Case Study – OutMatch http://outmatch.com Hiring, Keeping, and Developing Great Employees Sat, 20 Jan 2018 02:26:45 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.1 Luxury Retailer Boosts Sales by $2M Per Year http://outmatch.com/luxury-retailer-boosts-sales-2m-per-year/ Mon, 30 Oct 2017 18:32:24 +0000 http://outmatch.com/?p=19261 Strong hires sell $16 more per hour and $9,400 more per year

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OutMatch Assessments Recommend Store Associates Who Drive 10% Higher Sales

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To provide a high-end shopping experience for fashion and luxury consumers in over 30 countries, this company needed to shift its hiring strategy from loss prevention to employee fit and sales ability.

Company Quick Facts

  • Industry: Retail
  • Number of locations: 270
  • Number of employees: 3,000+
  • Solution: OutMatch Assessments

Sales Performance Summary

Store Associate Sales per Hour:

  • Poor Hires: $161
  • Strong Hires: $177

Strong hires sell $16 more per hour

Problem: Not Assessing Sales Ability for a Key Sales Role

As an iconic fashion brand with retail stores around the world, this company attracts about 14,000 applicants per year for the store associate position. This role requires customer service skills as well as sales ability, but the company wasn’t screening for either of these characteristics. They were using an integrity assessment to help avoid risky behaviors such as stealing and misconduct, but this assessment didn’t tell them anything about a candidate’s fit for the job, or who was most likely to succeed in their sales environment.

Solution: Assessments Identify Strong Sales Candidates

To drive sales, the company needed to hire customer-centric employees with strong sales ability. They partnered with OutMatch for a solution that could assess integrity and also target top sales potential in their applicant pool.

Using data from current store associates, OutMatch created a tailored assessment based on characteristics that consistently lead to higher sales, and the company began using it to identify candidates as strong or poor matches for the job.

Result: $2M More Per Year

In the first ten months of using the assessment, the company hired 592 store associates, and almost immediately saw a difference in performance between strong and poor matches. Strong matches (those recommended by the assessment) were selling $16 more per hour—which amounts to over $9,400 more per year.

Using the assessment, the company found that 30% of candidates lack key characteristics that are essential for success on the sales floor. By screening out poor matches up front, the company funnels more strong matches into their applicant pool, which results in 210 more strong hires per year and $2M more in annual revenue.

By hiring strong matches for the 700 store associate positions they fill in a typical year, the company establishes a strong sales environment capable of producing $2M more in annual revenue.

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International Hotel Chain Reduces Turnover by 17% http://outmatch.com/international-hotel-chain-reduces-turnover-17/ Thu, 19 Oct 2017 14:38:13 +0000 http://outmatch.com/?p=19148 Lower turnover saved nearly $500,000 in the first year

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OutMatch Assessments Identify Key Hospitality Traits and Candidates with Potential for Long-Term Success

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A strategic initiative around guest experience led this popular hotel chain, with more than 800 domestic and international locations, to raise their standards of quality for the front desk staff.

Company Quick Facts

  • Industry: Hospitality
  • Number of locations: 800
  • Number of employees: 9,000
  • Solution: OutMatch Assessments

Turnover Summary: Before & After

Front Desk Turnover:

  • Before OutMatch: 59%
  • After OutMatch: 49%

Problem: Delivering on the Guest Experience Promise

Front desk employees are the face of the organization and their interactions with guests directly impact the overall experience of the hotel. However, when it came to hiring for these important positions, the company was relying on interviews alone to judge candidate quality—which often resulted in poor employee fit and high turnover. They needed a more reliable process for hiring employees who would thrive in the role and consistently deliver on the guest experience promise.

Solution: Assessments Predict Employee Success

Knowing that employees with a natural ability for guest service are more likely to deliver positive experiences and drive return visits, the company partnered with OutMatch to target customer-centric candidates in their applicant pool.

OutMatch created a tailored assessment for the front desk role based on factors that predicted success at this hotel, and the company began using it to identify candidates as strong or poor matches for the job.

Result: 17% Reduction in Turnover

In the first nine months of using the assessment, the company hired 1,343 employees from a pool of 2,612 applicants. And the impact was clear: strong matches (those recommended by the assessment) were more likely to exhibit key hospitality traits and less likely to turn over in the front desk role. After just nine months, turnover had dropped from 59% to 49%, and strong matches were scoring 11% higher on performance ratings in key areas including customer service, initiative, and work pace.

After one year, the company found that the assessment had prevented 134 terminations and saved $469,000 in turnover costs.

Seeing the significant boost in quality and retention across the front desk staff, the company soon expanded the use of assessments to other roles in the organization, including management and housekeeping.

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Global Convenience Store Fuels Growth with Franchisees Who Drive 5% Higher Sales http://outmatch.com/global-convenience-store-fuels-growth-franchisees-drive-5-higher-sales/ Thu, 19 Oct 2017 14:28:00 +0000 http://outmatch.com/?p=19145 Strong franchise owners sell $6,400 more per month

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OutMatch Assessments Identify Entrepreneurs Who Are Most Likely to Succeed as Franchise Owners

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As a top-rated franchise organization with locations worldwide, this industry leader knows that selecting the right franchisees to grow the business is critical to their success.

Company Quick Facts

  • Industry: Retail
  • Number of franchises: 60,000+
  • Number of countries: 18
  • Solution: OutMatch Assessments

ROI Summary: Store Sales

Average Monthly Sales:

  • Poor Matches: $126,400
  • Strong Matches: $132,800

Strong franchise owners sell $6,400 more each month

Problem: Tedious Process for Franchisee Selection

With 11,000 franchises in North America, and more than 60,000 worldwide, this company has the financial strength, stability, and brand power to attract franchise prospects and independent business owners alike. The company has an aggressive growth strategy—with plans to grow by another 10,000 stores in the next 12 years—but the long, complicated business proposal process they were using to select new franchisees was not feasible for rapid franchise growth.

Solution: Assessments Identify Top Franchise Candidates

The company needed a better way to select franchisees for their business. They partnered with OutMatch to identify franchise candidates who were most likely to succeed and most likely to support the company’s key initiatives, like fresh food sales and multi-unit acquisitions.

OutMatch created a tailored assessment to target franchise candidates with the highest potential for success, and the company began using it to separate strong matches from poor matches in their applicant pool.

Result: $77K More per Store

In the first year, the company granted franchises to 324 new franchisees: 262 were strong matches (recommended by the assessment), and 63 were poor matches (not recommended by the assessment). After a year, it was clear that strong matches were driving consistently higher sales. Stores owned by strong matches sold $6,400 more per month than stores owned by poor matches—that’s a difference of $76,800 in annual sales, and a huge boost in profitability.

Based on these results, the company believes that if they had selected strong franchisees in place of poor franchisees, they would have driven an additional $4.8M in sales that year.

Using assessments to select the right franchisees, the company boosted sales at over 250 locations, and they now have an efficient and reliable process that will support their aggressive growth strategy.

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Insurance Company Uncovers the Key to Year-Over-Year Sales Increases http://outmatch.com/insurance-company-uncovers-key-year-year-sales-increases/ http://outmatch.com/insurance-company-uncovers-key-year-year-sales-increases/#comments_reply Fri, 01 Sep 2017 14:21:55 +0000 http://outmatch.com/?p=18514 By year 3, strong hires were outselling poor hires by $171K

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OutMatch Assessments Recommend Top Salespeople Who Outperform Peers and Sell More Every Year

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One of the nation’s largest mutual insurance companies was ready for a change when they saw that performance
across new salespeople was not improving over time, and in some cases, was actually declining year over year.

Company Quick Facts

  • Industry: Insurance
  • Number of locations: 18
  • Number of employees: 4,000
  • Solution: OutMatch Assessments

ROI Summary: Sales Performance

Year 1 new premium sales:

  • Poor Matches: $129K 
  • Strong Matches: $167K

Year 2 new premium sales:

  • Poor Matches: $173K 
  • Strong Matches: $233K

Year 3 new premium sales:

  • Poor Matches: $97K 
  • Strong Matches: $268K

By year 3, strong matches were outselling poor matches by $171K

Problem: Poor Performing Salespeople

The company saw that salespeople who struggled in the first year of employment weren’t likely to become top sellers in the future. Before investing in new salespeople, the company needed a way of knowing which candidates were most likely to succeed in the role and continue driving sales year over year.

Solution: Assessments Identify Top Performers

The company was already using OutMatch assessments for other professional positions in their organization, so expanding assessments to the sales team was a natural next step.

OutMatch created a tailored assessment for this sales role based on factors that predicted success, and the company began using it to identify candidates as strong or poor matches for the job. In the first year, the company hired 14 poor matches and 38 strong matches. After three years, the company evaluated these hires against year-over-year performance.

Looking at new premium sales over three years of employment, the difference was clear—by year three, strong matches were outselling poor matches by $171,000.

Result: 3X More Sales by Year 3

In their first year of employment, strong matches sold an average of $167,000 in new premium value, which was $38,000 more than poor matches. Strong matches continued to improve each year, while poor matches improved in year two, but sold less in year three than they did in year one.

By year three, strong matches were selling $268,000 in premium value, which was more than 1.5X what they had sold in year one, and nearly 3X more than poor matches who had the same amount of tenure.

Based on this data, the company believes that if they had avoided hiring poor matches for these sales positions, they would have driven an additional $2.4M in revenue during this three-year period.

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Acceptance Auto Insurance Improves Operations and Candidate Quality with iCIMS and OutMatch http://outmatch.com/acceptance-auto-insurance-improves-operations-candidate-quality-icims-outmatch/ http://outmatch.com/acceptance-auto-insurance-improves-operations-candidate-quality-icims-outmatch/#comments_reply Tue, 29 Aug 2017 17:58:43 +0000 http://outmatch.com/?p=18478 “Speed to useful information is the key gain."

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An integration allowed our team to move faster, and the teams at both iCIMS and OutMatch were terrific partners in making the systems talk and work seamlessly.

Customer at a Glance

Nashville, Tennessee-based Acceptance Auto Insurance is a leading provider of personal automobile insurance and other related products. Operating over 350 retail locations in 12 states, the company markets its services through the Acceptance Insurance, Yale Insurance, and Insurance Plus brands.

  • Industry: Insurance
  • Headquarters: Nashville, TN
  • Number of Employees: 4,000
  • Retail Locations: 350 retail locations in 12 states
  • Customer Since: 2009
  • iCIMS Solutions: Recruit & Onboard
  • Marketplace Products: OutMatch

Challenges:

  • Lengthy, paper-based candidate assessment process
  • Disparate talent acquisition tools extended the hiring process

Key Benefits:

  • Single platform to conduct talent acquisition activities
  • Speed to useful candidate information
  • Increased recruiter productivity and hiring manager satisfaction
  • Improved candidate quality and reduction in employee turnover

The Challenge

Prior to using OutMatch, Acceptance utilized a manual, paper-based process to conduct and score candidate assessments, and experienced long delays in receiving results. Scores were called back to hiring managers as a “thumbs up” or “thumbs down” approval, and offered little insight into the unique qualities of a candidate. “This approach was not a partnership or something that was helpful, it felt like handcuffs in the hiring process,” said Clay Stallings, vice president, talent acquisition and development of Acceptance Auto Insurance.

To solve this challenge, Acceptance incorporated the expert assessment capabilities of OutMatch to gain a more comprehensive view of their candidates, but faced challenges due to the system being disparate from the iCIMS Talent Platform. “It was quickly clear that without an integration, the assessment tool was not going to be effective due to the time it took to find the candidate in the other system,” said Stallings.

The Solution

Acceptance deployed an iCIMS Connector to integrate OutMatch with the iCIMS Talent Platform, uniting all candidate information between the two systems to eliminate data silos and create a single platform for conducting talent acquisition activities. Through the integration, recruiters are now able to invite a candidate to complete an assessment in OutMatch from directly within iCIMS, as well as view timely assessment results from OutMatch next to the candidate’s profile in iCIMS. Stallings reports that the implementation process was “smooth and easy,” and also notes that “the teams at iCIMS and OutMatch were terrific partners in making the systems talk and work seamlessly.”

The Results

Since integrating iCIMS and OutMatch, Acceptance has seen numerous benefits in their hiring operations, most notably significant time savings and improved candidate determination for recruiters. Hiring managers have also experienced improved candidate quality and reduced employee turnover due to the ability to make more informed hiring decisions, and also have a better understanding of their new team members and how to coach them in areas of opportunity. Additionally, as all information is now readily available in a single system of record, files can be easily accessed when historical information is needed or when candidates are moved to another role by the recruiter. “Speed to useful information is the key gain,” said Stallings. “Both platforms are easy to use and the support teams are very strong.”

Speed to useful information is the key gain. Both platforms are easy to use and the support teams are very strong.

Want to see how it works? Get a live look at ATS integrations or learn more about integrating with OutMatch.

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Insurance Company Boosts Sales by $1M in a Single Year http://outmatch.com/insurance-company-boosts-sales-1m-single-year/ http://outmatch.com/insurance-company-boosts-sales-1m-single-year/#comments_reply Mon, 28 Aug 2017 13:33:31 +0000 http://outmatch.com/?p=18445 Strong hires outperform poor hires by $84K

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OutMatch Assessments Recommend Top Performers Who Sell $22K More Than the Average Hire

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One of the nation’s largest mutual insurance companies was ready for a change when they saw that several of their new salespeople were failing to meet quotas.

Company Quick Facts

  • Industry: Insurance
  • Number of locations: 18
  • Number of employees: 4,000
  • Solution: OutMatch Assessments

ROI Summary: Sales Performance

1st year new premium sales:

  • Poor Matches: $155K 
  • Average Hires: $216K 
  • Strong Matches: $239K

Strong matches outperform poor matches by $84K and sell $22K above average

Problem: High Fail Rate Among Salespeople

The company’s sales team was investing in about 60 new hires per year, and losing money on salespeople who were struggling to sell premiums. They needed a way of knowing which candidates were most likely to succeed in the role before making that initial investment.

Solution: Assessments Identify Top Performers

The company was already using OutMatch assessments for other professional positions in their organization, so expanding assessments to the sales team was a natural next step.

The assessment identified sales candidates a sstrong matches or poor matches based on how likely they were to succeed in the role. Of the 60 salespeople the company hired in the first year, 16 were poor matches and 44 were strong matches. After a year of employment, the difference was clear—strong matches were outselling poor matches by $84,000.

Result: $1M More in Sales

In their first year of employment, strong matches sold an average of $239,000 in new premium
value—that’s $84,000 more than poor matches and $22,000 more than the average hire. By hiring 44 strong matches who exceeded average sales by $22,000, the company earned nearly $1M more in revenue.

Based on this data, the company believes that if they had avoided hiring poor matches for these sales positions, they would have earned an additional $1.3M—for a total of $2.3M more in revenue that year.

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Sales Organization Boosts Performance by 35% http://outmatch.com/sales-organization-boosts-performance-35/ http://outmatch.com/sales-organization-boosts-performance-35/#comments_reply Mon, 28 Aug 2017 13:17:59 +0000 http://outmatch.com/?p=18422 Strong hires outperform poor hires by 35%

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OutMatch Assessments Recommend Candidates Who Drive Higher Sales Performance Metrics

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A fast-growing, California-based energy company faced two major challenges in the way of achieving their aggressive growth targets: poor-quality hires and high turnover in sales roles.

Company Quick Facts

  • Industry: Energy
  • Number of locations: 85
  • Number of employees: 12,000
  • Solution: OutMatch Assessments

ROI Summary: Sales Performance

Scoring based on sales performance metrics:

  • Poor Matches: 45: 20% below average
  • Strong Matches: 61: 9% above average

Strong matches outperform poor matches by 35%

Problem: Poor Quality Hires & High Turnover

The company was hiring and investing in new salespeople without knowing which candidates
were most likely to hit sales goals, or which candidates were most likely to stay long enough
to contribute.

The company needed a way to standardize hiring for entry level call-center positions, as well as
more advanced field sales positions, so they could build a high-powered sales organization.

Solution: Assessments Identify Top Performers

Rather than continue to gamble on hires, the company began using OutMatch assessments to separate strong matches from poor matches in their applicant pool.

The company found that 22% of candidates were not a good match for their organization. With this insight, they were able to avoid poor matches and add more top-performers to the sales team.

Result: 35% Improvement in Sales Performance

After implementing the assessment, OutMatch conducted an ROI study and found that within
just 8 months, strong matches (salespeople recommended by the assessment) were outperforming poor matches (salespeople not recommended by the assessment) by 35%, based on sales performance metrics.

By continuing to hire strong matches for the 435 sales positions they fill in a typical year, the company will raise the bar on sales performance and drive revenue to fuel rapid business growth.

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Call Center Sees a 25% Difference in Turnover Between Strong & Poor Hires http://outmatch.com/call-center-sees-25-difference-turnover-strong-poor-hires/ http://outmatch.com/call-center-sees-25-difference-turnover-strong-poor-hires/#comments_reply Mon, 28 Aug 2017 13:15:51 +0000 http://outmatch.com/?p=18441 Strong hires turn over 25% less in the first 60 days

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OutMatch Assessments Recommend Candidates Who Are More Likely to Stay 60+ Days

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A fast-growing, California-based energy company found that high turnover in the sales organization was keeping them from hitting their aggressive growth targets.

Company Quick Facts

  • Industry: Energy
  • Number of locations: 85
  • Number of employees: 12,000
  • Solution: OutMatch Assessments

ROI Summary: Turnover Comparison

Turnover rate in the first 60 days:

  • Poor Matches: 25%
  • Strong Matches: 20%

Strong matches turn over 25% less than poor matches in the first 60 days of employment

Problem: High Turnover in the First 60 Days

The company was hiring salespeople for entry-level call center positions, but when considering
candidates without any sales experience, the company had no way of knowing who was most likely to succeed in the role, or who was most likely to stay long enough to contribute.

The company needed to reduce turnover, especially in the first 60 days, so they could recoup hiring and training costs, and avoid investing in salespeople who were likely leave before driving any revenue to the business.

Solution: Assessments Predict Employee Success

Knowing that salespeople who are successful in the job are less likely to turn over, the company
began using OutMatch assessments to separate strong matches from poor matches in their applicant pool.

The company found that 22% of candidates were not a good match for their organization. With this
insight, they were able to avoid poor matches and invest in candidates with higher potential for success.

Result: 25% Difference in Turnover

After implementing the assessment, OutMatch conducted an ROI study and found that during an 8-month period, strong matches (salespeople recommended by the assessment) had a 25% lower turnover rate than poor matches (salespeople not recommended by the assessment) in the first 60 days of employment.

Based on this data, the company believes that if they avoid hiring poor matches for the 2,800 call center positions they fill in a typical year, they can prevent 43 early terminations and save $150,000 in turnover costs per year.

Seeing the significant difference between strong and poor matches, and the impact it has on the bottom line, the company plans to hire more strong matches in the future.

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Chili’s Saves $21M Annually by Reducing Turnover http://outmatch.com/chilis-saves-21m-annually-by-reducing-turnover/ http://outmatch.com/chilis-saves-21m-annually-by-reducing-turnover/#comments_reply Tue, 02 May 2017 14:13:25 +0000 http://outmatch.com/?p=14905 Chili's turnover beats industry average by 30%

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Assessments Improve Candidate Selection by Predicting Success & Longevity of New Hires

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About Chili’s

With 1,600 locations worldwide, Chili’s® Grill & Bar is a leading casual dining restaurant brand with a fun and energetic atmosphere where family and friends can gather over a delicious meal.

“OutMatch assessments have been so powerful in helping us with selection, we’re now using them across our management and hourly population.”

-Director of Performance Coaching, Brinker International


Summary of Turnover Savings

OutMatch assessments positively impact employee satisfaction, engagement, and job stress—factors that account for more than 50% of all turnover.

Chili’s Manager Role

  • Using assessments since 2007
  • Number of hires per year: 500
  • Replacement cost per employee: $20,000*
  • Turnover: 10% lower than industry average
  • TURNOVER SAVINGS YoY: $1M

Chili’s Hourly Role (front & back of house)

  • Using assessments since 2011
  • Number of hires per year: 30,000
  • Replacement cost per employee: $2,225*
  • Turnover: 30% lower than industry average
  • TURNOVER SAVINGS YoY: $20M

All numbers based on average figures

*Council of Hotel and Restaurants Trainers


Tackling the Turnover Challenge

Chili’s has become a trendsetter in food service by adopting innovations like tabletop tablets to enhance the guest experience. When it comes to tackling turnover, Chili’s leverages technology to identify candidates who are most likely to thrive in their fast-paced service environment.

Knowing that job fit strongly influences work behaviors and motivations, Chili’s chose OutMatch assessments because they identify best-fit candidates for different job types, including manager and hourly roles, and can target key hospitality traits like guest focus and sales ability.

“We’re using OutMatch assessments to identify those folks who are going to be a really good fit for our organization. And we’re using them to identify promotion opportunities, too.”

-Director of Performance Coaching, Brinker International


REDUCED TURNOVER

  • Managers: 10%
  • Hourly: 30%

TURNOVER SAVINGS

  • Managers: $1M YoY
  • Hourly: $20M YoY

Using Assessments to Identify Best Fit

Starting with a job success profile, OutMatch determined the work-related personality traits that best predict success and longevity for manager and hourly roles at Chili’s. Candidates for these roles are assessed against the job success profile and given a job fit score, along with a personality report and an interview guide to help hiring managers address potential problem areas.

“We’re able to give our managers so much more insight into the candidates they’re talking to so they can really see what strengths a person would bring to a role, or what challenges a person might face. It’s helping them make better hiring decisions.”

-Director of Performance Coaching, Brinker International


Reducing Turnover for $21M in Savings

Since implementing assessments, Chili’s has reduced turnover by 10% for manager roles and 30% for hourly roles, which accounts for $21M in savings year-over-year. Chili’s uses this additional capital to reinvest in employees through education, leadership programs, and more.

Thanks to improved candidate selection and other initiatives, Chili’s has experienced great success and business growth in recent years, to the effect that Chili’s stock price has doubled and tripled, reaching over $60 a share in 2014.



About OutMatch

OutMatch delivers the data that’s been missing from your hiring process. With clear, measurable insight into candidates and new hires, your managers will make better hiring decisions, and your HR organization will finally be able to measure the impact of hiring on your company.

Sign up for a demo

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Chili’s Earns an Additional $13.5M by Improving Server Selection http://outmatch.com/chilis-earns-additional-13-5m-improving-server-selection-2/ http://outmatch.com/chilis-earns-additional-13-5m-improving-server-selection-2/#comments_reply Fri, 28 Apr 2017 14:23:33 +0000 http://outmatch.com/?p=14890 Strong hires sell $.80 more per hour and $850 more per year

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Assessments Increase Restaurant Sales by Targeting the Hospitality “Gene”

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About Chili’s

With 1,600 locations worldwide, Chili’s® Grill & Bar is a leading casual dining restaurant brand with a fun and energetic atmosphere where family and friends can gather over a delicious meal.

“In our restaurants, we like to give our managers as many tools as we possibly can to make sure we’re hiring the right folks that create the right experience for our guests.”

-Director of Performance Coaching, Brinker International


Summary of Increased Sales

With over 500,000 applicants each year, Chili’s uses OutMatch assessments to target key hospitality traits like guest focus and sales ability.

Chili’s Server Role

  • Using assessments since 2011
  • Number of hires per year: 15,000+
  • Increased sales per server: $.80 per hour = $850 per year
  • INCREASED ANNUAL SALES: $13.5M

 All numbers based on average figures


Strengthening the Server Staff

Chili’s has become a trendsetter in food service by adopting innovations like tabletop tablets to enhance the guest experience. When it comes to strengthening the server staff, Chili’s leverages technology to determine which candidates are most likely to:

  • Provide a differentiating level of service
  • Drive return visits
  • Increase sales

Knowing that job fit strongly influences work behaviors and motivations, Chili’s chose OutMatch assessments because they identify best-fit candidates for different job types, including server roles, and can target key hospitality traits like guest focus and sales ability.

“We’re using OutMatch assessments to identify those folks who are going to be a really good fit for our organization. And we’re using them to identify promotion opportunities, too.”

-Director of Performance Coaching, Brinker International


INCREASED SALES PER SERVER

$.80 per hour = $850 per year

INCREASED SALES ACROSS SERVERS

$13.5M per year


Using Assessments to Identify Best Fit

Starting with a job success profile, OutMatch determined the work-related personality traits that best predict success for servers at Chili’s. Candidates for this role are assessed against the job success profile and given a job fit score, along with a personality report and an interview guide to help hiring managers address potential problem areas.

“We’re able to give our managers so much more insight into the candidates they’re talking to so they can really see what strengths a person would bring to a role, or what challenges a person might face. It’s helping them make better hiring decisions.”

-Director of Performance Coaching, Brinker International


Improving Sales for $13.5M in Revenue

Chili’s found that servers with high job fit scores sell $.80 more per hour and receive higher customer satisfaction ratings than their average server population. Since implementing assessments, Chili’s continues to improve guest experience and increase sales year after year.

Thanks to improved server selection and other initiatives, Chili’s has experienced great success and business growth in recent years, to the effect that Chili’s stock price has doubled and tripled, reaching over $60 a share in 2014.



About OutMatch

OutMatch delivers the data that’s been missing from your hiring process. With clear, measurable insight into candidates and new hires, your managers will make better hiring decisions, and your HR organization will finally be able to measure the impact of hiring on your company.

Sign up for a demo

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GroupM Saves over 15,000 Hours in their Hiring Process http://outmatch.com/groupm-saves-15000-hours-hiring-process/ http://outmatch.com/groupm-saves-15000-hours-hiring-process/#comments_reply Mon, 24 Apr 2017 16:33:04 +0000 http://outmatch.com/?p=14264 Automated reference checking delivers results 5X faster

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Automated Reference Checking Improves Time to Hire by Delivering Results 5X Faster

Download the Case Study PDF


About GroupM

GroupM is a global media investment company that serves as a parent company to media agencies including Mindshare, MEC, MediaCom, and Maxus. With over 400 offices in 81 countries, GroupM’s purpose is to maximize the performance of its media agencies through trading, content creation, sports marketing, finance, and other activities.

“With automated reference checking, we get profound and real feedback about a person. We also get this information faster than ever before.”

-Head of Talent Acquisition at GroupM


ROI Summary

GroupM replaced traditional reference checking with automated reference checking in 2013 to improve efficiency and quality of hire.

Reduced Time to Hire

  • Previous completion rate: 84% in 15 days
  • Current completion rate: 84% in 3 days
  • Reduced time-to-hire by 12 days

Saved Recruiter Hours

  • Hours saved per candidate: 3.8
  • Number of candidates to date: 4,000
  • Total hours saved: 15,200

Improved Quality of Hire

  • Candidates with low reference check scores
    (removed from consideration): 610
  • Candidates with high reference check scores
    (fast-tracked): 1,120

The Challenge of Traditional Reference Checking

Before implementing automated reference checking, GroupM’s process caused three major challenges:

  • Time consuming. Waiting up to three weeks for references to respond caused unnecessary delays in the hiring process.
  • Inconsistent. Without a unified process, there was no way to ensure that references answered the same questions, and no way to objectively compare candidates.
  • Lacked visibility. Without an automated system, the team couldn’t check on the status of candidates or reference checks in real time.

“The reference checking and sourcing tools are very easy to use, and have given hiring managers across the globe the ‘WOW’ factor.”

-GroupM Head of Talent Acquisition at GroupM


QUICK STATS

  • Each candidate invites 4-5 references
  • References can complete in under 2 min.
  • 98% of reference complete within 24 hours

OVERALL SAVINGS

  • Time to hire reduced by 12 days
  • 15,200 total recruiter hours saved
  • 610 potential bad hires avoided

Automating the Reference Checking Process

GroupM chose OutMatch reference checking because it’s entirely automated and eliminates the need for phone or email based reference checking. The user experience is simple and engaging, and reference checks take about two minutes to complete. Answers can be kept anonymous, which encourages references to provide honest feedback. Recruiters and hiring managers can view all the results in real time and prioritize candidates by how well they scored on the reference check.

low scores

mid scores

high scores

An example of the scoring guide used by GroupM to classify candidates. This at-a-glance look helps determine who to fast-track and who to remove from consideration.


Saving Time & Improving Quality of Hire

By automating the reference checking process, GroupM has saved over 15,000 hours in recruiting time to date. This time savings becomes even more impactful as GroupM recruits more candidates each year. GroupM now has a unified process where candidates are ranked according to consistent and predictive criteria. GroupM is able to fast-track the hiring process for high scoring candidates and remove low scoring candidates, which results in better hires and a more efficient process.



About OutMatch

OutMatch delivers the data that’s been missing from your hiring process. With clear, measurable insight into candidates and new hires, your managers will make better hiring decisions, and your HR organization will finally be able to measure the impact of hiring on your company.

Sign up for a demo

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GroupM Adds Over 6,000 New Candidates to Their Talent Pipeline http://outmatch.com/groupm-adds-6000-new-candidates-to-talent-pipeline/ http://outmatch.com/groupm-adds-6000-new-candidates-to-talent-pipeline/#comments_reply Thu, 20 Apr 2017 17:53:04 +0000 http://outmatch.com/?p=14908 An all-new sourcing channel for YoY pipeline growth

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Automated Reference Checking Opens Up an All-New Sourcing Channel to Attract Talent

Download case study PDF


About GroupM

GroupM is a global media investment company that serves as a parent company to media agencies including Mindshare, MEC, MediaCom, and Maxus. With over 400 offices in 81 countries, GroupM’s purpose is to maximize the performance of its media agencies through trading, content creation, sports marketing, finance, and other activities.

“Thanks to automated reference checking, we’re now adding higher quality candidates to our talent pool, and to our workforce overall.”

-Head of Talent Acquisition at GroupM


Sourcing Summary

Since implementing automated reference checking in 2013, GroupM has grown their talent pipeline by asking references to opt in as potential candidates.

Increased Talent Pool

  • References contacted to date: 16,500
  • References who have opted in: 6,270
  • Opt-in rate: 38%

The Untapped Potential of Reference Checking

With the goal of achieving greater efficiency, consistency, and transparency in hiring, GroupM took a hard look at their reference checking process. As with many organizations, this process required recruiters to reach out to references manually by email or phone, and didn’t provide a way for GroupM to add any of these professional contacts to their talent pipeline for future opportunities. GroupM was interested in using automated reference checking to tap into this previously overlooked source of talent.


QUICK STATS

  • Each candidate invites 4-5 references
  • 1/3 are former supervisors; 1/3 are peers
  • 38% of references join the talent network

HIRE READINESS INDEX

  • Job category, title, and level
  • Job search status: active or passive
  • Hire readiness score: 0%-100%
  • Contact info + LinkedIn profile

Using Reference Checking as a Sourcing Tool

GroupM chose OutMatch reference checking because it’s entirely automated and eliminates the need for phone or email based reference checking. As an added benefit, OutMatch reference checking also serves as a sourcing tool by giving references the option to join GroupM’s talent network. This feature adds thousands of active and passive candidates to the talent pipeline and gives each one a “hire readiness” score based on their current career status.

Before completing the reference check, references who are interested in career opportunities with GroupM are asked a few more questions, such as:

  • How satisfied they are with their current employer and compensation
  • How productive their relationship is with their current manager
  • When they might expect to begin looking for a new career opportunity

Responses to these questions are used to calculate the reference’s hire readiness score, which helps set recruiters up for success when pursuing new candidates.

“The reference checking and sourcing tools are very easy to use, and have given hiring managers across the globe the ‘WOW’ factor.”

-GroupM Head of Talent Acquisition at GroupM


Converting References into Candidates

By automating the process, GroupM now has the opportunity to engage with references after the reference check is complete. It’s no longer a one-time conversation—the reference check also serves to promote GroupM’s employment brand and attract new candidates. With a 38% opt-in rate, GroupM has added over 6,000 new candidates to their talent pipeline to date, and this sourcing channel will continue to grow the pipeline year after year.



About OutMatch

OutMatch delivers the data that’s been missing from your hiring process. With clear, measurable insight into candidates and new hires, your managers will make better hiring decisions, and your HR organization will finally be able to measure the impact of hiring on your company.

Sign up for a demo

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