- Количество слайдов: 15
THE SELF MANAGEMENT GROUP SELECT . DEVELOP . RETAIN . TOP PERFORMERS Hospitality Screen™ 2. 0
AGENDA • Highlight Behind the Scenes Changes – More predictable items – Self Confidence, Stress Coping, Integrity – Reliability Scale • Highlight Reporting Changes – Scoring Customized to Delta – Transparency in scoring – More predictable “Front” and “Heart” of the house scoring • Questions
THE SELF MANAGEMENT GROUP SELECT . DEVELOP . RETAIN . TOP PERFORMERS • Rationale – Continuous Improvement Model – All changes are based on empirical support provided by validation – Improve the tools utility within the Delta culture – Improve the robustness of the assessment – Adhere to “Best Practices” in the Hospitality Industry
Behind the Scenes • More predictable items – Through validation we have isolated the items that are the most predictive of success at Delta – Most parsimonious and predictive survey model • Added New Attitudinal Scales – Self Confidence, Stress/Coping – Similar to SMG profiles (found to be important) – More robust assessment of candidates attitudinal state
Behind the Scenes Cont’d • Integrity – Several hospitality / service clients have been asking for a measure of integrity • Examines attitudes towards theft and counterproductive behaviour • Puts candidate through scenarios and measures how they morally reason – This section is not scored in the overall recommendation (Can be in the future) – Intended to provide hiring managers with yet another piece of information about the candidate
Behind the Scenes Cont’d • Reliability Scale – Similar to SMG’s full profiles, we have included a more robust honesty / reliability scale – “Red flags” socially desirable responses – This was included to lower the number of Type I selection errors • Hiring a candidate who does not possess a high likelihood for success – Again, this scale is not scored, but is intended to highlight the need to probe deeper before moving the candidate further into the selection process
Changes to the Report • Customized Delta Scoring – Scores on the Talent and Opportunity scales are now based on Delta benchmarks • Comparing candidates against already successful employees – Scoring for “Heart of the House” candidates has changed according to validation findings • Number of previous jobs no longer scored • Not as strong of an emphasis placed on “service” qualities
Changes to the Report • Transparency of Scoring Will allow managers to make even more informed decisions about the quality of a potential client. “Separate the best, from the rest”
Changes to the Report • Transparency of Scoring More precise in the scoring of a candidate’s inherent traits. These ranges are customized to Delta and can be modified in the future through validation.
Changes to the Report Interactive Reporting Description of Candidate Customized Interview Questions
Page 2 Front and Heart of the house positions have independent stoplights. Managers can now differentiate between “top” and “bottom” green light candidates. Allows them to isolate the “best” candidate for the position.
Page 3 Snapshot page now provides Delta customized scoring ranges as well as a transparent look at where the candidate actually falls in accordance with Delta benchmarks. Takes into account upper cautionary scores (too strong for the hospitality industry = retention risk).
Page 4 - 6 These pages only appear if the hyperlink on the cover page is clicked.
Page 7 & 8 (Integrity) Managers should be looking for “red flags” Each section contains interview questions that can be used to explore “red flag” responses. Intended to be an extra data point to help augment the selection decision.
Questions? ? ?