Increase retail staff retention.
Increase new hires sales performance.
Decrease of unnecessary recruitment and transaction costs.
Faster and better (quality) selection of best retail staff.
Moving from the traditional 4 Pillar Retail approach:
ProductPricePromotionPlace
…adding the critical 5th Pillar…
People!
Why CEB?
• Proven track record
• International presence
• A similar successful implementation in the US with proven ROI
Key Project Steps
Feb / March 2013
(UK/Korea)
Oct 2012 Nov / Dec 2012
Sept 2012
Global Sales Consultant Profile
Online AssessmentSituational judgement on 18 different/realistic scenarios
Assessment ReportSimple, easy to use
Candidate connects via Social Media
1. Candidate Attraction Campaign: The assessment is available in JPP, FB Retail tab, card holders @ stores, local career sites, etc.
2. Candidate Talent Bank:
Candidates take the assessment irrespectively of an availability of a vacancy
3. Proactive Recruitment Process:HR or Business (depending on local process) select ranked & pre-assessed candidates from talent bank as soon as a job vacancy appears
4. Initiation of Selection Process:CV request to long listed candidates. Telephone or Face2Face interview to short list.
5. Conclusion of selection process Screening of short list with final interviews by Business/HR (determined locally)
6. Job Offer
From Attraction to Hire…the process in practice
Usage & ROI…UK
3.202 applicants as of RTS
launch (Feb end)
On avg 32,5% screened out
automatically by RTS
On avg 34,4% scores in high
end of distribution rank (75th-
100th)
100% of hirings via RTS 78
persons (Feb-Jun)
Total no of departures 80 -
0% coming from RTS
The ‘best of the best’ are
selected - on avg 2,9% is
hired out of total applications
Feb Mar Apr May Jun
Applicants Total 1156 966 388 361 331
Screened Out 397 344 120 107 106
Low rank (pass) 86 72 33 33 21
Medium rank (50%-75%) 283 216 104 98 85
High rank (75%-100%) 390 334 131 123 119
Hires 24 15 5 11 23
% Hires Vs Total Applicants 2% 1.5% 1.2% 3% 6.9%
So all good...? No bad & ugly?Let’s look at some learnings...
Usage & ROI…Korea
538 applicants as of RTS launch
(End Mar)
On avg 19,1% screened out
automatically by RTS
On avg 25,9% scores in high end
of distribution rank (75th-100th)
Total no of hirings via RTS 26
persons (Mar-Jun)
26,9% of above hirings left in
<3 months
46% of total vacancies were
hired via RTS
On avg 5% is hired out of total
applications
Mar Apr May Jun
Applicants Total* 68 114 133 226
Screened Out 10 25 29 39
Low rank (pass) 17 38 43 60
Medium rank (50%-75%) 14 27 18 43
High rank (75%-100%) 16 24 43 59
Hires 2 9 9 6
% Hires Vs Total Applicants 2.9% 7.8% 6.9% 2.6%
Germany (end Dec 2013)
France (beg Dec 2013)
Italy (end Dec 2013)
China (end Feb 2014)
Roll-out – next steps
