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CREATING HIGH IMPACT SIFTING SOLUTIONS
FIRM Conference April 2016
• A QUICK HELLO• SIFTING CHALLENGES• BESPOKE INNOVATIONS• CONFIGURED SOLUTIONS• QUESTIONS
A Global Talent Assessment Consultancy
Cubiks Hire
Ability
SJT
Cultural Fit
Personality
Assessment centre
Interview guide
Remote interviews
Development centre
Leadership development
& coaching
360 feedback
Potential assessment
Leadership & Executive assessment
SIFTING CHALLENGES
Challenges Broken Down
1. How to speed up
sifting and time-to-hire
2. How to attract and
engage candidates
3. How to powerfully predict and add insight objectively
Candidate
Communication Communication by employers is at its worst during online sifting
Feedback Only 50% of applicants received useful feedback
Transparency 33% said they didn’t understand the employer’s final decision
Employer
Attraction Attracting the right talent is more important than ever
Engagement Identifying and engaging the best talent quickly is essential
Time-to-hire Making everything quicker is still a top priority
Based on Cubiks Sift Survey 2015 and Cubiks International Candidate Survey 2014
Why do we know this?
Objectively reduce your applicant pool
Application & Killer
questions
Interviews
Offers
Sifting and Shortlisting
Off the Shelf
Generic ability
Generic personality
Generic SJT
Bespoke
Self–selection
Realistic Job Preview
Gamification
Bespoke ability, personality, SJT
Configured
A new approach
‘Tailored generic’
Best of both
3 Approaches to meeting challenges
BESPOKE INNOVATIONS
What is a ‘bespoke’ solution?
Our clients have fantastic ideas, often requiring
very innovative solutions to real challenges, often
requiring bespoke, flexible and forward
thinking
Bespoke online tools are designed to directly
assess an organisation’s unique performance criteria and values
They are heavily branded to offer a consistent and
engaging candidate experience
The content, style and format of all outputs are tailored to the needs of
the organisation – feedback, interview
guides etc, etc.
Criteria Look and feel
Outputs Innovation
Auto
mat
ed a
nd o
nlin
e
Introducing Boots
DRIVERS• Workforce change• Needed to recruit for visionary
behaviours• Circa 2,500 applicants for circa
899 places• Slicker process needed• Aim to be No. 1 in UK for
Customer Care
REQUIREMENTS• Identify legendary customer
service talent• Great candidate experience – fun
and informative• Provide Fit score• Candidate feedback• Robust• Compliant• Unique solution• Best practice• Value for money
An engaging experience
Helpful instructions and guidance, all in Boots language
Friendly, helpful and real
A realistic journey through the store, with tips and insight into life at Boots and their best selling products
Seamless assessments, realistic previews
Bespoke SJT
Bespoke Personality FIT
Dynamic, automated reportsFe
edba
ck a
nd D
evel
opm
ent G
uide
s Manager Interview guides
Introducing EE
THE CHALLENGE• High volume contact centre sifting• Manual processes• 40,000 + applicants per year• High drop out rates• High attrition
THE VISION• A modern, innovative solution• Celebrate our brand• Speak our language• Assess Fit for Role• Require multiple versions for different
roles• Item banked SJTs• Integrate and automate• Unique solution just for EE• Best practice
A modern, usable platform
Engaging videos and break screens
Tile-based look and feel
Aspects of gaming to raise engagement
Audio and text based SJTs
New look personality, rapid completion by touch or arrows
Return on Investment
CONFIGURED SOLUTIONS
Attract, Engage and Match the Best TalentCubiks’ new sifting solution
The rigorous assessment modules are grounded in
science and driven by data
Cubiks Hire is a new modular approach to high-volume sifting
It enables organisations to pick generic tools and tailor them to perfectly
suit a job
Adding branded content and advanced
functionality for a seamless, quick
assessment
Modular Configurable
Engaging Data Driven
Auto
mat
ed a
nd o
nlin
e
What is Cubiks Hire?
To balance generic and bespoke benefits:
“Cubiks Hire brings employers the best of both worlds; a scientifically robust assessment solution which is easy to configure and easy to implement at the same time. It really takes volume recruitment to a new level, one where our clients have the capability to choose a flexible and highly cost-effective assessment process that offers all the advantages of a more bespoke approach in terms of employer brand and candidate experience.”
Kate Young, Principal Consultant in Cubiks’ R&D team
Our Vision for Cubiks Hire
Cubiks Factors Logiks Ability Tests
Comprehensive reports
Corporate videos, images and text
on screen
Application questions
Branding: Your logos and colours
Organisation specific welcome & instruction text
Situational Judgement (Bespoke)
Candidate-generated
reports
2. Core Modules
1. Hosted in a Secure, Flexible Online Platform
What is Cubiks Hire?
Responsive design for mobile
devices
ATS Integration Chained Assessments
Candidate-led registration
3. Additional Modules
4. Enhanced Functionality
Cubiks Factors is a new sift-specific working styles questionnaire
Cubiks Factors: A Core Component of Cubiks Hire
- 54 Questions, which map onto Cubiks’ 6 Factor Model of working style and preferences
- These 6 factors can be used to measure 18 competencies
- Data driven algorithms predict performance
- Proven validity and reliability, based on analyses of samples of up to 12,000 people
- Data driven job profiles for the most common roles provide a solid, data driven starting point
- Data services can be added to identify the ideal match point for your organisation
Different roles require different people.
Cubiks Factors measures job fit for the role you are looking to fill, with over 20 data driven job profiles… …or we can tailor it to fit your specific requirements by choosing the competencies most relevant to the role and weighting them accordingly.
Fit Cubiks Factors to your challenges
Protect against cheating with built in Item Banks
Available in a variety of formats and levels, allowing targeted
measurement
Quickly identify the top candidates and filter out those less suitable
Logiks ability tests rapidly measure Verbal, Numerical and/or Abstract
ability
Logiks: A Measure of Ability
Candidate Feedback Report
Candidates can automatically generate
their own reports on completing the
assessment
Interview Guide
Interview successful candidates aided by the
Cubiks Hire interview questions
BCD / Sam Sample
Welcome!
Welcome to your initial assessment. We are delighted you are considering joining BCD.
This assessment is designed to determine your match with BCD. The assessment comprises two elements to determine if you have what it takes to join our organisation: A competency profiling tool and a combined reasoning test.
Please click ‘next’ to start the assessment process.
Customisable Introduction Screens
BCD / Sam Sample
Before starting of with the assessment, we kindly ask you to answer some basic questions below.
Do you have a valid driving licence?
Can you travel to Bridge City as part of your daily commute?
Preferred starting date:
What is the maximum number of hours you want to work per week?
Please state any other relevant information below
Are you over the age of 18?
< 16 hours
< 17-24 hours
< 25-32 hours
> 32 hours
Yes
No
Yes (please specify type)
No
Yes
No
Application Questions
BCD / Sam Sample
Cubiks Factors Example Question
Previous Next
Logiks ExamplesAbstractVerbal
Numerical
BCD / Sam Sample
A. You find out what the client's question is, you refer your colleague to someone else and you answer the client question immediately after checking the presentation
B. You ask if you can call your colleague back in 20 minutes, help your other colleague and then check the presentation
C. You indicate you'll not be able to help, ask your colleague to call someone else about her issue and then check the presentation
D. You ask your colleague who just walked in if she can check the presentation and then help with the client question immediately
Most Least1 2 3 4 51 = counterproductive, 2 = ineffective, 3 = neither, 4 = slightly effective, 5 = effective
Bespoke SJT
1. How to speed up
sifting and time-to-hire
2. How to attract and
engage candidates
3. How to powerfully predict and add insight objectively
Challenges Revisited
QUESTIONS
