Since our beginnings as ESP in 2006, CMyPeople has provided more than 400 organisations and 20,000 individuals with the assessments and reports that have improved their staff selection, development, performance and succession planning.
Over the past 12 months, we have helped to resolve some diverse issues for many leading Australian and Worldwide organisations. Here are some examples of CMyPeople in action.
As a joint partner in the development of CMyPeople (formerly ESP), the Australian Government has been a leading advocate for use of CMyPeople's products and services as a means to solving the issues relating to skills shortages in Australia. At the same time, the Department of Education, Employment and Workplace Relations, along with other Govt. departments, including the Department of Education Science and Training, the Attorney General's Office, and the Australian Tax Office, all assess the suitability of existing employees and new applicants using the CMyPeople web-based solutions.
Australia Post delivers the most comprehensive postal service in the Asia-Pacific region and currently employs approximately 34,800 people. By helping Australia Post to dramatically improve hiring and retention rates, Chandler Macleod won a national AHRI award in the category of "most innovative recruitment strategy" and proved the brilliant applications of psychological profiling in recruitment. In 2007, Australia Post implemented CMyPeople to deliver the same fantastic results as before, with improvements to the cost and deliverability of assessments, using the innovative CMyPeople online tool.
Australia's leading HR Services firm to more than 4,000 clients, Chandler Macleod participated in the early development of CMyPeople and has adopted the system company wide as the tool of choice to assess and measure any candidate's suitability to a wide variety of roles within their client's organisations. CMyPeople's easy to understand reports provide recruiters, employers and job applicants with a snapshot of an individual's strengths, skills, and temperament and provide a valuable insight into workplace behaviour, providing a vehicle for discussion and planning of future career opportunities.
The Job Network is a 200+ member organisation, comprising a large number of diverse employment, training and charity-based organisations contracted to assist the Government in finding sustainable employment for individuals facing a range of social and economic challenges. CMyPeople, in partnership with the Department of Education, Employment and Workplace Relations, developed this world-first application to measure an individual’s strengths & skills, while simultaneously building their confidence and job readiness. The process identifies a broad range of relevant opportunities open to jobseekers, while providing a steady stream of job ready applicants to employers across all industry sectors. Assessing jobseekers with CMyPeople has been shown to improve placement rates and candidate sustainability by over 60%.
The Rexel Group is the world leader in the distribution of electrical parts and installation equipment with more than 1,900 sales outlets worldwide employing more than 22,500 employees in 1,826 branches across 29 countries. With such a large workforce, it was important for Rexel to automate the process of screening applicants against Rexel-specific personality-based prerequisites. CMyPeople mapped existing Rexel Job Descriptions into CMyPeople Rexel roles, to enable immediate matching of all new candidates against their specific competencies. The benchmarking of existing Rexel high performers enabled them to create ‘star-performer’ Job Profiles to match new candidates against.
BIS is an industrial logistics firm based in Sydney with multiple operational sites across Australia. Facing difficulties in attracting and retaining talent as is common in resources industries, BIS implemented CMyPeople to get the most out of both existing employees and new recruits in a candidate-short environment. CMyPeople worked with BIS and Chandler Macleod Consulting to map together the existing Lominger competency framework in use by BIS and the Employability Skills Framework that underpins CMyPeople. This enabled BIS to continue to work with its existing framework and associated HR practices. High performing employees were identified through a benchmarking exercise and the internal recruitment process was redesigned to reflect this with a longer term view to apply such criteria to candidates from overseas talent pools in both Europe and Asia.
As one of the world's largest Audit and Accounting consultancies, this firm’s Australian offices have integrated CMyPeople as a core part of the Risk Management and Performance Improvement Services, provided to their clients. It is used to accurately measure workplace performance and make recommendations on staff training, development, and career progression. The firm initially approached CMyPeople to improve their own consulting services by finding better methods of matching high performing people to the right roles.
Star Track Express is a leading transport and logistics business offering tailored solutions to Australian businesses. The company is jointly owned by Australia Post (50%) and Qantas (50%) and has enjoyed significant growth over the past 30 years. With 3,700 staff and planned rapid staff growth, Star Track Express’s objective was to reduce their above industry average high annual staff turnover.
EnergyAustralia is one of the largest energy suppliers in Australia and are leaders in broad-based energy solutions and supply, energy management and renewable energy alternatives. With low organisation-wide staff turnover (approx 3%), the cost of not selecting the best graduates is not necessarily reflected in increased turnover, but is associated with the lower productivity of underperforming graduate trainees and the significant costs associated with providing them with a generous pay and benefits package.
When Chandler Macleod won a contract to provide Wireless Trainees to Telstra in both Sydney and Melbourne, CMyPeople was a key differentiator in the services offered. 64 candidates were assessed on the same day at an assessment centre. Each candidate was assessed against a set of competencies specifically selected by Telstra, as those essential and desirable for a particular role. The assessment day enabled Telstra to make a highly informed selection of trainees, who would be most likely to add value to their business and be successful in this role.
