e-assessment: the india context and employers and employee expectations
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e-Assessment: The India context and employers and employee expectations. Assess. Hire. Hariharan S Raman. What’s keeping employers around the world up all night?. Having the “Right People” in the “Right Place” doing the “Right Things ”. Challenges for India. - PowerPoint PPT PresentationTRANSCRIPT
e-Assessment: The India context and employers and employee expectations
Assess Hire
Hariharan S Raman
What’s keeping employers around the worldup all night?
Having the “Right People”
in the “Right Place”
doing the “Right Things”
Challenges for India
The global talent crunch escalates daily in India
• Inexperienced line managers impacting retention efforts
• Insufficiently experienced people coming out of the business schools
• General lack of people coming out of schools with basic skills
HighTurnover
Internal Mobility
Recruitment / Staffing is Challenging
Standard Process
HighTurnover
Quality of Hire
Shortage of suitable Talent
Training Effectiveness
Global Operations
Employee Performance
Cost Of Hire
Employer’s Expectation from e-Assessment
• Assessing the right talent
• Reduction in recruitment time
• Increase in recruiter productivity
• Reduction in advertising cost
• Improvement in attrition rate
• Tailor Made
• Ever Evolving
Voice of Employee
• Simple • Concise • Relevant• Appealing • Exciting• Fairness• Feedback• Recommendation
Challenges in the Indian Context…
• Awareness• Trained/ Certified professionals• Acceptability (Mind Set)• Language• Reliability (identification of the right tool)• Relevance• Cost
E-Assessment tools used by Manpower
• Career Harmony• Thomas Profiling• Lingua Tool• Tele Skill• Ultra Dex• Ultra Skill• SHL
Case Studies
In the US with Ford Percepta
Requirement:
Provide an efficient and fair on-line assessment solution for a US customer service call center.
Aim to improve retention and improve quality of employees.
• Over 2,500 candidates processed
• Turnover halved - down from 52% to 25%
• Highly valid assessment – true validity of r=0.45 for Percepta criteria
• Increase in trainee quality
• No adverse impact for gender, race or age.
Requirement:
Implement assessment solution in customer service call centers in 11 countries across the Asia Pacific region to reduce staff turnover and improve staff quality
Across Asia with Federal Express
Federal Express
Financial Returns for Testing CRs Financial gain per person hired per year on the job
Difference between validity of
old and new method
40% of mean salary for that
group
Average score on employment procedure of those hired (in z
form) as compared to the general applicant pool
X X=
=
=
2.05XX $ 7620 0.31
$4842.51
(Formula from Schmidt & Hunter, 1998)
• 15% to 25% improvement in employee performance
• $4,842.51 ROI (net savings) per person per annum
• 900 people in Call Centers
• $4.3 Million ROI
(net savings) per annum
Across Europe with IBM
Requirement:
Establish process for recruiting multilingual contact centre support staff in 11 languages from across Europe to work in Scotland.
Aim to improve retention and improve efficiency of recruitment process.
• 40% reduction in recruitment time• 35% increase in recruiter productivity• 69% reduction in advertising costs• Improvement in attrition rate (3 month
staff turnover was eliminated)• Increase in Customer acceptance of
candidates sent by Manpower• Customer reliance on Manpower’s
referrals.
Across Europe with Xerox
Requirement:
Provide an efficient cross border on-line assessment solution in 11 languages for Manpower’s recruitment services to Xerox Europe's Customer Service Centre in Ireland.
Aim to improve the efficiency of recruitment and retention.
• Reduced time to hire
• Improved conversion rate from 33% to 75% hired at final interview
• Acceptance ratio gone from 80% - 100% due to improved candidate experience
• Increase in the number of hired - Total number of starters increased by 100% based on figures for 2004 v 2005
• Improved retention since the implementation of Career Harmony - only 2 leavers since introduction
• Reduced advertising expense due to database management tool
The Globe is awakening to the usage of e-assessment tools and in the next 5 years India will be a big practitioner of e-assessment
Candidate assessment at Manpower
• Thomas Profiling
- for Consultant to Asst. managers
- Assessed on parameters like dominance, steadiness, influence, compliance
- Feedback on area of development
- Not a rejection criteria
Tele Skill – Voice processUltra Skill – Non Voice Process
Candidate assessment at Manpower
Candidate assessment at Manpower
• SHL
- for managers and above
- Assessed on parameters like achieving, controlling, forward looking, conscientious, caring, democratic, optimistic, competitive, adaptable, decisive, evaluative etc.
- Used for development of the individual
- Not a rejection criteria