Blog – OutMatch http://outmatch.com Hiring, Keeping, and Developing Great Employees Mon, 22 Jan 2018 16:58:44 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.1 Innovation in HR: 3 Trends for Talent Acquisition http://outmatch.com/driving-innovation-hr-3-trends-talent-acquisition/ Mon, 22 Jan 2018 08:00:12 +0000 http://outmatch.com/?p=19974 “Structure, structure, structure” has been the mantra of Talent Acquisition professionals for several years now. If your Talent Acquisition team has successfully implemented a structured, scalable hiring process—especially one that can process hundreds or thousands of applicants across hundreds or…

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“Structure, structure, structure” has been the mantra of Talent Acquisition professionals for several years now. If your Talent Acquisition team has successfully implemented a structured, scalable hiring process—especially one that can process hundreds or thousands of applicants across hundreds or thousands of locations—then take a moment to acknowledge this tremendous feat. You’ve officially joined the ranks of best-in-class companies, and are better positioned to secure top talent for your organization.

So what’s next for Talent Acquisition? HR leaders know that pushing forward and staying ahead of industry trends is critical to success. That’s why you’ll see companies that are strong in talent acquisition continue to experiment. Why settle for good when you can have great? In HR as in business, the most successful among us are the ones that continue to innovate.

Here are 3 ways you can drive innovation in HR and take Talent Acquisition to the next level:

1. Embrace AI and predictive analytics. 

According to Glassdoor, artificial intelligence will impact all facets of the workforce, but the biggest changes will be seen in two key business sectors—Finance and Talent Acquisition. Predictive analytics are already sharpening HR’s decision-making, and coupled with AI capabilities like machine learning, which can probe massive amounts of data for patterns and trends, identify the most predictive models, and learn, adapt, and self-correct over time, HR leaders are poised for success like never before.

For Talent Acquisition specifically, these solutions will provide the ability to quickly sort resumes, make predictive matches between candidates and jobs, calculate turnover risk, and predict labor market shifts and staff shortages.

2. Provide transparency for candidates.

HR is beginning to shake up the silos so that candidates profiles are easily accessible and continue to build by taking in data from key points in the hiring process (so that hiring managers don’t see a “different” candidate than the recruiter, or make decisions based on limited information). This provides great transparency for decision makers internally. The next big obstacle is providing transparency for candidates. Glassdoor puts it best by saying:

In an era when consumers can easily track every step in a FedEx delivery process — from a mobile device — it strikes most job seekers today as archaic to be unable to track the status of a potentially life-changing job application in real time.”

The technology is already in place to support this change. Technically speaking,  it’s just a matter of repackaging data from your existing ATS and opening it up to candidates. Candidates expect, and appreciate, communication like this, and if transparency is a core value in your culture, then it’s a necessity to demonstrate it in your candidate experience.

3. Build powerhouse hiring profiles.

When you’re filling vacancies, you want to hire people to satisfy the immediate need, but you also want to hire people who will contribute long-term to your company’s business growth and goals. How do you know when you’ve got someone who will thrive in your culture and drive results in your company? Hiring profiles provide that benchmark. Hiring profiles can be tailored to your organization’s culture and core competencies, and then “plugged in” to a pre-hire assessment to measure a candidate’s fit for the job.

What are the most important things to capture in your hiring profile? That depends on your company, and on the job. Amazon, for example, which is known for hiring pioneers, innovators, and workhorses, looks for traits like Curiosity, Frugality and Customer Obsession when evaluating candidates for leadership roles.

For a further look into the future of HR, see our 2018 HR Trends to Watch, or check out our webinar on How Predictive Analytics is Changing the Game in 2018.

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What Makes Your Company Great? Red Bull Inspires http://outmatch.com/makes-company-great-red-bull-inspires/ Fri, 19 Jan 2018 18:35:25 +0000 http://outmatch.com/?p=20047 Which came first – the brand or the company? The company or the brand? In the case of Red Bull, it’s their brand that drives the business. As their motto implies – “Red Bull gives you wings” – this company…

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Which came first – the brand or the company? The company or the brand? In the case of Red Bull, it’s their brand that drives the business. As their motto implies – “Red Bull gives you wings” – this company is all about pushing limits. In 2012, they literally took the sky (actually, all the way to space) by sponsoring the highest ever free-fall parachute jump from 24 miles above the Earth. And today, we continue to see them push the limits in the air, land, and water.

According to Forbes, “This adventurous spirit is a reflection of Red Bull’s freewheeling corporate culture that has enabled the company to build an enviable performance record over the last 30 years.”

Need proof that living your brand not only drives performance, but builds your talent pipelines as well? It works for Red Bull. At of the end of 2016, Red Bull employed 11,865 people in 171 countries. On their career page, they say this:

Profit is not our driver, it’s chasing our potential. It’s giving wings to people and ideas.” 

Red Bull has build a fan base around world records and epic adventures, but not all companies need to attract the thrill-seeker type. What’s your company all about? This blog post on DisruptHR should get you thinking about what makes your company great, and what inspires people within your company to strive for greatness. Then, your job in HR is to find ways to inject that message of greatness into your employment brand – so you can attract and retain talent that is perfectly suited to your brand and culture.

We’ve seen impressive cross-functional efforts in recent years between HR and Marketing to join forces as brand ambassadors, and unite the corporate and employment brand under one “roof.” If your company already has a strong brand and culture, then there’s no need to re-invent it. Rather, immerse yourself in it. Become an expert in your company’s culture and turn it into your competitive advantage. When you do, you’ll not only boost your applicant flow, but you’ll see an uptick in the right type of candidates for your company. The wrong candidates will self-select out, making it easier for Talent Acquisition to fill roles faster. You’ll also see that a strong culture leads to stronger employee engagement and retention.

For more information on leveraging your brand and culture to maximize the potential of your workforce, check out our webinar: Culture DNA: How to Measure, Endorse, and Turn it into Your Competitive Advantage.

 

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2018 HR Trends to Watch http://outmatch.com/2018-hr-trends-watch/ Thu, 21 Dec 2017 21:59:12 +0000 http://outmatch.com/?p=19822 Organizational Culture. HR Analytics. Systems Integration. They’re more than hot topics, these are the trends that will be top-of-mind for HR leaders in the coming year. From talent acquisition to performance management and learning and development, these trends will set…

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Organizational Culture. HR Analytics. Systems Integration. They’re more than hot topics, these are the trends that will be top-of-mind for HR leaders in the coming year. From talent acquisition to performance management and learning and development, these trends will set the tone for your talent strategy, and drive critical initiatives to keep your business on the cutting edge.

Here are the top HR trends we’ll see in 2018:

  • Make people analytics actionable
  • Unify your culture across decentralized or remote workforces
  • Transform managers into HR ambassadors
  • Unite pre-hire assessments with post-hire outcomes
  • Integrate, integrate, integrate

For more insight on each trend, download our full set of predictions for 2018:

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Grinches and Whos: How HR Practices Impact Organizational Culture http://outmatch.com/grinches-and-whos-how-hr-practices-workplace-culture-corporate-goals-relate/ http://outmatch.com/grinches-and-whos-how-hr-practices-workplace-culture-corporate-goals-relate/#comments_reply Mon, 18 Dec 2017 14:00:50 +0000 http://www-2.chequed.com/?p=4205 As an HR leader, you’re not out there on the front lines boosting morale or infusing company culture into the workplace. Not directly, at least. But you play a huge role in shaping a harmonious (or hostile) workforce. Here’s an…

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As an HR leader, you’re not out there on the front lines boosting morale or infusing company culture into the workplace. Not directly, at least. But you play a huge role in shaping a harmonious (or hostile) workforce.

Here’s an example: Let’s say Suess & Co. has a reputation for poor customer service. They’re known for hiring Grinches. Now, unless that’s an intentional hiring strategy, these Grinches will sully the Suess & Co. name, and create negative associations with everything the company sells.

Every Who down in Whoville liked Christmas a lot…
But the Grinch, who lived just north of Whoville, did NOT!

Grinches aren’t good for business, especially during the holiday season. And while Suess & Co. may claim they’re a Who-company, and profess Who-values, this vision won’t match reality until they change their Culture DNA.

So how does Suess & Co. shift their customer service from folly to jolly? It’s starts at the top. Suess & Co. executives will set a goal for improving customer satisfaction, then it’s HR’s job to put that goal into action. Performance evaluations and benchmarking reveal a few Whos at Suess & Co. that generate exceptional customer service reviews. A job analysis then identifies the job-specific traits and competencies unique to these top-performing Whos.

Knowing what makes a Who successful at Suess & Co. empowers HR to build a Who hiring profile and bolster Who culture across the workforce. By screening out Grinches and hiring more Whos, Suess & Co. will see a positive shift in culture that has a direct impact on customer service ratings and net promoter scores—just in time for the holidays!

Interested in hiring fewer Grinches and more top-performing Whos? Whether you’re undergoing a culture shift, or you’re looking to more closely align your recruitment and hiring efforts to your existing culture, we can help.

See how we’ve helped American Airlines create a hospitality culture, or schedule your demo today.

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#OutMatchGives with Texas Scottish Rite Hospital for Children http://outmatch.com/outmatchgives-texas-scottish-rite-hospital-children/ Thu, 30 Nov 2017 17:30:31 +0000 http://outmatch.com/?p=19606 Update: We’ve upped our donation to $5 per hashtag or share! Help us help the Children’t Hospital by using #OutMatchGives on all your social media channels before the end of the year! This holiday season, OutMatch is teaming up with…

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Update: We’ve upped our donation to $5 per hashtag or share! Help us help the Children’t Hospital by using #OutMatchGives on all your social media channels before the end of the year!

This holiday season, OutMatch is teaming up with Texas Scottish Rite Hospital for Children to support the hospital’s mission of Giving Children Back Their Childhood.

Throughout the year, OutMatch employees help support social causes through donations and volunteer opportunities with charitable organizations. This time, we’d like to involve the social community in our social mission effort. We’re calling it the #OutMatchGives campaign.

Here’s what the #OutMatchGives campaign is all about: 

From December 1 to December 31, we’ll donate $2 to Texas Scottish Rite Hospital for Children each time someone uses the hashtag #OutMatchGives on Twitter, or shares a post about this social campaign on Facebook or LinkedIn.

It’s that easy! With one hashtag or share on social media, you can help support this wonderful organization in their commitment to providing extraordinary care to thousands of  children, like Sophia, regardless of the family’s ability to pay.

Our goal is to donate $5,000 to Texas Scottish Rite Hospital this season—that means we need 2,500 social shares before the end of the year! You can help us reach our goal by using the #OutMatchGives on Twitter, or sharing our post on Facebook or LinkedIn today.

Texas Scottish Rite Hospital for Children treats many of the world’s most complex orthopedic cases, as well as certain related arthritic and neurological disorders and learning disorders, such as dyslexia. Every day their world-renowned experts provide care, guidance, and innovation to help kids run, jump and play.

See how Texas Scottish Rite Hospital helps give children back their childhood, and watch Sophia’s story below:

The fine print: 

OutMatch will donate $2 each time #OutMatchGives is used on Twitter or a post about this campaign is shared on Facebook or LinkedIn between December 1 and December 31, 2017, up to $5,000. Limit one donation per person.

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4 Ways to Keep Qualified Candidates on the Hook http://outmatch.com/4-ways-keep-qualified-candidates-hook/ Wed, 08 Nov 2017 14:14:35 +0000 http://outmatch.com/?p=19228 We talk to talent acquisition teams all the time, and most of them say that qualified candidates dropping off is one of their top concerns. They don’t want to lose potential stars to things like a poor application process or an…

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We talk to talent acquisition teams all the time, and most of them say that qualified candidates dropping off is one of their top concerns. They don’t want to lose potential stars to things like a poor application process or an inconsistent employer brand. So what can you do?

Step into the candidates’ shoes: The majority of candidates will quit the application process if it’s too long or complex. In most cases, if you respect your candidates’ time, you’re going to get higher completion rates. You also want to send some type of communication letting them know you’ve received their application. Many companies use an automated email that says something like: “Thank you for submitting your application.” If possible, also include information on next steps and what to expect, then follow up to let them know the status of their application. Also, letting candidates know when the job has been closed out is a small courtesy that can have a big impact on your brand.

Test the application process. Sometimes the process can be fragmented with different systems powering different parts of the application. Have you actually gone through the full process from start to finish? Testing the process for flow, information accuracy, brand consistency, time, etc. is important. Work out any kinks you find and be sure to go back and test on a regular basis.

Keep them in your talent network. If a candidate isn’t hired, it doesn’t necessarily mean they’re a poor fit for your company. They might be a great fit in another department or another role. When you can, provide some feedback on why they didn’t get the job, and let them know about other opportunities in your organization. This will help keep candidates in your funnel so you can source directly from your qualified talent community. Who knows—a runner-up candidate could come back to be your next great hire!

Find out what candidates are saying. Another way to uncover a potential problems with your candidate experience is to hear directly from those who’ve been through it. Candidates often share their experiences online, so start with a Google search, go on Glassdoor, and browse different message boards to get a sense of what qualified candidates are saying about your recruitment process. You may find that a certain part of the process is causing grief or not meeting expectations, and you can make targeted improvements to greatly enhance the overall experience.

Are you ready to ramp up your candidate experience? It will pay off in the long run. To learn more, watch our webinar: Employment Brand, Candidate Experience, and How to Gain Competitive Edge.

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Is Employee Burnout Causing Turnover? 4 Steps to Find Out http://outmatch.com/employee-burnout-causing-turnover-4-steps-find/ Fri, 20 Oct 2017 12:57:51 +0000 http://outmatch.com/?p=19157 What’s that eight-letter word that makes HR and talent management professionals cringe?

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What’s that eight-letter word that makes HR and talent management professionals cringe? That’s right—turnover. Some turnover may be healthy, but when your turnover rate gets too high, it can cost your company big. According to a study by the Society of Human Resource Management, employers will spend the equivalent of six to nine months of an employee’s salary just to find and train a replacement. That’s why it’s important to find out why people are leaving. Is burnout part of the problem? Here are four ways to find out:

  1. Look and learn. Many times, an observant manager will see the warning signs. Managers who have strong relationships with their employees will likely notice subtle changes in their behaviors or attitudes. Additionally, employees who have good relationships with their managers will feel more comfortable speaking openly with them about why they may be feeling burnt out.
  2. Take a poll. If you want to track burnout on an organizational level, try surveys as part of your onboarding or talent management process. Engagement surveys can help identify trouble areas. They can also target specific departments that may be suffering from stress or burnout so that you can intervene before it becomes a real problem.
  3. Watch for signs. While micromanaging your employees is never a good idea, checking in on their time spent on the job may be useful when it comes to investigating burnout. A cursory analysis or timesheet can provide key insights into how employees may be feeling. Are they working long hours? Are they missing work more often than normal? Both overwork and absenteeism can be early signs of employee burnout.
  4. Ask why. Don’t overlook the importance of exit interviews. When people leave, the easiest way to determine if their attrition is due to burnout is simply to ask. Document these responses and share your insight. Then, look for trends so you can get to the root of the problem and prevent employee burnout from happening again.

For more tips on identifying and preventing burnout, watch our webinar: How to Prevent Burnout Before it becomes a Turnover Problem.

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In Case You Missed It… The Talent Playbook Podcast Premiere http://outmatch.com/case-missed-talent-playbook-podcast-premiere/ Tue, 12 Sep 2017 17:43:19 +0000 http://outmatch.com/?p=18562 In our live podcast premiere, host Jason Ferrara talked with Bill Streitberger about what it means to be Chief People Officer, and how he’s seen the human capital business change over the course of his career. Bill is currently the CPO…

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In our live podcast premiere, host Jason Ferrara talked with Bill Streitberger about what it means to be Chief People Officer, and how he’s seen the human capital business change over the course of his career.

Bill is currently the CPO at Logan’s Roadhouse, but as we learned in this podcast episode, his 30+ year career in the restaurant industry actually had quite humble beginnings. As Bill explains, it happened by accident. To make ends meet while studying at the University of Central Florida, he  took a job as a busser at a restaurant in Disney World, worked his way up the ranks, and never looked back. He’s been in the restaurant business ever since.

There’s an old saying that it gets in your blood, and it’s true. Every day is different. It’s a fast-paced industry with a lot of movement and a lot of change. We have our ups and downs, like any industry, but there’s an excitement to it that a lot of my friends don’t see in their businesses.”

Bill has seen success in the restaurant business, from Brinker International and Fogo de Chao to American Blue Ribbon Holdings and Red Robin, by surrounding himself with people who share his passion for the business.

To be successful, you really have to love what you do, and that’s what we look for—that excitement and that energy in people coming into all roles across the company.”

When it comes to building a sustaining a successful business that operates hundreds of locations nationwide, Bill relies on workforce analytics to “find the story.”

We look at sales and staffing levels, and also turnover—by restaurant, by position, by tenure. We cut data a lot of different ways and look for trends. One thing we’ve learned is that the higher your churn, or the more you move managers around, the higher your hourly turnover.”

Because data has become so important in understanding success on the people side, Bill created a HR analyst position to parse through the data and help interpret the results. The key, as Bill explains, is to avoid a data dump, and instead pull out the critical points that are going to help operators drive business success.

For the full story, listen to the podcast, and be sure to check out our podcast page for more interviews with movers and shakers in HR.

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True or False: Reference Checking and Legal Risks http://outmatch.com/true-false-reference-checking-legal-risks/ http://outmatch.com/true-false-reference-checking-legal-risks/#comments_reply Fri, 21 Jul 2017 17:11:05 +0000 http://outmatch.com/?p=17654 We all know reference checking can be time consuming, and without a good process in place, you can’t count on good results. Recruiters, who typically spend hours trying to get in touch with references, will tell you that response rates…

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We all know reference checking can be time consuming, and without a good process in place, you can’t count on good results. Recruiters, who typically spend hours trying to get in touch with references, will tell you that response rates are a big problem. Why? Because many references (and their employers) believe there’s a legal risk involved.

Reference checking is one of the key ways to determine if your next hire is going to stick, but it doesn’t work if you can’t get references to respond. What can you do to improve your process and alleviate fears of getting into hot water? Let’s look at some common concerns to find out if the risks are real.

True or False? It’s a legal risk to provide a reference check.

False: According to the U.S. Office of Personnel Management, reference checking can actually reduce the risks of negligent hiring.

True or False? If a former employer provides factual information and the person isn’t hired, the employer can be sued for defamation or discrimination.

False: This is a serious concern and often causes low response rates among references. But the key word here is factual. According to the Society for Human Resource Management, “it is legal for [employers] to provide factual information about a former employee to a potential employer.”

True or False? A reference’s perception of risk makes them less likely to respond.

True: Former managers and colleagues know first-hand what’s it like to work with the candidate you’re considering. But if they aren’t willing to share that insight with you, you’re wasting your time. You need several references vouching for each candidate so you can be confident that you’re getting the very best candidate for the job.

How do you help references open up? Offer anonymity so they don’t feel like they’re “on the hook” for honest answers. With online reference checking, each reference rates the candidate on job competencies and performance, and these responses are combined into one score. That way, individual answers can’t be traced back to the reference, but you still get valuable insight into the candidate’s potential for success.

Plus, with online reference checking, references are more likely to respond because they can complete the survey online in their own time. In fact, online reference checking delivers a response rate of more than 90%.

Ready to get started?

Reference checking, like any other part of the hiring process, can have risks, but it’s important to get a clear and complete picture of your candidates before making a potentially costly hiring decision. When you use technology, like online reference checking, you not only minimize your legal risk, but you get a more efficient, more reliable process for evaluating candidates. Sign up for a free reference checking demo, or start your free trial today.

To learn more, check out The Recruiter’s Talent Acquisition & Reference Checking Handbook.

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Automotive Retailer Fuels Growth through Targeted Assessments and Stronger Onboarding http://outmatch.com/automotive-retailer-fuels-growth-targeted-assessments-stronger-onboarding/ http://outmatch.com/automotive-retailer-fuels-growth-targeted-assessments-stronger-onboarding/#comments_reply Tue, 28 Feb 2017 08:41:25 +0000 http://outmatch.com/?p=14607 Tasked with doubling its revenue over five years, company executives needed a better way to identify key players and get them up to speed quickly. Executive summary With aggressive growth as part of its five-year strategic plan, executives at this…

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Tasked with doubling its revenue over five years, company executives needed a better way to identify key players and get them up to speed quickly.

Executive summary
With aggressive growth as part of its five-year strategic plan, executives at this 70,000-employee automotive retailer needed a solution that was quick to implement and effective. They needed a better way to evaluate key sales and management employees for important characteristics, with the goal of moving key players from roles such as branch manager to area manager. The company chose OutMatch because the platform was easier to use and put into action than other vendors.

Auto retailer uses data to make more accurate hires and improve onboarding
Since the retailer needed to grow quickly, there was no time to waste. They already understood what made their key employees successful – what they needed was a more effective way to identify those traits. OutMatch built an assessment that spotlighted key characteristics and matched them with appropriate job competencies. The assessment data showed where the candidate or employee fit or didn’t fit within required job skills. It also revealed where development efforts would be needed to succeed in the role.

What did the retailer like most about the solution? It liked that the assessments were quick and easy to use. New hires only had to complete the assessment once and then HR staff could evaluate fit for different roles (comparing their results to multiple profiles). Management was also trained to show the value of these assessments – how they could link them to growth and best practices. Hiring managers could now use this data to make more consistent and objective hiring decisions and provide candidates with better onboarding guidance post-hire.

Targeted reports assist with selection and development too
Once the retailer zeroed in on a promising candidate, they interviewed the candidate using the OutMatch report which included targeted interview questions based on assessment results. This interview guide enabled hiring managers to quickly understand the candidate’s strengths and potential weaknesses and dig into any areas of concern during the interview. Then, if candidates were hired, a report was generated that gave hiring managers feedback on how the candidate’s innate characteristics aligned with the required job competencies.

The bottom line? The retailer improved hiring speed and accuracy. Onboarding also benefited because management had a better understanding of strengths and development areas. Now, this auto retailer is poised for smart growth over the long-term.

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Global leader in contract foodservice and hospitality realizes more time and money after ramping up reference checking http://outmatch.com/global-leader-contract-foodservice-hospitality-realizes-time-money-ramping-reference-checking/ http://outmatch.com/global-leader-contract-foodservice-hospitality-realizes-time-money-ramping-reference-checking/#comments_reply Wed, 22 Feb 2017 08:23:56 +0000 http://outmatch.com/?p=14595 The data OutMatch generated through automated reference checking for external hires was so compelling that this contractor applied the solution to internal talent selection too. Executive Summary This multi-national food service organization has more than 50,000 sites and 510,000 employees.…

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The data OutMatch generated through automated reference checking for external hires was so compelling that this contractor applied the solution to internal talent selection too.

Executive Summary
This multi-national food service organization has more than 50,000 sites and 510,000 employees. In 2016 alone, approximately 6,140 candidate reference checks were performed.  That’s a big investment of time and money, so it’s important that data collected be right. The company approached OutMatch about finding a faster and more accurate way to gather useful candidate information.

A Need for Speed without Sacrificing Quality
The organization needed to automate processes and reduce the strain on the recruitment network. However, it didn’t want to sacrifice objective and predictive value to the decision-making hiring process. Without a better way, staff wasted time and gathered subjective or somewhat useless candidate information. What next?

Predictive, Competency-Based Solutions Made a Difference
The contractor partnered with OutMatch in 2014 to automate reference checking and improve quality of hire. A Director of U.S. Talent Acquisition, said they chose OutMatch because OutMatch could develop a solution to meet specific needs.

OutMatch matched the right people with the right roles through predictive, competency-based solutions and they quickly saw results that positively affected its bottom line.

Automated Reference Checking Solution Pays Off
Once automated reference checking was implemented, hiring managers realized serious bottom line benefits. Under the old system, recruiters filled out multiple forms and reference checks often took 30 minutes or more on the phone.

“We were able to take all that away,” the Director said.

With OutMatch automated reference checking, the company saved time, labor and got a more quality result.

In fact, the client was so excited by the quality of the people hired from outside the company that they asked OutMatch to develop a similar solution for the internal hiring process.

“We had to ask standard questions of hiring managers such as whether a candidate had proper work authorizations,” the Director said. “So, we asked OutMatch to develop an automated solution to fit that need too.”

Through close client communication and teamwork, OutMatch created a tailored solution that worked. To date, this leading food service contractor has improved its talent selection and hiring processes and continues to work with OutMatch to build world class candidate experiences.

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Global Sportswear retailer scores by redefining employee success through new competency models http://outmatch.com/global-sportswear-retailer-scores-redefining-employee-success-new-competency-models/ http://outmatch.com/global-sportswear-retailer-scores-redefining-employee-success-new-competency-models/#comments_reply Tue, 14 Feb 2017 08:19:59 +0000 http://outmatch.com/?p=14591 After developing new competency models with OutMatch, this powerhouse retailer hired people who were destined for success. Executive Summary Headquartered in Germany, this global sportswear company employs more than 55,000 people in over 160 countries and produces more than 778 million product…

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After developing new competency models with OutMatch, this powerhouse retailer hired people who were destined for success.

Executive Summary
Headquartered in Germany, this global sportswear company employs more than 55,000 people in over 160 countries and produces more than 778 million product units every year. It’s the largest sportswear manufacturer in Europe and the second largest in the world. Despite its powerhouse position, the company had difficulty finding people who were a good cultural fit. And with a profoundly global presence, but decentralized organization, the challenges were even greater. Enter OutMatch.

Align company culture with core values to ensure employee fit
Previously, the retailer worked with assessment vendors who were simply not agile enough to solve their hiring challenges. The Retailer needed a convenient way to measure candidates to ensure that new hires were aligned with broader, company competencies and company culture. OutMatch provided an agile solution because they were willing to develop new solutions for the client.

Initially, the assessments were based on internal documentation, in-depth conversations with key stakeholders, and existing competency models. OutMatch mapped the appropriate traits to the retailer’s competency model and worked with them to leverage results. OutMatch also went above and beyond contracted services to include additional trainings and support during roll-out to ensure the retailer’s teams were well prepared. The results enabled the retailer’s leaders to see direct results and measure candidate success based on competencies. As a result, the retailer hired candidates with a strong culture fit across different disciplines and functions in the organization.

OutMatch also demonstrated that they could provide support to the retailer should they require a rollout of services to regions outside of the U.S. through translations, and training available during global work hours. OutMatch proved to the company that it could simultaneously work with individuals in North America, EMEA and APAC and could also communicate and deliver across multiple languages.

Stronger together: Teaming up to build a new competency model that works
Through feedback, development and testing, the client and OutMatch continued to refine the model, focusing on results that were predictive and aligned with company goals. OutMatch worked with its research team and produced a tailored model that was a perfect fit for the way that the client conceptualized excellent performance within their organization. As a result, additional modules were launched across more roles within the organization.

By analyzing competencies and personality traits, this global retailer discovered it could make better hiring decisions by linking core values to performance expectations and company culture. Score!

The post Global Sportswear retailer scores by redefining employee success through new competency models appeared first on OutMatch.

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