Handhaven Support faced high costs from candidates failing exams for enforcer roles. With The Selection Lab, they improved selection to find better-fit candidates, reducing retakes.
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The recruitment process at a logistics service company is complex and essential for ensuring productivity. This analysis examines candidate matching using assessment data to identify traits that distinguish above-average employees from below-average ones. Candidates completed an online assessment, and their profiles were shared with a recruitment agency to eliminate bias in hiring decisions. This objective approach enables credible comparisons and provides insights for improving job profiles and the overall recruitment process.
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Our analysis of employees at this supermarket reveals that proactivity, self-control, a performance-oriented culture, and professional growth are strong predictors of success. By focusing on hiring employees with high scores on proactivity and self-control, the organization can improve its overall performance. Additionally, promoting a performance-oriented culture and providing opportunities for professional growth can help retain and motivate talent. Balancing these factors can further optimize the organization’s success. Creating an environment where employees feel supported and valued will help the Large Recruitement Agency enhance productivity and achieve its goals within this supermarket.
DPD streamlined their hiring process and improved candidate experience by partnering with The Selection Lab to implement standardized selection and interview questions, resulting in greater efficiency and more focused interviews.
Handhaven Support faced high costs from candidates failing exams for enforcer roles. With The Selection Lab, they improved selection to find better-fit candidates, reducing retakes.
Debtt Group struggled with hiring mismatches due to gut-feel decisions. Partnering with The Selection Lab, they now use objective tools to better match candidates to roles.
BOLD People struggled to fill roles at a Dutch bank due to strict degree requirements. By showing that candidates without degrees met intelligence standards, they helped the bank relax its rules, boosting placements by over 10%.