In 2013, the cut-e (now Aon) conference highlighted the growth in the use of HR analytics and metrics across organizations and this is reflected at easyJet. Ms Spalding, who presented during the conference, explains:
"A key objective for us is to improve the quality and 'fit' of candidates who join us at assessment centers. Bringing only the best people to these events means that we improve our Speed of hire as well as cost, spending valuable assessment center time and resources with candidates who are likely to succeed and accept an offer."
As refinements to the online testing process have taken shape, easyJet has seen an uplift in conversion rates of those attending the face-to-face assessment centers. When candidates were tested at the assessment center itself with no prior online activity, the conversion rate of those attending to successful hire was 41%. By moving assessment online and earlier in the process, this conversion rose to 48%. By adding in the realistic job preview, the conversion is currently 55%. Therefore, fewer costly assessment centers are needed to meet target recruitment figures. In terms of cost savings, this equates more than £10,000 over three years.
However, the impact of recruiting higher-quality candidates is seen in the reduction of training course failures, an increase in role performance and an improvement in base feedback.