ASSESSMENT
A nationwide retailer was using a personality-based selection test, with poor results: hours of managers’ time to test a single candidate, legal challenges, dismal turnover rates. They wanted to simplify things and end up with better new hires who would last longer with the company.

ACTION
CMI got to know the jobs to be tested for. After extensive research of the tasks and expectations of these positions, CMI designed a three-part selection system. First, candidates read a realistic preview of the jobs they were applying for. Next was a battery of behavioral and skill-based tests. Finally, qualifying candidates went through a behavioral structured interview. The end result was that candidates had more information about the job, and hiring managers had more information about the candidates.

ACCOMPLISHMENTS
After one year, data from employees hired with CMI’s new selection system was compared to data from employees hired at the same time without going through the new system. Without having any adverse impact on any protected group, the new selection system reduced turnover by 41% and increased tenure by 10%. These improvements saved the company $8 million in one year!

Who’s leaving and who’s staying? The graph below shows the total amount of turnover for the first year. 3 out of every 4 new hires who left the job did not go through the new test!