Starwood_销售人员_招聘甄选标准.pptx

1、Sales Selection Tools,Development&Implementation OverviewUpdated:June 23,2006Implementation Partners:Organizational CapabilityGlobal SalesGlobal HR,Contents,OverviewTool Development&Study ResultsProcess ImpactTool UtilizationImplementation NotesAppendix,1,Overview,Reduce the Time Spent Evaluating Ca

2、ndidates,Increase the Number of Strong Sales Candidates,=,Candidate“Profitability”,Hired the best of the best and the new hires were well worth the time spent,Overarching Goal:Maximize the Selection Process,3,Selection Process Pre-Implementation(Screening Discussion,B.I.),Improve Sales Hiring Proces

3、sEvaluation Pre-Implementation,4,Fundamental attributesDifficult to teach or trainAre related to job performanceCan be assessed,Improve Sales Hiring ProcessModel World-Class Evaluation,Selection Process Pre-Implementation(Screening Discussion,B.I.),+,5,Return on Investment,The tools are designed to

4、provide,6,Sales Selection Initiative:Global Focus,Bahasa(Indonesian)Chinese(Simplified)FrenchGerman,ItalianJapaneseSpanish(European)Spanish(Latin American),Phase 2 Languages:,*Japan,Korea,India/Bangladesh targeted for October 2006,7,Tool DevelopmentStudy Results,Aug.Dec.2004,Tool Development Overvie

5、w,Sales Incumbents Job Analysis Questionnaire,Global SME Focus Groups Job consistencies and career paths,Sales Competency Model Development,9,Tool Development:Job Families and Sample Titles,10,Tool Development Overview,ePredix library Tried and true questions for predicting sales performanceFocus Gr

6、oups Assessment question review and writing,11,Develop Draft ToolsContent All Multiple Choice Questions,12,Tool Development Overview,13,Tool Development Overview,Analyses per Phase and Division,14,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified

7、 Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,15,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,Group of current associatesin study who wo

8、uldnot have passed,16,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,Group of current associatesin study who would have passed;split up into high and low pass,17,Data R

9、esults OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,Group of current associatesin study who scored the highest,18,Data Results OverviewPresented for current associates(participant

10、s),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,Measure of job performance(average for group),19,Development Study ResultsAll Sellers Combined(n=906),Bottom Scorers on Tools(Bottom Third would be filtered out by Tools),Highest Scorers

11、 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,20,Development Study ResultsAll Sales Leaders Combined(n=290),Bottom Scorers on Tools(Bottom Third would be filtered out by Tools),Hi

12、ghest 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,Predictive:Higher tool performance=greater job performance(e.g.,Percent to Goal,supervisor performance ratings)Stable

13、:Consistent relationshipsUnbiased:Legally defensible,Key Findings Summary,See Appendix for Detailed Study Results for Each Phase/Division,22,Resulting Tools,Seller tools were developed specifically for each Division/Phase,One Leader tool was developed for all of each Phase combined,23,Resulting Tool

14、s,Seller tools were developed specifically for each division,One Leader tool was developed for all of Phase 2 combined,24,Process Impact,World-Class Hiring ProcessFiltering out the bottom candidates,26,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Recruitment:Me

15、et Basic Qualifications,27,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Recruitment:Meet Basic Qualifications,Sellers only,28,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Recruitment:Mee

16、t Basic Qualifications,29,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,Recruitment:Meet Basic Qualifications,Tools are expected to filter out the bottom 30%candidates,30,World-Class Hiring ProcessFiltering out the bottom c

17、andidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,Recruitment:Meet Basic Qualifications,31,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,Recruitment:Meet Basic Qualifications,32,Process Impact,33,Proces

18、s Impact,34,Process Impact,35,Tool Utilization,Tool Utilization,*Any candidate from a Starwood franchised property would be considered an external candidate,37,Tool Utilization,*Any candidate from a Starwood franchised property would be considered an external candidate,38,Tool Utilization,*Any candi

19、date 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,Utilization Parameters,41,Implementation Notes,Key RolesStrategic Partnership between HR and Sales,Ch

20、ampion and sustain tool usageMaintain a smooth process and volume flowScore interpretation filter and prioritizeSupport other properties as neededSetting Expectations“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

21、 for this job.”,43,Assessment EnvironmentProctored Assessment Guidelines,Quiet,well-lit space with no interruptionsWorkstation with Internet accessCalculator A way for the candidate to quickly contact someone e.g.,technical problems,emergency,etc.,NOTE:Seller candidates are expected to complete the

22、online assessmenton their own(e.g.,home,library,internet caf,etc.),44,English Language Notes,Systems training delivered to HR ChampionsSelf-guided training materials for property HR(voice and print)Reference materials(presentations,FAQs,technical documentation)ePredix HelpDesk support(voice and emai

23、l)Administrators website/management of candidate pool,45,HelpDesk Guidance,Internet problems are most commonly a local Internet issue,NOT an ePredix system problem,Most Common HelpDesk Questions:Wrong URL/typosForgotten usernames/passwords;need to reset access codes,46,Support Infrastructure,47,Phas

24、e 1 Champions,Common Situational Questions:Managing distant candidates;coordinating assessments for other propertiesScore interpretation/prioritization of candidatesCommunicating failing scores,especially internal candidates,*Habla Espaol,48,Appendix,Detailed Study Results for Each Phase/Division,Le

25、ader Results:PHASE 2N=117(APD,EAME,LAD),(Bottom Third),(Interview Qualified Top two-thirds),50,Leader Results:PHASE 1N=173(NAD,UK/Ireland,Australia/Fiji),(Bottom Third),(Interview Qualified Top two-thirds),51,Seller Results:APDN=205,(Bottom Third),(Interview Qualified Top two-thirds),*Combined Faile

26、d Prescreen and Failed Proctored Assessment,52,Seller Results:EAMEN=212,(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,53,Seller Results:LADN=99,(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,54,Seller Results:PHASE 1N=390(NAD,UK/Ireland,Australia/Fiji),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,55,