Job Fit Assessments for Reduced Turnover - Education
A for profit College in Utah has as their main objective to help students graduate and find employment. To do that, it must employ admissions representatives committed to their jobs, and to the students applying for acceptance.
Challenges: Enrolling students in the accelerated career programs at this College requires an admissions specialist with above average problem solving skills, creativity, and empathy. These skills must be tempered with the ability to move quickly with determination and resolve.
Candidate job interviews and resumes for the admission specialist role don't tell the whole story. It is only after a new specialist is performing on the job that their true skills and challenge areas surface. As a result of this hit and miss approach the college regularly averaged an annual turnover of at least 6 or more admissions specialist per year which carried the consequence of significant loss in potential admission revenues.
Each admission representative manages tens of thousands of dollars in monthly student enrollment leads and the College leadership estimates that with each representative that doesn't pan out, the college loses on average $133,000 in potential revenue with each admissions specialist turnover.
Solution: Executives at the Utah-based college discovered that the unique job-matching feature of the PXT Select provides an efficient complement to their recruiting of admissions specialists. PXT Select helps the college’s executives screen numerous applicants for the job and quickly interview those whose stack ranked scores approach the aggregate score of their best admission specialists that were used to develop the College's performance model.
Results: College leaders say that the Job Match Performance Model used to select candidates for the admission representatives role reduced annual turnover in this important role by 6 exits during the 12 month project when compared to the college's annual average turnover rate for this role. The annual turnover savings resulting from the assessment project is estimated to be more than $800,000 resulting in a 69:1 ratio of ROI.
College officials now use the PXT Select with many positions and in all departments, including academic and career services, student services, and financial aid. PXT Select's unique job fit pattern has helped College Group determine which admissions representative applicants fit the position best. Using its top performing admissions specialists as models, college leaders developed a pattern to determine what skills and competencies the most successful workers possess.
After creating the pattern, managers at the College decided that an 84 percent match of potential employees to the Performance Model would give them the performance success they desired. Adhering to this figure has resulted in success. The College projects the annual value of using the PXT’s Job Match Pattern with admissions specialists to be more than $800,000.
The results reveal a strong positive correlation between high performers and high scorers on PXT’s job-match model. PXT has allowed managers to become more selective in hiring.
"We have created processes to review large volumes of resumes,” the executive said. “We define clearly the job description and requirements, use the Profile and ask human resources to screen the applicants. That limits the number of resumes I have to sift through.”
Make hiring right the first time your competitive advantage!
Assessment Pricing Model
Quantity discounts apply to all assessment purchases - IFP creates your secure branded hosted assessment management site at no charge, and IFP consultancy services, training, assessment deployment, report generation and more are without any cost to client.
ASSESSMENT CASE STUDIES
5 RETAIL
10 HOSPITALITY
12 RESTAURANT
16 HEALTHCARE
Not sure what kind of assessment you need? See Selecting the Right Assessment
INSIGHTS FOR PERFORMANCE PRODUCTS