Success rate for managers doubled, staff turnover halved.
Since we implemented predictive recruitment in the restaurant, staff turnover has dropped by half.
Since 2007, this fast food chain has recruited executives and managers using Predictive Recruitment, a methodology that allows for better engagement with big data.
With 324 established restaurants, Burger King has experienced strong expansion and recruits more than 100-150 executives and managers. With each recruitment, the goal remains the same: to “identify candidates who will be successful in the position.” To meet this challenge, Burger King uses Predictive Recruitment, a scientific method based on rational and objective data (pathway, personality, intellectual capacity and performance) to anticipate the future success of candidates.
At that time, the recruitment team worked with more classic personality questionnaires without the systematic use of collected data. That’s why they decided to test Predictive Recruitment with AssessFirst. What followed was a phase of collection and analysis of internal data to identify the profiles most likely to succeed within the company.
Before collaborating with AssessFirst, staff turnover was far too high, especially for manager positions. And they couldn’t understand why the new recruits were leaving so quickly.
Precise definition of the desired profile.
The creation of a personalised predictive model allowed Burger King to target the key personality traits for success in the workplace, while also allowing the recruitment team to both save time and improve efficiency in their recruitment process.
Systematic evaluation of all candidates.
The candidates, pre-selected by the Burger King recruiters, receive the online questionnaire – the same as that completed by current employees. Their results are cross-referenced with the predictive model defined earlier.
Closeness of the candidates’ profiles with the targeted profile.
The summary is sent to 9 people in charge of recruitment, who use it as an aide for decision-making. Each of these people has been trained in interpreting the results, and in particular what are the right questions to ask to dig deeper in their evaluation of each candidate’s potential.
Since the implementation of this recruitment technique, Burger King continues to monitor its employees, particularly during annual “talent reviews”, a time when Human Resources evaluate the potential of each person.
This shows whether an employee is in the right place, and suggests appropriate training or a change of department. But mostly, it’s a good way to verify the effectiveness of the model.
“We have observed that staff turnover has dropped, and at this time, we are working with AssessFirst to readjust our “Job Profiler” to suit our changing needs”, says Pascale Vincent. Predictive Recruitment does not stop after hiring, but takes into account the ever-changing human nature.