Delta Hotels

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Hospitality Screen 2.0
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AGENDA

• Highlight Behind the Scenes Changes
• More predictable items
• Self Confidence, Stress Coping, Integrity
• Reliability Scale
• Highlight Reporting Changes
• Scoring Customized to Delta
• Transparency in scoring
• More predictable Front and Heart of the house
  scoring
• Questions

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• Rationale
• Continuous Improvement Model
• All changes are based on empirical support
  provided by validation
• Improve the tools utility within the Delta
  culture
• Improve the robustness of the assessment
• Adhere to Best Practices in the Hospitality
  Industry

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Behind the Scenes

• More predictable items
• Through validation we have isolated the items
  that are the most predictive of success at Delta
• Most parsimonious and predictive survey model
• Added New Attitudinal Scales
• Self Confidence, Stress/Coping
• Similar to SMG profiles (found to be important)
• More robust assessment of candidates attitudinal
  state

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Behind the Scenes Contd

• Integrity
• Several hospitality / service clients have been
  asking for a measure of integrity
• Examines attitudes towards theft and
  counterproductive behaviour
• Puts candidate through scenarios and measures how
  they morally reason
• This section is not scored in the overall
  recommendation (Can be in the future)
• Intended to provide hiring managers with yet
  another piece of information about the candidate

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Behind the Scenes Contd

• Reliability Scale
• Similar to SMGs full profiles, we have included
  a more robust honesty / reliability scale
• Red flags socially desirable responses
• This was included to lower the number of Type I
  selection errors
• Hiring a candidate who does not possess a high
  likelihood for success
• Again, this scale is not scored, but is intended
  to highlight the need to probe deeper before
  moving the candidate further into the selection
  process

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Changes to the Report

• Customized Delta Scoring
• Scores on the Talent and Opportunity scales are
  now based on Delta benchmarks
• Comparing candidates against already successful
  employees
• Scoring for Heart of the House candidates has
  changed according to validation findings
• Number of previous jobs no longer scored
• Not as strong of an emphasis placed on service
  qualities

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Changes to the Report

• Transparency of Scoring

Will allow managers to make even more informed
decisions about the quality of a potential
client. Separate the best, from the rest
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Changes to the Report

• Transparency of Scoring

More precise in the scoring of a candidates
inherent traits. These ranges are customized to
Delta and can be modified in the future through
validation.
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Changes to the Report

• Interactive Reporting

Description of Candidate
Customized Interview Questions
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Page 2
Front and Heart of the house positions have
independent stoplights. Managers can now
differentiate between top and bottom green
light candidates. Allows them to isolate the
best candidate for the position.
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Page 3
Snapshot page now provides Delta customized
scoring ranges as well as a transparent look at
where the candidate actually falls in accordance
with Delta benchmarks. Takes into account upper
cautionary scores (too strong for the hospitality
industry retention risk).
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Page 4 - 6
These pages only appear if the hyperlink on the
cover page is clicked.
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Page 7 8 (Integrity)
Managers should be looking for red flags Each
section contains interview questions that can be
used to explore red flag responses. Intended
to be an extra data point to help augment the
selection decision.
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Questions???