Optimizing the Recruiting and Screening Process to
Increase Tenure by 10%

The Implementation

The company took a two-pronged approach to the challenge. With the assistance of the PDP Representative, the company developed job models to describe the ideal candidate for each of their project types (e.g. Customer Service, Inbound Sales, Technical Support). Top performing employees completed individual surveys, and veteran supervisors completed Job Dynamics Analysis (JDA) Surveys to develop a comprehensive job model. These job models were then tested against current employees who were known to be top performers as well as lower-performing employees. In a blind test, the PDP Representative was able to identify the lower-performing employees from the job match score, validating the job models.

The company also developed an online application that linked with a web-based applicant tracking system (HR Central) to reduce application processing time. This online application linked to the PDP survey and made the survey a mandatory element of the application process. The company’s recruiters were then able to screen-in applicants with a 75% or greater match to the job model. This screen-in process brought in applicants for interviews who would not have otherwise been considered based on a resume scan.

The company also integrated targeted interview questions based on the job model profiles into the interview process. These questions were well-received by the interviewing supervisors and bolstered support for the recruiting process.

The Measurable Results

Within the past year, the call center has attracted 14,000 potential employees. As part of the online application, each individual completed the PDP survey, providing the Job Model Applicant Report for Job Model matching. The results have been remarkable:

• Screening capacity increased by 10% to allow for additional interviews.
• HR Central has streamlined the application tracking process.
• Recruiting staff has been reduced by 3.5 individuals.
• Average employee tenure has increased by 10%, from 450 days to 495 days.
• Supervisors now enjoy interviewing selected candidates who match the job model. They gain greater, more appropriate feedback as they use the questions from the interviewing guide.
• Hiring managers are increasingly confident in the accuracy of their decisions. This has fostered stronger ‘buy in’ to the PDP program.

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