Uncovering the hidden potential of the Belgian workforce ... · POWERED BY SELOR • as the employer of choice for talent, with an eye for innovation and initiative. SELOR EMPLOYER

U n c o v e r i n g t h e h i d d e n p o t e n t i a l o f

t h e B e l g i a n w o r k f o r c e : P u t t i n g t h e

f o c u s o n l e s s f a v o u r e d g r o u p s

Michael Tack & Koen Verlinden

Content

▪ Introduction

▪ The Selor Selection Procedure

▪ The challenge

▪ The answers

▪ Conclusion

9/11/2015 2

Introduction

9/11/2015 3

Our Mission

9/11/2015 4

▪ On the basis of recruitment, selection, orientation and certification, Selor contributes to talent management in the labour market.

▪ With a clear code of ethics, it provides a guarantee in these skill-based projects of objectivity and equal opportunities for every candidate.

▪ The methodology and tools used are part of a scientifically based (evidence-based) approach.

▪ From its unique position as a centre of expertise on the HR landscape and the government, Selor formulates a recommendation on policy

Our Vision

9/11/2015 5

SELOR TALENT MANAGEMNT

• as an HR consultant who offers the customer a tailored solution.

SELOR PROXIMITY

• as a unique job partner who supports talented profiles in the labour market.

POWERED BY SELOR

• as the employer of choice for talent, with an eye for innovation and initiative.

SELOR EMPLOYER OF CHOICE

• as an expertise centre that, through its directing role, enters into partnerships in the HR field.

SELOR ENGAGEMENT

• as a committed public authority that offers the public a return on its investments.

Selor Engagement

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Selor as an engaged public authority that offers the

public a return on its investments

• Develop Selor into a trendsetter in corporate

governance.

Our Screeningmodel

9/11/2015 7

PRESENT: SCREENING MODEL

Entry ticket or degree/diploma

Generic Screening

PC

Specific Screening

PC/interview

Module 0

Module 1

Module 2


“Basic competencies and cognitive abilities proven by a degree of a certain level or the

equivalent of the degree”

Module 0

Module 1

Module 2


“Generic competencies and cognitive abilities equivalent to the level of functioning””

Module 0

Module 1

Module 2


Module 0

Module 1

Module 2

Exemption

Development Buffer

Exemption

Development Buffer

No exemption

Pass/Fail Pass/Fail

Ranking

The challenge

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• Equal opportunities for all candidates

• No talent should be unused

The answer

9/11/2015 13

Different approach of different target groups:

• People with disabilities

• Candidates from a non-european origin

• Candidates for ‘bottleneck jobs’

• Candidates with a low level of education

The answer: Candidates with

disabilities

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• Additional time

• Special software (Braille, ‘extreme zooming’ software, etc.)

• Avoiding specific formats when presenting information (e.g. tables

are preferred above graphs)

The answers: Candidates from

a non-european origin

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Typical for this group of applicants:

• Dutch/French ≠ first language

Þ Video based SJT

Þ Spoken language

Þ Non verbal behaviour supports the content

Þ Collaboration with the agency responsible for the integration and language education of immigrants

Þ Avoiding stereotypes in the casting



9/11/2015 16

Reduction of text in test instructions



9/11/2015 17

Results: AI ratio



9/11/2015 18

Test the test



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• 2 tests : PCIB & NUMA

• Population mixte

PCIB NUMA

NL

AUTO 702 466

ALL 26 159

FR

AUTO 1358 /

ALL 200 /



9/11/2015 20

• H1: NUMA & PCIB01 : AI

• H2: AI (NUMA) > AI (PCIB01)

NUMA PCIB01

H1 AI (NUMA) √ AI (PCIB01) X

FR -- .84 (.06 /.07)

-- c2 = .40, p =.53

NL .58 (.32 /.55)

.92 (.11 /.12)

--c2 = 25.53, p =.00 c2 = .02, p =.88

H2 AI (NUMA) > AI (PCIB01) √

FR z = -12.89, p < .001

OV/Q AI PCIB01 (FR) ≠ AI PCIB01 (NDL) √

FR -NDL z = 5.81, p < .001



9/11/2015 21

Acculturation

• EFFECTS within the NUMA-test

‧Age: r = -.21

‧Sexe: d = .28 (M > V)

‧Etnische status: d = .78 (B > M)

•EFFECTS within the PCIB test

‧Age: r = -.12

‧Sexe: d = .47/.49 (V > F)

‧Ethnic status: d = .23/.25 (B > M)



9/11/2015 22

Acculturation

• High scores on the scale of acculturation (1-6):

‧Guest language 5.91

‧Guest Rules 5.53

‧Guestn contacts 5.11

‧Heritage rules 4.87

‧Heritage rules 4.70

‧Heritage contacts 3.64

‣ Men score higher on heritage scales

Atypic group



9/11/2015 23

Acculturation

•Relations with performance

‣NUMA: negative correlation heritage language (β = -.19)

‣ PCIB01: negative correlation with knowledge of heritage rules (β = -.14)

Moderate effect of acculturation

Homogenity of sample

The answers: Candidates for a

bottleneck-job

9/11/2015 24


bottleneck-job

9/11/2015 25


bottleneck-job

9/11/2015 26


bottleneck-job

9/11/2015 27


bottleneck-job

9/11/2015 28


bottleneck-job

9/11/2015 29


bottleneck-job

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bottleneck-job

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▪ Integration within Screening Model

Generic screening

Specific screening

Specific screening

Generic screening


bottleneck-job

9/11/2015 32

▪ EG New procedure for doctors

▪ Generic screening Module 1

▪ Abstract reasoning, Information & Task management, Key Competencies


bottleneck-job

9/11/2015 33

▪ EG New procedure for doctors

▪ Assessment center

▪ PC-test (SJT with 3 competencies)

▪ A&P exercise (target group : doctors)

▪ Validated case (specific)

▪ Interview


bottleneck-job

9/11/2015 34

▪ More flexible screeningsprocedures

▪ One day testings

▪ Adapted testings (parallel testing)

▪ Adapted SJT’s

▪ Collaboration with clients (SME)

▪ Technical questionnaires (validated) on Selor Platform

▪ Assessments


bottleneck-job

9/11/2015 35

▪ Results

Criterium

Criterium NL ó FR Totaal

Vacancy + 4 NL / 2 FR 6

Vacancy - 1 NL / 1 FR 2

Number of inscriptions 45 NL / 29 FR 74

Number of candidats 24 NL / 23 FR 47

Number of succeeds 9 NL / 4 FR 13

The answers: Candidates with

a low level of education

9/11/2015 36

▪ This group of applicants:

▪ Negative attitude towards testing

▪ Low test motivation

▪ In order to meet their concerns



9/11/2015 37

▪ Abstract reasoning items:

Using classic test formats, replacing abstract

figures by every day objects



9/11/2015 38

▪ Example: Reasoning ability tests without

abstract images



9/11/2015 39


abstract images



9/11/2015 40


abstract images



9/11/2015 41

▪ Measuring cognitive competencies by

offering cases with complex information

▪ No written information

▪ Visuals

▪ Voice over



9/11/2015 42

Conclusion

9/11/2015 43

‘Equal opportunities for all’ implies a mix of

innovation and methodological rigour

We…

… have made some important efforts

… are seeing some results

… have to keep investing in new test formats

Contact

▪ Michael Tack

▪ Koen Verlinden

9/11/2015 44

www.selor.be [email protected] +32 473 932 910 @verlinko

http://www.linkedin.com/pub/koen-verlinden/1/511/985

www.bdo.be [email protected] +32 498 67 92 62 @michaeltack1

https://be.linkedin.com/pub/michael-tack/6/29/a01

mailto:[email protected]





Uncovering the hidden potential of the Belgian workforce ... · POWERED BY SELOR • as the employer of choice for talent, with an eye for innovation and initiative. SELOR EMPLOYER

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