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- Lago Mar Country Club

SUCCESS STORIES

All of the summary case studies below were used in the development of the current selection and screening processes that are incorporated into the industry segments of the eTalentTraks platform. The high level of correlation between industry sets of the initial validation studies gave enough evidence that using a job task relationship match to human attributes (job content validation measures) was sufficient in predicting across industry sets.
All of the case studies outlined were based on the following objectives:

  • Create a process that can screen large number of applicants in a short period of time, while reducing the administrative load on the line organization.
  • Reduce staff turnover by hiring those more likely to succeed and stay longer.

Gaming Industry:

Participants: Four Casino Hotels
Most noteworthy of this case study was the use of the instrument for the purpose of opening a new property. In all of the cases, the use of job fairs, open houses, and recruitment days were incorporated to ensure adequate opportunity for increased applicant flow. For each of the organizations, the test was customized to reflect their choices of critical competencies as well as an initial screening to determine Front of House or Back of House work orientation.

Use of our test screening process enable the recruiters and managers tasked with conducting a three minute screening interview to short list those candidates into respective groups where they had the best opportunity to succeed.

Working with the HR staff, we tracked who was hired and their progress for the first three months. The average retention rate for those hired varied by property; however, when combined with the number of percent of hires still employed, averaged over 65%.

One hotel continued to track the process and found that of the number who stayed on after three months approximately 75% of them were still employed after six months.

Retail Industry:

Participants: A leading retailer of books and magazines, a national sports equipment retailer, and a nationally known dollar store
The similarity of these three cases was that each of the operations all had significant turnover in their cashier positions. The sports retailer was the only company that had full utilization of the cashier position where the other two had other duties that included inventory replenishment and stocking. On average all three companies had adequate applicant flow, job descriptions, and comparable compensation packages. Length of service and turnover varied as well as number of positions and locations. The average tenure was one year, however each was experiencing a high rate of turnover at the 30 day time period indicating a need to refine or rethink the prescreening and hiring process.

Our solution was to use the Retail template for prescreening candidates. In addition to the predictive competencies we suggested adding two additional competencies: Manually Capable and Tolerance for Stress. Because the Cashier position required replenishment of inventory while in some cases at the same time was waiting on customers, we felt it added a necessary work related behavior that would distinguish between the candidates for retail positions. Using a multiple scoring template, scoring both a fit to the industry at the same time for cashier, the process reduced the applicant pool for cashier by 50% while increasing the retention rate of those hired on average of 70% in the first 60 days and 90% in 90 days.

Manufacturing Industry:

Participants: Manufacturer of golf equipment, and a specialty packaging manufacturer
This was a benchmark study conducted by two participating organizations that was designed to predict employee attendance. Key competencies included: Team Work, Flexibility, Reliability and Quality Orientation. Using the template for screening for selection indicated that those who were determined to be a good to best fit lost less time on the job over a time frame of one year than those that were a fit to good fit. The correlation to attendance to performance was not conducted at that time, however both organizations felt that in their opinion, time lost to production was reduced dramatically.

Service Industry:

Participants: A travel agency, a human resource outsourcing company and a telemarketing solutions company
This case study was conducted using both inbound and outbound positions within the Call Center segment of the Service Industry. Concerned with high turnover and subsequent training costs at their regional call centers, we implemented a prescreening process as part of their selection protocol using our Service industry template and Call Center Representative position incorporating both the Inbound and Outbound template.

Follow up within a six month time frame found that turnover had decreased from 42% to 21% and within the Travel center was reduced to 0 in the same time frame.