Client Success – 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 Client Success: Fueling Front-Line Hiring at American Airlines http://outmatch.com/client-success-fueling-front-line-hiring-american-airlines/ Wed, 27 Sep 2017 13:39:30 +0000 http://outmatch.com/?p=18789 Director of Global Talent Acquisition Rob Daugherty talks about using assessments across American’s front-line workforce—for pilots, flight attendants, agents, fleet service people, and more. With a brand name like American Airlines, we get a lot of applicants. It’s impossible, especially…

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Director of Global Talent Acquisition Rob Daugherty talks about using assessments across American’s front-line workforce—for pilots, flight attendants, agents, fleet service people, and more.

With a brand name like American Airlines, we get a lot of applicants. It’s impossible, especially with some of those front-line positions, to really understand who’s a good fit and who isn’t. We hire a lot of people that don’t have experience, so [the assessment] really funnels down the number of people who meet those right competencies and personalities and skill sets.

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Primanti Bro’s.: Finding Best-Fit Candidates for Grand Openings in 2017 http://outmatch.com/primanti-bros-finding-best-fit-candidates-grand-openings-2017/ http://outmatch.com/primanti-bros-finding-best-fit-candidates-grand-openings-2017/#comments_reply Mon, 24 Apr 2017 08:33:19 +0000 http://outmatch.com/?p=14784 Aggressive growth requiring 55 new hires per store

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The assessment results help me decide if a candidate is the right fit for the position they applied for. The candidate receives a score from 1-5 on the assessment, and depending on the results, I know immediately whether to proceed or release the candidate from the interview process.

Samantha Willing, Talent Acquisition Specialist
Biggest challenge: Helping managers staff up for new restaurant openings

About Primanti Bros.

This sandwich shop, headquartered in Pittsburgh, PA, began as a food cart in 1933 and now has a cult following. With 37 current locations and several openings planned for 2017, the Primanti Bro’s. growth plan is aggressive and will launch the brand into new areas across the U.S.

Company Quick Facts

  • 37 locations and growing
  • 55 employees per store, on average
  • Working with OutMatch since 2016
  • Using assessments for hourly and management
  • Integrated assessments with talentReef ATS

Hiring Challenges

  • Establishing an employment brand in new cities
  • Attracting talent outside their “hometown” fan base
  • Being fully staffed in time for grand openings
  • Tracking and managing turnover

Assessments to Help Staff New Stores

As a unique restaurant concept, Primanti Bro’s. seeks people who are passionate about the brand and fit the culture. With rapid expansion as a key initiative, recruiters and hiring managers must quickly fill front of house (FOH), back of house (BOH), and management positions for new locations with no existing staff. That’s why Primanti Bro’s. began using OutMatch assessments in 2016—to speed up the hiring process by targeting best-fit candidates.

Results—Better Recruiting, Hiring, and Talent Management

I’ve gotten great feedback from hiring managers. They say that the assessment scores cut way down on the time they spend deciding if a candidate meets our company’s expectations.

Samantha Willing, Talent Acquisition Specialist
Biggest challenge: Helping managers staff up for new restaurant openings

OutMatch helps me find the right people to hire. I print out the interview questions that come with the assessment results, and it really helps keep my questions relevant to that particular candidate.

Josh Garrity, GM “Head Coach” at Erie, PA location
Biggest challenge: Getting quality candidates for FOH and BOH positions

We have a high percentage of internal promotions, which speaks to our ability to grow talent. The assessment results help us understand an individual’s potential and strengths and weaknesses so that we can align succession and development plans accordingly.

Cheryl Domitrovic, Director of Human Resources
Biggest Challenge: Winning talent in competitive markets

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Client Success: Hiring in a High-Turnover Retail Industry http://outmatch.com/cst-brands-bettina-rizzuto-outmatch-talent-selection-success-story/ http://outmatch.com/cst-brands-bettina-rizzuto-outmatch-talent-selection-success-story/#comments_reply Mon, 30 Jan 2017 06:46:46 +0000 http://outmatch.com/?p=14556 Talent Management Specialist Bettina Rizzuto talks about how assessments have helped Corner Store and its family of brands hire the right talent across more than 2,000 retail locations. “We wanted to see what we could do in our existing stores to lower…

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Talent Management Specialist Bettina Rizzuto talks about how assessments have helped Corner Store and its family of brands hire the right talent across more than 2,000 retail locations.

“We wanted to see what we could do in our existing stores to lower turnover… Comparing employees who have been assessed to employees who haven’t gone through the assessment process, we’ve seen a decrease in turnover that’s now at 38%.”

Watch more videos on our YouTube Channel.

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Client Success: Gaining a Competitive Edge in Restaurant Hiring http://outmatch.com/client-success-gaining-competitive-edge-restaurant-hiring/ http://outmatch.com/client-success-gaining-competitive-edge-restaurant-hiring/#comments_reply Wed, 07 Dec 2016 11:42:36 +0000 http://outmatch.com/?p=14295 Chief People Officer Bill Streitberger talks about how assessments and other talent selection technology have transformed hiring across American Blue Ribbon Holdings (ABRH) brands, which include O’Charley’s, Ninety Nine Restaurant & Pub, Baker’s Square, and Village Inn. “It used to…

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Chief People Officer Bill Streitberger talks about how assessments and other talent selection technology have transformed hiring across American Blue Ribbon Holdings (ABRH) brands, which include O’Charley’s, Ninety Nine Restaurant & Pub, Baker’s Square, and Village Inn.

“It used to be, we had to bring candidates back in the next day, or over the next couple of days. With assessments, we can turn the whole thing around in one day, which gives us a tremendous competitive edge because this market has been the most competitive I’ve seen in 10 years.”

Learn more about the ROI of assessments at ABRH:

Watch more videos on our YouTube Channel.

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Tips from Clients: Setting the Stage for Hiring Success http://outmatch.com/tips-clients-setting-stage-hiring-success/ http://outmatch.com/tips-clients-setting-stage-hiring-success/#comments_reply Thu, 22 Sep 2016 12:26:34 +0000 http://outmatch.com/?p=13937     Today’s tips come from Clay Stallings, VP of Talent Acquisition & Development at Acceptance Auto Insurance. Acceptance has used OutMatch assessments and automated reference checking for hiring since 2013, and according to Clay, “the results are impressive.” Clay explains how he set the…

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Today’s tips come from Clay Stallings, VP of Talent Acquisition & Development at Acceptance Auto Insurance. Acceptance has used OutMatch assessments and automated reference checking for hiring since 2013, and according to Clay, “the results are impressive.”

Clay explains how he set the stage for success when implementing these hiring tools at Acceptance: “First you have to commit, then you have to learn it, then you have to get buy-in. We did those three things, and it all fell into place beautifully.”

Specifically, Clay points out two best practices that greatly contributed to their improvements in efficiency and quality of hire:

  1. “Provide a well thought-through job description to the OutMatch team, including notes on the most important traits needed for a candidate to succeed on the job. For example, if a candidate doesn’t have a dominant personality, he or she won’t succeed in a sales position. This really helps to dial in to individual job assessments.” 

  2. “Integrate OutMatch into your Applicant Tracking System. The time saved was phenomenal. Recruiters went from spending anywhere from 90-120 minutes per day identifying potential candidates, then that number dropped to zero. When you calculate time saved over the course of a week, it adds up to a full 8-hour work day.”

These best practices can help any new client succeed with assessments, automated reference checking, and more. Thanks, Clay!

For more best practices, check out this video: 5 Tips to Get the Most out of Being an OutMatch Client.

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Client Success: Creating a Hospitality Culture at American Airlines http://outmatch.com/client-success-story-american-airlines/ http://outmatch.com/client-success-story-american-airlines/#comments_reply Tue, 02 Aug 2016 10:09:41 +0000 http://outmatch.com/?p=13678 Director of Talent Development Cheryl Harris talks about how assessments for flight attendants helped grow a “hospitality culture” for American Airlines. “The hospitality culture that a flight attendant creates is really important to how the customer feels about the company. We’re improving hospitality on the airplane…

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Director of Talent Development Cheryl Harris talks about how assessments for flight attendants helped grow a “hospitality culture” for American Airlines.

“The hospitality culture that a flight attendant creates is really important to how the customer feels about the company. We’re improving hospitality on the airplane because of the selection process that helps us bring in the right people.”

Watch more videos on our YouTube Channel.

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Client Success: Using Data to Help Customers Hire Great Talent http://outmatch.com/client-success-story-mindfield/ http://outmatch.com/client-success-story-mindfield/#comments_reply Tue, 10 May 2016 09:26:23 +0000 http://outmatch.com/?p=12910 CEO Cam Laker talks about how Mindfield uses data and predictive analytics to help their customers improve turnover and quality of hire at the hourly level. “One of the biggest things that OutMatch is helping us do is layer in data to really add…

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CEO Cam Laker talks about how Mindfield uses data and predictive analytics to help their customers improve turnover and quality of hire at the hourly level.

“One of the biggest things that OutMatch is helping us do is layer in data to really add some predictability to how our customers hire great talent. “

Watch more videos on our YouTube Channel.

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Client Success: Streamlining the Reference Checking Process http://outmatch.com/client-success-story-compass-group/ http://outmatch.com/client-success-story-compass-group/#comments_reply Fri, 06 May 2016 09:29:19 +0000 http://outmatch.com/?p=12903 Senior Director of Talent Acquisition Louise Bijesse talks about how automated reference checking improved efficiency and quality of hire at Compass Group. “We were sending people forms, we were calling them up, we were spending 30 minutes on the telephone… By going…

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Senior Director of Talent Acquisition Louise Bijesse talks about how automated reference checking improved efficiency and quality of hire at Compass Group.

“We were sending people forms, we were calling them up, we were spending 30 minutes on the telephone… By going to OutMatch, we were able to take all that away. We were able to save labor in our organization, and get a better quality result.”

Watch more videos on our YouTube Channel.

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