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1、Sales Selection ToolsDevelopment & Implementation OverviewUpdated: June 23, 2006Implementation Partners:Organizational CapabilityGlobal SalesGlobal HR1ContentsOverviewToolDevelopment&StudyResultsProcessImpactToolUtilizationImplementationNotesAppendixOverview3Reduce the Time Spent Reduce the Time Spe
2、nt Evaluating CandidatesEvaluating CandidatesIncrease the Number of Increase the Number of Strong Sales CandidatesStrong Sales Candidates=Candidate Candidate “Profitability”“Profitability”Hired the best of the best and Hired the best of the best and the new hires were well worth the time spentthe ne
3、w hires were well worth the time spentOverarching Goal:Maximize the Selection Process4Selection Process Pre-Implementation (Screening Discussion, B.I.)Improve Sales Hiring ProcessEvaluation Pre-Implementation5Fundamental attributesDifficult to teach or trainAre related to job performanceCan be asses
4、sedImprove Sales Hiring ProcessModel World-Class EvaluationSelection Process Pre-Implementation (Screening Discussion, B.I.)+6BenefitImpactBetter CandidatesEliminate candidates likely to be poor performersMore TimeSpend more time on stronger candidatesIncreased ConfidenceUnderstand a candidates expe
5、rience andabilitiesHire for attitude, train for skillGreater ProductivityStronger candidates make bigger contributions, soonerReturn on InvestmentThe tools are designed to provideThe tools are designed to provide7Phased Phased ApproachApproachAreaAreaResearch Research StudyStudyTool ConstructionTool
6、 ConstructionImplementationImplementationSellerSellerLeaderLeaderPhase 1 Native EnglishNADApril2005Seller-Phase1AllLeader-Phase1AllJuly2005Australia, FijiSeptember2005UK, IrelandOctober2005Phase 2 Additional 8 languagesAPDNov-Dec.2005SellerAPDLeader-Phase2AllJuly2006*EAME SellerEAMEJuly2006LADSeller
7、LADJuly2006Sales Selection Initiative:Global FocusBahasa (Indonesian)Chinese (Simplified)FrenchGermanItalianJapaneseSpanish (European)Spanish (Latin American)Phase 2 Languages:Phase 2 Languages:* Japan, Korea, India/Bangladesh targeted for October 2006Tool DevelopmentStudy Results9UnderstandGlobal J
8、obsAug. Dec. 2004Tool Development OverviewSales Incumbents Job Analysis Questionnaire Global SME Focus Groups Job consistencies and career pathsSales Competency Model Development10Tool Development:Job Families and Sample TitlesSellerSeller(number of participants per study)(number of participants per
9、 study)Sales LeaderSales Leader(number of participants per study)(number of participants per study)APD: 205EAME: 212LAD: 99NAD: 390APD: 40EAME: 59LAD: 21NAD: 180Account DirectorAccount ExecutiveAccount ManagerAssistant Sales ManagerBanquet ManagerBTSMBusiness Development ExecutiveCatering ExecutiveC
10、atering Sales/Services ManagerSenior Catering Sales ManagerConvention ManagerCCS ManagerDeputy Director of SalesEvents Sales ManagerGlobal Account DirectorGlobal Account ExecutiveGlobal Account ManagerGroup Sales/Events Sales ManagerLTSMOne-CallSales ExecutiveSales ManagerSenior Sales ManagerAssista
11、nt Director of SalesAssistant Director of Convention SalesAssociate Director Global SalesDirector of Banquet & ConventionDirector of CateringDirector of Catering/Convention ServicesDirector of Event ManagementDirector of Global Sales Director Global SalesDirector of Group SalesDirector of SalesDirec
12、tor of Sales & Marketing11UnderstandGlobal JobsDevelopDraft ToolsAug. Dec. 2004Jan. March 2005Tool Development OverviewePredix library Tried and true questions for predicting sales performanceFocus Groups Assessment question review and writing12Question TypeDescriptionSuccessful CompetenciesSituatio
13、nal JudgmentWhat would you do in this situation?TimeManagementCustomerServiceGeneralManagementPersonalityAttributes not taught or trainedRelationshipBuildingDriveforSuccessSelf-ConfidenceCreativityPast ExperiencePreferences/StyleExperienceAspirationsProblem SolvingReasoning skillsAnalysisInferenceDe
14、velop Draft ToolsContent All Multiple Choice Questions13UnderstandGlobal JobsDevelopDraft ToolsCompleteToolsRate JobPerformanceTest Many Test Many ModulesModulesAug. Dec. 2004Jan. March 2005Phase 1: April 05Phase 2: Nov/Dec. 05(Current sales associates)(Supervisors of sales associates)Tool Developme
15、nt Overview14UnderstandGlobal JobsDevelopDraft ToolsCompleteToolsRate JobPerformanceTest Many Test Many ModulesModulesFind Best CombinationAug. Dec. 2004Jan. March 2005Phase 1: April 05Phase 2: Nov/Dec. 05May 05Mar/Apr 06(Current sales associates)(Supervisors of sales associates)Tool Development Ove
16、rviewAnalyses per Phase and Division15Data Results OverviewPresented for current associates (participants)(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored Assessment16Data Results OverviewPresented for current associates (participants)(Bottom Third
17、)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored AssessmentGroup of current associatesin study who wouldnot have passed17Data Results OverviewPresented for current associates (participants)(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Pr
18、escreen and Failed Proctored AssessmentGroup of current associatesin study who would have passed; split up into high and low pass18Data Results OverviewPresented for current associates (participants)(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored
19、AssessmentGroup of current associatesin study who scored the highest19Data Results OverviewPresented for current associates (participants)(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored AssessmentMeasure of job performance (average for group)20Dev
20、elopment Study ResultsAll Sellers Combined (n=906)Bottom Scorers on Tools(Bottom Third would be filtered out by Tools)XX 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、Performance on the tools strongly predicts performance on the job21Development Study ResultsAll Sales Leaders Combined (n=290)Bottom Scorers on Tools(Bottom Third would be filtered out by Tools)XX Highest Scorers on Tools(Top Third of Passing Scores)Passing Scorers on Tools(Bottom two-thirds of Pass
22、ing Scores)Performance on the tools strongly predicts performance on the jobPerformance on the tools strongly predicts performance on the job22Predictive: Higher tool performance = greater job performance (e.g.,PercenttoGoal,supervisorperformanceratings)Stable:Consistent relationshipsUnbiased: Legal
23、ly defensibleKey Findings SummarySee Appendix for Detailed Study Results See Appendix for Detailed Study Results for Each Phase/Divisionfor Each Phase/Division23Resulting ToolsSellerSellerSales LeaderSales LeaderOnline Assessment (Seller)15 to 20 minutesTaken at home, library, internet caf, etc.Proc
24、tored Assessment (Seller)40 to 60 minutesCompleted on propertyProctored Assessment (Leader)40 to 60 minutesCompleted on propertySeller tools were developed specifically Seller tools were developed specifically for each Division/Phasefor each Division/PhaseOne Leader tool was developed One Leader too
25、l was developed for all of each Phase combinedfor all of each Phase combined24Resulting ToolsSellerSellerSales LeaderSales LeaderOnline Assessment (Seller)15 to 20 minutesNot taken onsiteProctored Assessment (Seller)40 to 60 minutesCompleted on propertyProctored Assessment (Leader)40 to 60 minutesCo
26、mpleted on propertyAPD Online AssessmentEAME Online AssessmentLAD Online AssessmentPHASE 1 Online AssessmentAPD Proctored AssessmentEAME Proctored AssessmentLAD Proctored AssessmentPHASE 1 Proctored AssessmentPhase 1 Leader Proctored AssessmentPhase 2 Leader Proctored AssessmentSeller tools were dev
27、eloped specifically Seller tools were developed specifically for each divisionfor each divisionOne Leader tool was developed One Leader tool was developed for all of Phase 2 combinedfor all of Phase 2 combinedProcess Impact26World-Class Hiring ProcessFiltering out the bottom candidates27World-Class
28、Hiring ProcessFiltering out the bottom candidatesProcessProcessStepStep1. Source1. SourceRecruitment: Meet Basic Qualifications28World-Class Hiring ProcessFiltering out the bottom candidatesProcessProcessStepStep1. Source1. SourceOnline AssessmentRecruitment: Meet Basic Qualifications2. Assess2. Ass
29、essSellers only29World-Class Hiring ProcessFiltering out the bottom candidatesProcessProcessStepStep1. Source1. SourceOnline AssessmentRecruitment: Meet Basic QualificationsScreening Discussion2. Assess2. Assess30World-Class Hiring ProcessFiltering out the bottom candidatesProcessProcessStepStep1. S
30、ource1. SourceOnline AssessmentProctored AssessmentRecruitment: Meet Basic QualificationsScreening Discussion2. Assess2. AssessTools are expected to filter out the bottom 30% candidates31World-Class Hiring ProcessFiltering out the bottom candidatesProcessProcessStepStep1. Source1. SourceOnline Asses
31、smentProctored AssessmentBehavioral InterviewRecruitment: Meet Basic QualificationsScreening Discussion2. Assess2. Assess32World-Class Hiring ProcessFiltering out the bottom candidatesProcessProcessStepStep1. Source1. Source3. Fill3. FillHire &OrientationOnline AssessmentProctored AssessmentBehavior
32、al InterviewRecruitment: Meet Basic QualificationsScreening Discussion2. Assess2. Assess33ActivityActivityImmediate Roll OutImmediate Roll OutStarFinder StarFinder (2007)(2007)SourceSourceJob RequisitionContinue as now doneCreateandapproverequisitiononlinePost JobContinue as now doneSet up job profi
33、le in ePredix systemPostalljobsthroughsystemAssessmenttoolURLswillautomaticallybepreparedRecruit & QualifyDHRs, DOSMs, GMs - Broaden candidate searchProcess Impact34ActivityActivityImmediate Roll OutImmediate Roll OutStarFinder StarFinder (2007)(2007)AssessAssessApplication ReviewContinue as now don
34、e to Evaluate basic qualificationsStore applicationsBasicqualificationsdeterminedonlineOnlineinterface/applicationwarehouseOnline Assessment(Seller only)Email qualified candidates with URLSystemdirectscandidatetoonlineassessmentScreening DiscussionContinue as now done; invite candidates to property
35、Utilize online assessment results to prioritize candidatesProcess Impact35ActivityActivityImmediate Roll OutImmediate Roll OutStarFinder StarFinder (2007)(2007)AssessAssessProctored AssessmentPrepare computer and assessment spaceReview resultsDetermine candidate next stepsPass ( ): Proceed to Behavi
36、oral Interview stepFiltered (XX ): No longer an eligible sales candidateStandard“thanksbutnothanks/notafit”languageOptional/courtesyinterviewExploratorydiscussionregardingfitoutsidesales(Internal) Developmentdiscussion;6monthretestpolicyBehavioral InterviewContinue as now doneFillFillHire & Orientat
37、ionContinue as now done Process ImpactTool Utilization37Tool UtilizationDesired PositionSellerSellerSales LeaderSales LeaderExternal Candidate*Any Any PositionPositionOnline AssessmentProctored AssessmentLeader Proctored Assessment* Any candidate from a Starwood franchised property would be consider
38、ed an external candidate38Tool UtilizationDesired PositionSellerSellerSales LeaderSales LeaderExternal Candidate*AnyPositionOnlineAssessmentProctoredAssessmentLeaderProctoredAssessmentInternal CandidateNon-SellerNon-SellerOnline AssessmentProctored AssessmentLeader Proctored Assessment* Any candidat
39、e from a Starwood franchised property would be considered an external candidate39Tool UtilizationDesired PositionSellerSellerSales LeaderSales LeaderExternal Candidate*AnyPositionOnlineAssessmentProctoredAssessmentLeaderProctoredAssessmentInternal CandidateNon-SellerOnlineAssessmentProctoredAssessme
40、ntLeaderProctoredAssessmentSellerSellerNot required to use new assessment toolsLeader Proctored Assessment* Any candidate from a Starwood franchised property would be considered an external candidate40Tool UtilizationDesired PositionSellerSellerSales LeaderSales LeaderExternal Candidate*AnyPositionO
41、nlineAssessmentProctoredAssessmentLeaderProctoredAssessmentInternal CandidateNon-SellerOnlineAssessmentProctoredAssessmentLeaderProctoredAssessmentSellerNot required to use new assessment toolsLeaderProctoredAssessmentSales Sales LeaderLeaderNot required to use new assessment tools* Any candidate fr
42、om a Starwood franchised property would be considered an external candidate41ParameterParameterPolicy NotePolicy NoteMandatoryUseforallSellerandSalesLeaderpositionsX =SellerOnlineAssessmentSellerProctoredAssessmentLeaderProctoredAssessment6-month retest policyWeb-basedOnlineadministrationonly(nopape
43、rversions)No longer No longer an eligible an eligible candidatecandidateUtilization ParametersImplementation Notes43Key RolesStrategic Partnership between HR and SalesChampionandsustaintoolusageMaintainasmoothprocessandvolumeflowScoreinterpretationfilterandprioritizeSupportotherpropertiesasneededSet
44、tingExpectations“As 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.”44Assessment EnvironmentProctored Assessment GuidelinesQuiet,well-litspacewithnointerruptionsWorkstationwithInternetaccessCalculatorAw
45、ayforthecandidatetoquicklycontactsomeonee.g.,technicalproblems,emergency,etc.NOTE: Seller candidates are expected to complete the online assessmenton their own (e.g., home, library, internet caf, etc.)45English Language NotesSystemstrainingdeliveredtoHRChampionsSelf-guidedtrainingmaterialsforpropert
46、yHR(voiceandprint)Referencematerials(presentations,FAQs,technicaldocumentation)ePredixHelpDesksupport(voiceandemail)Administratorswebsite/managementofcandidatepool46HelpDesk GUS: 888-401-2236Outside US: +1-612-843-1067BrusselsNew YorkSingapore3:00 pm9:00 am9:00 pm1:30 am (next day)7:30 pm7:30 am (ne
47、xt day)Internet problems are most commonly a local Internet issue, NOT an ePredix system problemMost Common HelpDesk Questions:Wrong URL/typosForgotten usernames/passwords; need to reset access codes47Support InfrastructureSupport SourceSupport ReferenceReference DocumentationTrainingpresentationsFA
48、QsArea/Regional HR ChampionsStrategyProceduralguidanceTriageoftechnicalproblemsPhase 1 Divisional Champions (Experienced System User)UserexperienceSituationalquestionsSales Selection Team ()Generalquestions48Phase 1 ChampionsUser ExperienceSituational QuestionsAPDEAMELADCathy Sinden, Recruitment Man
49、ager, SydneyJane Tegerdine DOHR, Westin DublinBetty Munoz*HRD Sheraton CrescentElena Sarango*HRD, St. Regis HoustonRochelle Choyna DHR, The Westin SydneyYvonne Donohue DOS, Westin DublinDawn Truemper DOSM, Westin BuckheadCommon Situational Questions:Managing distant candidates; coordinating assessme
50、nts for other propertiesScore interpretation/prioritization of candidatesCommunicating failing scores, especially internal candidates* Habla EspaolAppendixDetailed Study Results for Each Phase/Division52Leader Results: PHASE 2N = 117 (APD, EAME, LAD)(Bottom Third)X (Interview Qualified Top two-third
51、s)53Leader Results: PHASE 1N = 173 (NAD, UK/Ireland, Australia/Fiji)(Bottom Third)X (Interview Qualified Top two-thirds)54Seller Results: APDN = 205(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored Assessment55Seller Results: EAMEN = 212(Bottom Thir
52、d)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored Assessment56Seller Results: LADN = 99(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored Assessment57Seller Results: PHASE 1N = 390 (NAD, UK/Ireland, Australia/Fiji)(Bottom Third)X (Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored Assessment
