starwood国际酒店管理集团销售人员招聘甄选标准.pptVIP

* Leader Results: PHASE 2N = 117 (APD, EAME, LAD) (Bottom Third) X ? (Interview Qualified – Top two-thirds) * Leader Results: PHASE 1N = 173 (NAD, UK/Ireland, Australia/Fiji) (Bottom Third) X ? (Interview Qualified – Top two-thirds) * Seller Results: APDN = 205 (Bottom Third) X ? (Interview Qualified – Top two-thirds) * Combined Failed Prescreen and Failed Proctored Assessment * Seller Results: EAMEN = 212 (Bottom Third) X ? (Interview Qualified – Top two-thirds) * Combined Failed Prescreen and Failed Proctored Assessment * Seller Results: LADN = 99 (Bottom Third) X ? (Interview Qualified – Top two-thirds) * Combined Failed Prescreen and Failed Proctored Assessment * Seller Results: PHASE 1N = 390 (NAD, UK/Ireland, Australia/Fiji) (Bottom Third) X ? (Interview Qualified – Top two-thirds) * Combined Failed Prescreen and Failed Proctored Assessment * Page Loads: Our overarching goal is to maximize the selection process. We can do this in several ways: Click 1 – bar pops up (nothing to say) Click 2 – Increase # of Strong Candidates appears First, we can increase the number of strong candidates that get in front of hiring managers. We can do this by eliminating the weaker candidates. Click 3 – Reduce Time spent Next, we can reduce your time spent evaluating candidates. If we can alter our process so we are evaluating the best candidates and reducing the time spent to pick the best candidates, we will maximize the selection process. By that we mean… Click 4 – Profitability We will have candidate profitability. We use profitability in quotes deliberately. Basically, we mean that we have selected from the best of the best and the time was well spent to get the candidate hired. Of course we expect that this will lead to actual profitability as we will get the best candidates who will be more productive and productive sooner. * As we began this initiative, we examined out current process and we really only do the Screening Discussion and Behavioral Interview to a