"Praice helped us to become better at matching position and person."

ILLUM har investeret markant i at skabe et stormagasin i international luksusklasse – med stærke brands, eksklusive rammer og et best in class-image.

ILLUM has been investing heavily in creating a luxurious international department store with strong brands, exclusive interior, and an image that is best in class. But retail is under pressure, demanding ever more from the staffers meeting customers. With the behavioral platform for Praice, ILLUM has formulated the optimal employee which made its successful debut when the department store had to hire 60 assistants for Christmas. 

250
Increased candidate field
60
new colleagues
54
time saved
80%
permanent employment
It’s one thing to enter a department store, it’s quite another making a purchase. This is why the staff is essential; it’s their job to turn you into a customer. At ILLUM they long ago realized that it takes more than employees with a fancy resumé for the renowned department store to win the retail battle of the customers. 
“By focusing on the match between position and person, ILLUM gets a clear advantage when it comes to giving customers the best experiences,” explains Claus Moll, who expects that the new way of recruiting will result in more and more loyal customers because the employees support the brand promise of ILLUM. However, Claus Moll isn’t quite ready to dismiss the personal job interview: “It’s all about becoming better at choosing to meet the best candidates, even if they haven’t yet had the opportunity to develop a strong, experience-based resumé.” 
Claus Moll – Illum
But these competencies are rarely evident on a traditional cv and you won’t necessarily find a connection between a well-written application and the ability to deliver personal service. In short, ILLUM had to find a new solution when recruiting service staff. 

5 steps to how Illum got a stronger recruitment with Praice

1

Firstly, all employees in the menswear department completed a behavioral profile via their smartphone, both about themselves and their co-workers.
2

At the same time, department managers completed Praice performance evaluations for every single employee.
3

A new type of job advertisement, allowing candidates to apply via smartphone, without the hassle of having to write an application, resulted in more than 800 applicants.
4

Afterward, Praice was able to correlate great performances with combinations of behavioral traits and create a clear vision of who would be a great addition to the team.
5

Knowing the data behind the best colleague, it was easy sorting through all applicants and selecting the 150 best candidates for a video screening where they were asked to answer a few. questions, focusing on retail knowledge, priorities and ambitions.
Praice challenge how to give a candidate feedback

Of 800 applicants, ILLUM hired 60 Christmas Assistants without conducting a single traditional job interview, yet based on a solid data foundation as well as the answers from the video screening. The 60 continued to a training process. 

A new way to do recruitment 

Claus Moll remains sure that great candidates have previously been overlooked because they didn’t have comparable experience on their resumé. With the Praice platform, ILLUM has flipped it’s recruiting 180 degrees, making personal traits the first thing getting candidates further in the recruitment process. 

 “By focusing on the match between position and person, ILLUM gets a clear advantage when it comes to giving customers the best experiences,” explains Claus Moll, who expects that the new way of recruiting will result in more and more loyal customers because the employees support the brand promise of ILLUM. However, Claus Moll isn’t quite ready to dismiss the personal job interview: “It’s all about becoming better at choosing to meet the best candidates, even if they haven’t yet had the opportunity to develop a strong, experience-based resumé.” 

Stefan is ready to tell you about how your company can benefit from using Praice for your recruitment.