《STARWOOD国际酒店管理集团销售人员招聘甄选标准》

1、sales selection tools development split up into high and low pass - 本资料来自 -18 data results overview presented 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

2、scored the highest - 本资料来自 -19 data results overview presented 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) - 本资料来自 -20 development study results all

3、 sellers combined (n=906) 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) - 本资料来自 -21 development study results all sales leaders combined (n=290) bottom scorer

4、s 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) - 本资料来自 -22 npredictive: higher tool performance = greater job performance n(e.g., percent to goal, supervisor performance ra

5、tings) nstable: consistent relationships nunbiased: legally defensible key findings summary - 本资料来自 -23 resulting tools nonline assessment (seller) 15 to 20 minutes taken at home, library, internet caf, etc. nproctored assessment (seller) 40 to 60 minutes completed on property nproctored assessment

6、(leader) 40 to 60 minutes completed on property - 本资料来自 -24 resulting tools nonline assessment (seller) 15 to 20 minutes not taken onsite nproctored assessment (seller) 40 to 60 minutes completed on property nproctored assessment (leader) 40 to 60 minutes completed on property napd online assessment

7、 neame online assessment nlad online assessment nphase 1 online assessment napd proctored assessment neame proctored assessment nlad proctored assessment nphase 1 proctored assessment nphase 1 leader proctored assessment nphase 2 leader proctored assessment process impactprocess impact - 本资料来自 -26 w

8、orld-class hiring process filtering out the bottom candidates - 本资料来自 -27 world-class hiring process filtering out the bottom candidates recruitment: meet basic qualifications - 本资料来自 -28 world-class hiring process filtering out the bottom candidates online assessment recruitment: meet basic qualifi

9、cations sellers only - 本资料来自 -29 world-class hiring process filtering out the bottom candidates online assessment recruitment: meet basic qualifications screening discussion - 本资料来自 -30 world-class hiring process filtering out the bottom candidates online assessment proctored assessment recruitment:

10、 meet basic qualifications screening discussion tools are expected to filter out the bottom 30% candidates - 本资料来自 -31 world-class hiring process filtering out the bottom candidates online assessment proctored assessment behavioral interview recruitment: meet basic qualifications screening discussio

11、n - 本资料来自 -32 world-class hiring process filtering out the bottom candidates hire invite candidates to property nutilize online assessment results to prioritize candidates process impact - 本资料来自 -35 proctore d assessm ent nprepare computer and assessment space nreview results ndetermine candidate ne

12、xt steps pass ( ): proceed to behavioral interview step filtered ( ): no longer an eligible sales candidate nstandard “thanks but no thanks/not a fit” language noptional/courtesy interview nexploratory discussion regarding fit outside sales n(internal) development discussion; 6 month retest policy p

13、rocess impact tool utilizationtool utilization - 本资料来自 -37 tool utilization desired position externa l candida te* nonline assessment nproctored assessment nleader proctored assessment * any candidate from a starwood franchised property would be considered an external candidate - 本资料来自 -38 tool util

14、ization desired position external candidat e* any position nonline assessment nproctored assessment nleader proctored assessment internal candida te nonline assessment nproctored assessment nleader proctored assessment * any candidate from a starwood franchised property would be considered an extern

15、al candidate - 本资料来自 -39 tool utilization desired position external candidat e* any position nonline assessment nproctored assessment nleader proctored assessment internal candida te non- seller nonline assessment nproctored assessment nleader proctored assessment not required to use new assessment

16、tools nleader proctored assessment* any candidate from a starwood franchised property would be considered an external candidate - 本资料来自 -40 tool utilization desired position external candidat e* any position nonline assessment nproctored assessment nleader proctored assessment internal candida te no

17、n- seller nonline assessment nproctored assessment nleader proctored assessment seller not required to use new assessment tools nleader proctored assessment leader not required to use new assessment tools * any candidate from a starwood franchised property would be considered an external candidate -

18、 本资料来自 -41 mandatorynuse for all seller and sales leader positions = nseller online assessment nseller proctored assessment nleader proctored assessment 6-month retest policy web-based nonline administration only (no paper versions) utilization parameters implementation implementation notesnotes - 本

19、资料来自 -43 key roles strategic partnership between hr and sales nchampion and sustain tool usage nmaintain a smooth process and volume flow nscore interpretation filter and prioritize nsupport other properties as needed nsetting expectations n“as part of our hiring process, we ask all candidates to co

20、mplete an assessment that has been shown to be a strong predictor of success for this job.” - 本资料来自 -44 assessment environment proctored assessment guidelines nquiet, well-lit space with no interruptions nworkstation with internet access ncalculator na way for the candidate to quickly contact someon

21、e ne.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.) - 本资料来自 -45 english language notes nsystems training delivered to hr champions nself-guided training materials for property hr (v

22、oice and print) nreference materials (presentations, faqs, technical documentation) nepredix helpdesk support (voice and email) nadministrators website/management of candidate pool - 本资料来自 -46 helpdesk guidance helpdeskepredix.co m us: 888-401-2236 outside us: +1-612- 843-1067 brusse ls new york sin

23、gapo re 3:00 pm 9:00 am 9:00 pm internet problems are most commonly a local internet issue, not an epredix system problem most common helpdesk questions: wrong url/typos forgotten usernames/passwords; need to reset access codes - 本资料来自 -47 support infrastructure support sourcesupport reference refer

24、ence documentation ntraining presentations nfaqs area/regional hr champions nstrategy nprocedural guidance ntriage of technical problems phase 1 divisional champions (experienced system user) nuser experience nsituational questions sales selection team (sales.selectionstarwoodh ) ngeneral questions

25、- 本资料来自 -48 phase 1 champions user experience situational questions apdeamelad cathy sinden, recruitment manager, sydney jane tegerdine dohr, westin dublin betty munoz* hrd sheraton crescent elena sarango* hrd, st. regis houston rochelle choyna dhr, the westin sydney yvonne donohue dos, westin dubli

26、n dawn truemper dosm, westin buckhead common situational questions: managing distant candidates; coordinating assessments for other properties score interpretation/prioritization of candidates communicating failing scores, especially internal candidates * habla espaol appendixappendix detailed study results for each phase/division - 本资料来自 -50