Job Fit Assessments for Reduced Turnover - Call Center
Call center management sought a hiring solution that would reduce 30 and 90 day attrition rates. They knew that new hires who went beyond the 90 day threshold would stay in the job and for at least a year or more and some of those would become their best call center employees.
CHALLENGE:
- reduce 30 day new hire turnover
- reduce 90 day new hire turnover
SOLUTION:
Conduct a concurrent study of the company's best call center employees using the PXT assessment and create an aggregate Performance Model. Only job candidates that scored 84% or better against the newly minted Performance Model would be interviewed and those who interviewed well would be hired.
RESULTS:
The assessment project's annual results came in as follows:
- 30 DAY turnover was reduced 33%
- 90 Day turnover was reduced 28%
SUMMARY:
Management recognized these other benefits of the assessment program:
- managers utilized the custom interview questions
- managers saved interviewing time by not interviewing poor fit candidates
Management will continue to use the assessment and is considering expanding its use beyond hiring for the call center - hiring and succession planning in other areas of the company.
Make hiring right the first time your competitive advantage!
Assessment Pricing Model
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ASSESSMENT CASE STUDIES
5 RETAIL
10 HOSPITALITY
12 RESTAURANT
16 HEALTHCARE
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INSIGHTS FOR PERFORMANCE PRODUCTS
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