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www.cut-e.com Scoot Case Study Hiring Right First Time Kate Woodley – Managing Director
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Page 1: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

www.cut-e.com

Scoot Case StudyHiring Right First Time

Kate Woodley – Managing Director

Page 2: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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The Missing Piece

Short Haul (<4h) Long Haul (4h<)

Full Service

No Frills

100%

100%40%

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May 2011 the beginning…

The Mission: “Create an airline in 12 months and everything that goes along with it”

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May 2011 the beginning…

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Get outta here…

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2011: First Fleet

6 aircraft: All Boeing 777-200’s from parent company SIA

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Current Fleet 20 Dreamliners

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Schedules –Direct and between destination cities

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Network – 47 Destinations

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Milestones –

16th of January 2014

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Scoot – the offering

ScootBiz

ScootinSilence

Fly/FlyBag/FLyBagEat

MaxYourSpace

Wifi and connectivity

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2013: valentines day in-flight kissing competition

Longest inflight kiss on record …

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Human Capital – in an aviation contextnumber needed to fly a plane

•An airline hires

Pilots

Cabin Crew

Service Technicians

And many more…

•An airline faces

Talent Shortages

Costly Recruitment

Potentially long recruitment processes

•An airline wants

The same as everyone else..

The best candidate for every role

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Human Capital?

Any airline hires a wide variety of people…

A new airline in addition needs a lot of people…

Consider these positions:

Captains

First Officers

Cadets

Cabin Crew (new & experienced)

Accountants

HR Staff

Technical Maintenance

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cut-e: Experienced aviation assessment partners

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Provision of validated International models

Domain/Role

Interactive Operative Intellectual Emotional

Entrepreneur

Manager

Expert

Influence

Networking

Business DevelopmentBottom-Line

Focus

Vision & Strategy

Initiative & Responsibility

People Management

People Development

Execution

Systematic Approach

Steadiness

Effective Communication

Constructive Teamwork

Analysis & Judgement

Professional Expertise

Self Development

Organisational Awareness

Innovation

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At each stage - Company Wide Buy-In

• Key stakeholders involved in all parts of the design process

• High face validity of processes

• Building in-house capability both formally and informally

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cut-e & SCOOT partnership

Cut-e – scoot partnership began in 2013

AC – selection

DC - development

Testing – all roles

Internal Capacity building - HR

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Rapidly built in-house robust assessment capabilities

Training courses delivered in Singapore and across the region:

Fundamental concepts in psychometric testing

Competency Based Interviewing techniques (CBI)

Assessor Training (ORCE)

Competency models which underpin selection and development processes

Ensures standardisation in the hiring process

Quality assessment processes

Confidence in the hiring decisions

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Online Assessments

Video Interviews Competency Based InterviewAssessment Centre

We partnered with Scoot to provide variety of assessment methods to hire for:

Pilots

Cabin Crew

Ground Staff

Robust Selection Processes

Page 21: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Stringent Hiring Processes

3 Types of Hiring take place within Scoot:

Each Process includes a combination of the following elements:

Pilots Cabin Crew Ground-

Staff

Online

Assessments

Video

Interviews

Assessment

Centre

Competency

Based Interview

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CABIN CREW

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Sample Process – Cabin Crew

Application Stage

Online Assessments

Video Interview

Assessment Centre

Final Decision

Stage 1

Stage 2

Stage 5

Key Criteria

Meet Min. Requirements

English & Communication

Full Day AC

Combination of All the Above

Stage 3

Stage 4

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Cabin Crew Hiring – Role Models (phase 1)

Initiative & Responsibility

Initiative & Responsibility

Effective Communication

Execution ExecutionOrganisational

Awareness

Systematic Approach

Systematic Approach

People Development

Steadiness Influence Influence

Constructive Teamwork

People Management People Management

NetworkingAnalysis & Judgement

Analysis & Judgment

Cabin Crew (Junior & Senior)

Complex Leader CIC / Team Leader

Page 25: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Cabin Crew – Phase 2 Validation 2015

Validation Study:

Analyses were conducted

Found personality dimensions

predictive of performance data

Conducted workshop together with key

Scoot stakeholders

Presented findings to Scoot

Reworked the competency model

together with Scoot based on the

findings

Competencies not predictive of

performance data replaced by those

found to predict performance data

Former Model

Initiative & Responsibility

Networking

Execution

Systematic Approach

Steadiness

Constructive Teamwork

Current Model

Initiative & Responsibility

Innovation

Execution

Effective Communication

People Development

Constructive Teamwork

Page 26: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Cabin Crew – Assessment Centre

Individual Exercise / Role Play InterviewGroup Exercise

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Cabin Crew – Online Assessments

Key Points:

Internationally trialled assessment suite

Standard & Custom Scoot Assessments

Scoot specific norm groups

Cut-Off Scores that maximise ROI on

internal resources in process

Page 28: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Cabin Crew – Video Interview

Why it works for Scoot:

Scoot hires Regionally – logistical challenge

Need to ensure that the ‘right’ people show up

on Assessment Day

Competency Based Tool

Saves Money, Time & Resources

6 minutes to review a candidate

Page 29: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Cabin Crew – Assessment Centre

Individual Exercise / Role Play InterviewGroup Exercise

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Cabin Crew – Final Decision

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NOKSCOOT

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2012: Nok Scoot – Cabin Crew Selection

Three roles for cabin crew:

1. Complex leader

2. CIC

3. Team leader

Assessment centre format with local relevance:

Group presentation

Interview

Role-play – Angry customer/Lazy colleague

Thai translation of some materials

Page 33: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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PILOTS

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2013 Pilot Selection -The business case

Cost per hire ~ makes sense to develop

Fleet expansion - compelling to keep external hires to a minimum – Include shortage of talent

Assess and promote within

Clear rationale for a Command Development Process

Page 35: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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PilotsSelection Process for cadets, FOs & Captains

Assessment Centre

ApplicationOnline

AssessmentsFinal

InterviewHire

Same process for all with subtle differences:

Cadets – Higher emphasis on aptitude assessments

FO’s & captains in particular experience offsets certain aptitudes: More emphasis placed on behavioural fit

Captains assessed against 8 competencies shapes executive

Page 36: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Scoot pilot assessment

Three Roles within pilots:

1. Captain2. First Officer 3. Cadet

Multiple assessment process -

Assessment Centre Focus – Strategic in nature

Situational Judgement Questionnaire - SJQ

Competency framework reflects internationally accepted models

Focus on aviation related aptitudes

Technical interview

Page 37: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Scoot Pilot assessments – the process

AC processes for FO’s and captains

Group exercise Individual exercise Interview Shapes assessment

Page 38: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Online Assessment – the numbers

Candidates assessed through online assessments

Scoot ONLY

Cabin Crew: 5385

Pilots: 1322

Ground Staff: 1036

NokScoot

Cabin Crew: 2180

Pilots: 163

Ground Staff: 174

Page 39: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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GROUND STAFF

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Ground-Staff

An ever evolving workforce characterises an airline:

This holds particularly true for ground staff (75 + Roles currently)

A growing airline = more support requirements

New roles appearing are very much a reality

New Role Created Custom Suite &

Competency

Requirements

Roll Out Interview

Added to Job

Databank

Page 41: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Ongoing assessment – non flights ops

Current roles we assess for :

Human Resources Marketing Finance IT

Ground ops-

• Rostering• Maintenance

Page 42: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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COMMAND DEVELOPMENT

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What is assessed

BehavourialElement

Technical Knowledge

Legal Aspects

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Process

shapes*Development

Centre

Final Decision&

Development Planning**

Step 3Step 2Technical Pass

/ FailStep 1

Page 45: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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Behavioural Framework

First Officers

Constructive Teamwork

Steadiness

Effective Communication

Systematic Approach

Analysis & Judgment

Execution

Initiative & Responsibility

People Development

Effective Communication

Systematic Approach

Analysis & Judgment**

Execution

Captains

Integrity

Stress Resistance

Page 46: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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And the point of all of this is was…

Strong Performer – But Leaves earlier than you want

Strong Performer who will stay with Scoot

Weaker performer who may leave at any time.

Competent performer who will stay with Scoot

Length Of Tenure

Performance

Page 47: Case study: 2015 Scoot Presentation from Aviation Summit 2015 ...

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What’s next?

cut-e currently integrating with an ATS to ensure a more time effective and efficient applicant tracking process for Scoot

India, Africa and Europe are part of the expansion plans


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