Starwood国际酒店管理集团销售人员招聘甄选标准.pptx

Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,*,Starwood Hotels&Resorts-Confidential,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,*,Starwood Hotels&Resorts-Confidential,Sales Selection Tools,Development&Implementation Overview,Updated:June 23,Implementation Partners:,Organizational Capability,Global Sales,Global HR,-本资料来自 -,第1页,Contents,Overview,Tool Development&Study Results,Process Impact,Tool Utilization,Implementation Notes,Appendix,2,-本资料来自 -,第2页,Overview,-本资料来自 -,第3页,Reduce the Time Spent Evaluating Candidates,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,4,-本资料来自 -,第4页,Selection Process Pre-Implementation(Screening Discussion,B.I.),Improve Sales Hiring Process,Evaluation Pre-Implementation,5,-本资料来自 -,第5页,Fundamental attributes,Difficult to teach or train,Are related to job performance,Can be assessed,Improve Sales Hiring Process,Model World-Class Evaluation,Selection Process Pre-Implementation(Screening Discussion,B.I.),+,6,-本资料来自 -,第6页,Benefit,Impact,Better Candidates,Eliminate candidates likely to be poor performers,More Time,Spend more time on stronger candidates,Increased Confidence,Understand a candidates experience,and,abilities,Hire for attitude,train for skill,Greater Productivity,Stronger candidates make bigger contributions,sooner,Return on Investment,The tools are designed to provide,7,-本资料来自 -,第7页,Phased Approach,Area,Research Study,Tool Construction,Implementation,Seller,Leader,Phase 1,Native English,NAD,April,Seller-Phase 1 All,Leader-Phase 1 All,July,Australia,Fiji,September,UK,Ireland,October,Phase 2,Additional 8 languages,APD,Nov-Dec.,Seller APD,Leader-Phase 2 All,July*,EAME,Seller EAME,July,LAD,Seller LAD,July,Sales Selection Initiative:,Global Focus,Bahasa(Indonesian),Chinese(Simplified),French,German,Italian,Japanese,Spanish(European),Spanish(Latin American),Phase 2 Languages:,*,Japan,Korea,India/Bangladesh targeted for October,8,-本资料来自 -,第8页,Tool DevelopmentStudy Results,-本资料来自 -,第9页,Understand,Global Jobs,Aug.Dec.,Tool Development Overview,Sales Incumbents Job Analysis Questionnaire,Global SME Focus Groups Job consistencies and career paths,Sales Competency Model Development,10,-本资料来自 -,第10页,Tool Development:,Job Families and Sample Titles,Seller,(number of participants per study),Sales Leader,(number of participants per study),APD:205,EAME:212,LAD:99,NAD:390,APD:40,EAME:59,LAD:21,NAD:180,Account Director,Account Executive,Account Manager,Assistant Sales Manager,Banquet Manager,BTSM,Business Development Executive,Catering Executive,Catering Sales/Services Manager,Senior Catering Sales Manager,Convention Manager,CCS Manager,Deputy Director of Sales,Events Sales Manager,Global Account Director,Global Account Executive,Global Account Manager,Group Sales/Events Sales Manager,LTSM,One-Call,Sales Executive,Sales Manager,Senior Sales Manager,Assistant Director of Sales,Assistant Director of Convention Sales,Associate Director Global Sales,Director of Banquet&Convention,Director of Catering,Director of Catering/Convention Services,Director of Event Management,Director of Global Sales,Director Global Sales,Director of Group Sales,Director of Sales,Director of Sales&Marketing,11,-本资料来自 -,第11页,Understand,Global Jobs,Develop,Draft Tools,Aug.Dec.,Jan.March,Tool Development Overview,ePredix library Tried and true questions for predicting sales performance,Focus Groups Assessment question review and writing,12,-本资料来自 -,第12页,Question Type,Description,Successful Competencies,Situational Judgment,What would you do in this situation?,Time Management,Customer Service,General Management,Personality,Attributes not taught or trained,Relationship Building,Drive for Success,Self-Confidence,Creativity,Past Experience,Preferences/Style,Experience,Aspirations,Problem Solving,Reasoning skills,Analysis,Inference,Develop Draft Tools,Content All Multiple Choice Questions,13,-本资料来自 -,第13页,Understand,Global Jobs,Develop,Draft Tools,Complete,Tools,Rate Job,Performance,Test Many Modules,Aug.Dec.,Jan.March,Phase 1:April 05,Phase 2:Nov/Dec.05,(Current sales associates),(Supervisors of sales associates),Tool Development Overview,14,-本资料来自 -,第14页,Understand,Global Jobs,Develop,Draft Tools,Complete,Tools,Rate Job,Performance,Test Many Modules,Find,Best,Combination,Aug.Dec.,Jan.March,Phase 1:April 05,Phase 2:Nov/Dec.05,May 05,Mar/Apr 06,(Current sales associates),(Supervisors of sales associates),Tool Development Overview,Analyses per Phase and Division,15,-本资料来自 -,第15页,Data Results Overview,Presented for current associates(participants),(Bottom Third),X,(Interview Qualified Top two-thirds),*,Combined Failed Prescreen and Failed Proctored Assessment,16,-本资料来自 -,第16页,Data Results Overview,Presented for current associates(participants),(Bottom Third),X,(Interview Qualified Top two-thirds),*,Combined Failed Prescreen and Failed Proctored Assessment,Group of,current associates,in study who would,not have passed,17,-本资料来自 -,第17页,Data Results Overview,Presented for current associates(participants),(Bottom Third),X,(Interview Qualified Top two-thirds),*,Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates,in study who would have passed;,split up into high and low pass,18,-本资料来自 -,第18页,Data Results Overview,Presented for current associates(participants),(Bottom Third),X,(Interview Qualified Top two-thirds),*,Combined Failed Prescreen and Failed Proctored Assessment,Group of,current associates,in study who,scored the highest,19,-本资料来自 -,第19页,Data Results Overview,Presented for current associates(participants),(Bottom Third),X,(Interview Qualified Top two-thirds),*,Combined Failed Prescreen and Failed Proctored Assessment,Measure of,job performance,(average for group),20,-本资料来自 -,第20页,Development Study Results,All Sellers Combined,(n=906),Bottom Scorers,on Tools,(Bottom Third would be filtered out by Tools),X,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,-本资料来自 -,第21页,Development Study Results,All Sales Leaders Combined,(n=290),Bottom Scorers,on Tools,(Bottom Third would be filtered out by Tools),X,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,-本资料来自 -,第22页,Predictive:,Higher tool performance=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,-本资料来自 -,第23页,Resulting Tools,Seller,Sales Leader,Online Assessment(Seller),15 to 20 minutes,Taken at home,library,internet caf,etc.,Proctored Assessment(Seller),40 to 60 minutes,Completed on property,Proctored Assessment(Leader),40 to 60 minutes,Completed on property,Seller tools were developed specifically for each Division/Phase,One Leader tool was developed for all of each Phase combined,24,-本资料来自 -,第24页,Resulting Tools,Seller,Sales Leader,Online Assessment(Seller),15 to 20 minutes,Not,taken onsite,Proctored Assessment(Seller),40 to 60 minutes,Completed on property,Proctored Assessment(Leader),40 to 60 minutes,Completed on property,APD Online Assessment,EAME Online Assessment,LAD Online Assessment,PHASE 1 Online Assessment,APD Proctored Assessment,EAME Proctored Assessment,LAD Proctored Assessment,PHASE 1 Proctored Assessment,Phase 1 Leader Proctored Assessment,Phase 2 Leader Proctored Assessment,Seller tools were developed specifically for each division,One Leader tool was developed for all of Phase 2 combined,25,-本资料来自 -,第25页,Process Impact,-本资料来自 -,第26页,World-Class Hiring Process,Filtering out the bottom candidates,27,-本资料来自 -,第27页,World-Class Hiring Process,Filtering out the bottom candidates,Process,Step,1.Source,Recruitment:Meet Basic Qualifications,28,-本资料来自 -,第28页,World-Class Hiring Process,Filtering out the bottom candidates,Process,Step,1.Source,Online Assessment,Recruitment:Meet Basic Qualifications,2.Assess,Sellers only,29,-本资料来自 -,第29页,World-Class Hiring Process,Filtering out the bottom candidates,Process,Step,1.Source,Online Assessment,Recruitment:Meet Basic Qualifications,Screening Discussion,2.Assess,30,-本资料来自 -,第30页,World-Class Hiring Process,Filtering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,Recruitment:Meet Basic Qualifications,Screening Discussion,2.Assess,Tools are expected to filter out the bottom 30%candidates,31,-本资料来自 -,第31页,World-Class Hiring Process,Filtering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,Behavioral Interview,Recruitment:Meet Basic Qualifications,Screening Discussion,2.Assess,32,-本资料来自 -,第32页,World-Class Hiring Process,Filtering out the bottom candidates,Process,Step,1.Source,3.Fill,Hire&,Orientation,Online Assessment,Proctored Assessment,Behavioral Interview,Recruitment:Meet Basic Qualifications,Screening Discussion,2.Assess,33,-本资料来自 -,第33页,Activity,Immediate Roll Out,StarFinder(),Source,Job Requisition,Continue as now done,Create and approve requisition online,Post Job,Continue as now done,Set up job profile in ePredix system,Post all jobs through system,Assessment tool URLs will automatically be prepared,Recruit&Qualify,DHRs,DOSMs,GMs-Broaden candidate search,Process Impact,34,-本资料来自 -,第34页,Activity,Immediate Roll Out,StarFinder(),Assess,Application Review,Continue as now done to,Evaluate basic qualifications,Store applications,Basic qualifications determined online,Online interface/application warehouse,Online Assessment,(Seller only),Email qualified candidates with URL,System directs candidate to online assessment,Screening Discussion,Continue as now done;invite candidates to property,Utilize online assessment results to prioritize candidates,Process Impact,35,-本资料来自 -,第35页,Activity,Immediate Roll Out,StarFinder(),Assess,Proctored Assessment,Prepare computer and assessment space,Review results,Determine candidate next steps,Pass(,):,Proceed to Behavioral Interview step,Filtered(,X,):,No longer an eligible sales candidate,Standard“thanks but no thanks/not a fit”language,Optional/courtesy interview,Exploratory discussion regarding fit outside sales,(Internal),Development discussion;6 month retest policy,Behavioral Interview,Continue as now done,Fill,Hire&Orientation,Continue as now done,Process Impact,36,-本资料来自 -,第36页,Tool Utilization,-本资料来自 -,第37页,Tool Utilization,Desired Position,Seller,Sales Leader,External Candidate*,Any Position,Online Assessment,Proctored Assessment,Leader Proctored Assessment,*,Any candidate from a Starwood franchised property would be considered an external candidate,38,-本资料来自 -,第38页,Tool Utilization,Desired Position,Seller,Sales Leader,External Candidate*,Any Position,Online Assessment,Proctored Assessment,Leader Proctored Assessment,Internal Candidate,Non-Seller,Online Assessment,Proctored Assessment,Leader Proctored Assessment,*,Any candidate from a Starwood franchised property would be considered an external candidate,39,-本资料来自 -,第39页,Tool Utilization,Desired Position,Seller,Sales Leader,External Candidate*,Any Position,Online Assessment,Proctored Assessment,Leader Proctored Assessment,Internal Candidate,Non-Seller,Online Assessment,Proctored Assessment,Leader Proctored Assessment,Seller,Not required to use new assessment tools,Leader Proctored Assessment,*,Any candidate from a Starwood franchised property would be considered an external candidate,40,-本资料来自 -,第40页,Tool Utilization,Desired Position,Seller,Sales Leader,External Candidate*,Any Position,Online Assessment,Proctored Assessment,Leader Proctored Assessment,Internal Candidate,Non-Seller,Online Assessment,Proctored Assessment,Leader Proctored Assessment,Seller,Not required to use new assessment tools,Leader Proctored Assessment,Sales Leader,Not required to use new assessment tools,*,Any candidate from a Starwood franchised property would be considered an external candidate,41,-本资料来自 -,第41页,Parameter,Policy Note,Mandatory,Use for all Seller and Sales Leader positions,X,=,Seller Online Assessment,Seller Proctored Assessment,Leader Proctored Assessment,6-month retest policy,Web-based,Online administration only(no paper versions),No longer an eligible candidate,Utilization Parameters,42,-本资料来自 -,第42页,Implementation Notes,-本资料来自 -,第43页,Key Roles,Strategic 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 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,-本资料来自 -,第44页,Assessment Environment,Proctored Assessment Guidelines,Quiet,well-lit space with no interruptions,Workstation with Internet access,Calculator,A way for 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,-本资料来自 -,第45页,English Language Notes,Systems training delivered to HR Champions,Self-guided training 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,46,-本资料来自 -,第46页,HelpDesk Guidance,helpdesk,US:888-401-2236,Outside US:[phone],Brussels,New York,Singapore,3:00 pm,9:00 am,9:00 pm,1:30 am (next day),7:30 pm,7:30 am (next day),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,47,-本资料来自 -,第47页,Support Infrastructure,Support Source,Support Reference,Reference Documentation,Training presentations,FAQs,Area/Regional HR Champions,Strategy,Procedural guidance,Triage of technical problems,Phase 1 Divisional Champions(Experienced System User),User experience,Situational questions,Sales Selection Team,(sales.selection),General questions,48,-本资料来自 -,第48页,Phase 1 Champions,User Experience,Situational Questions,APD,EAME,LAD,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 Dublin,Dawn Truemper,DOSM,Westin Buckhead,Common Situational Questions:,Managing distant candidates;coordinati