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1、Sales Selection Tools,Development split up into high and low pass,18,Data Results OverviewPresented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who scored th
2、e highest,19,Data Results OverviewPresented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Measure of job performance (average for group),20,Development Study ResultsAll Sellers Combined (n=906),Bo
3、ttom Scorers on Tools (Bottom Third would be filtered out by Tools),Highest Scorers on Tools (Top Third of Passing Scores),Passing Scorers on Tools (Bottom two-thirds of Passing Scores),Performance on the tools strongly predicts performance on the job,21,Development Study ResultsAll Sales Leaders Co
4、mbined (n=290),Bottom Scorers on Tools (Bottom Third would be filtered out by Tools),Highest Scorers on Tools (Top Third of Passing Scores),Passing Scorers on Tools (Bottom two-thirds of Passing Scores),Performance on the tools strongly predicts performance on the job,22,Predictive: Higher tool perf
5、ormance = greater job performance (e.g., Percent to Goal, supervisor performance ratings) Stable: Consistent relationships Unbiased: Legally defensible,Key Findings Summary,See Appendix for Detailed Study Results for Each Phase/Division,23,Resulting Tools,Seller tools were developed specifically for
6、 each Division/Phase,One Leader tool was developed for all of each Phase combined,24,Resulting Tools,Seller tools were developed specifically for each division,One Leader tool was developed for all of Phase 2 combined,Process Impact,26,World-Class Hiring ProcessFiltering out the bottom candidates,27
7、,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1. Source,Recruitment: Meet Basic Qualifications,28,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1. Source,Online Assessment,Recruitment: Meet Basic Qualifications,Sellers only,29,World-Class Hi
8、ring ProcessFiltering out the bottom candidates,Process,Step,1. Source,Online Assessment,Recruitment: Meet Basic Qualifications,30,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1. Source,Online Assessment,Proctored Assessment,Recruitment: Meet Basic Qualifications,Tools
9、are expected to filter out the bottom 30% candidates,31,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1. Source,Online Assessment,Proctored Assessment,Recruitment: Meet Basic Qualifications,32,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.
10、Source,Online Assessment,Proctored Assessment,Recruitment: Meet Basic Qualifications,33,Process Impact,34,Process Impact,- 本资料来自 -,35,Process Impact,Tool Utilization,37,Tool Utilization,* Any candidate from a Starwood franchised property would be considered an external candidate,38,Tool Utilization,
11、* Any candidate from a Starwood franchised property would be considered an external candidate,39,Tool Utilization,* Any candidate from a Starwood franchised property would be considered an external candidate,40,Tool Utilization,* Any candidate from a Starwood franchised property would be considered
12、an external candidate,41,Utilization Parameters,Implementation Notes,43,Key RolesStrategic Partnership between HR and Sales,Champion and sustain tool usage Maintain a smooth process and volume flow Score interpretation filter and prioritize Support other properties as needed Setting Expectations “As
13、 part of our hiring process, we ask all candidates to complete an assessment that has been shown to be a strong predictor of success for this job.”,44,Assessment EnvironmentProctored Assessment Guidelines,Quiet, well-lit space with no interruptions Workstation with Internet access Calculator A way f
14、or the candidate to quickly contact someone e.g., technical problems, emergency, etc.,NOTE: Seller candidates are expected to complete the online assessment on their own (e.g., home, library, internet caf, etc.),45,English Language Notes,Systems training delivered to HR Champions Self-guided trainin
15、g materials for property HR (voice and print) Reference materials (presentations, FAQs, technical documentation) ePredix HelpDesk support (voice and email) Administrators website/management of candidate pool,- 本资料来自 -,46,HelpDesk Guidance,Internet problems are most commonly a local Internet issue, N
16、OT an ePredix system problem,Most Common HelpDesk Questions: Wrong URL/typos Forgotten usernames/passwords; need to reset access codes,47,Support Infrastructure,48,Phase 1 Champions,Common Situational Questions: Managing distant candidates; coordinating assessments for other properties Score interpretation/prioritization of candidates Communicating failing scores, especially internal candidates,* Habla Espaol,Appendix,Detailed Study Results for Each Phase/Division,50,Leader Results: PHAS
