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Select
What is it?
Chemistry Select will make your recruitment process more accurate. The cost of mis-hiring for your organisation is anywhere from 4-14 x the base salary of the individual, however the upside in getting a hire right is almost incalculable. How fantastic would your organisation feel if everyone you hired was the right cultural fit, valued the things that your organisation valued, was motivated by the things your organisation rewarded and behaved in a way that your organisation and it's clients expected?
Chemistry Select is simply the most accurate recruitment methodology in business today at predicting the future performance of your new hire. Deployed extensively around the world Chemistry Select scales from high volume recruitment for the likes of O2 Retail Sales to low volume, senior hiring for C&W across their International geographies.
Chemistry launched Chemistry Select in 2003 since then we have design, built, deployed and transferred 75% accurate hiring experiences at a rate of 3-4 FTSE 100 companies a year, saving these companies in excess of £1 billion in costs and creating clear demonstrable top line growth.
How does it work ?
Firstly this is about you, your company, your roles. Whilst Chemistry will bring over 40+ years of combined know how and expertise, we will together define what Great Looks Like for your business and role. This means we will create an hypothesis based on your workshopped inputs, our raft of benchmark data and a clear understanding of your culture and the environment your people work in.
We will then test the hypothesis with current high performers within your organisation, if you don't have any (can happen!) we will use our extensive benchmark data to robustly test the hypothesis.
The final profile of What Great Looks Like decided, Chemistry design, build and assist in the deployment of a hiring methodology that accurately measures the success factors. We take in to account the resources available, the desired candidate experience, the hiring manager capability and any other factors that may impact the final recruitment outcome.
Within 4-6 weeks your organisation will be creating opportunities for every new hire to be brilliant.
Case Studies
The Problem
Harrods had noticed that they employed a small number of retail assistants who were consistently creating a higher lever of customer spend and a higher level of repeat spend than the majority of their other assistants. Harrods wanted to understand what it was about the high performers that either the rest of the retail assistants should be replicating as behaviours, or that they should be selecting against at the point of hire.
How We Helped
Chemistry profiled the high performing retail assistants versus their low performing colleagues to identify the key differences in what they were doing behaviourally, which is developable, and what differences they had intrinsically, their intellect, values and motivations, which is not. Once we had identified the core characteristics, we were able to design a new resourcing process which selected against these key characteristics, meaning that Harrods had a better chance of hiring high performers, but was also manageable by recruiters who did not have a senior level of capability in selection. This took the form of a scored behavioural telephone interview, which we trained all their recruiters to use. Alongside this we also selected a psychometric tool which allows the to hire better people. Harrods could also use the tools to plot their existing assistants against, and understand the behavioural areas that needed development.
The Result
The combination of the Chemistry recruitment process alongside the psychometric tool has meant that Harrods are now hiring more high performing retail assistants than ever before. Our work with Harrods was so successful that 18 months on, the same process is still being used.
