Case study: Hayley's new talent-based selection process
A new recruitment strategy at Hayley Conference Centres has cut staff turnover by two-thirds in less than two years.
The new selection process is based on 11 talents that all employees and potential employees are expected to have, such as service orientation and empathy.
The main part of the selection process involves an interview that follows a standard script of questions designed to elicit evidence of behaviour linked to the 11 talents. Assessment is rigorous, with only one in 15 applicants making it through to the next stage.
The Hayley Way is reinforced by 20 'Hayley Habits' (concepts and principles that underpin the strategy and help translate it into practice), a daily communication forum with every team member and a range of recognition practices.
Recruiting and retaining staff the 'Hayley Way' Rachel Suff reports in IRS Employment Review.
Also
The right person for the right role: using competencies in recruitment and selection Writing in Competency & Emotional Intelligence, Rachel Suff investigates the benefits of introducing competency-based recruitment and profiles the experiences of Essex County Council and Broadway Homelessness and Support.
Case study: Making over managerial selection at Superdrug Superdrug has revamped its store manager selection process to tie in with a change in overall business focus, introducing a competency-based personality questionnaire and moving the whole process online.
Sharpening up recruitment and selection with competencies IRS Employment Review examines the role of competencies in recruitment and selection.
easyJet's selection takes off with competencies At budget airline easyJet, recruitment and selection processes have been the principal application for competencies, particularly through the use of competency-based interviews.
