A powerful example of a company that has implemented pre-employment assessments to improve their business performance is Cielo, a leading global recruitment process outsourcing (RPO) company. Cielo helps hundreds of clients in more than 100 countries, attract, find, hire, and retain the talent that makes their businesses succeed. Their headquarters is located in Brookfield, Wisconsin and they have over 2,000 employees located throughout the world.
The Problem
As an RPO, Cielo understood that in order to be an industry leader, it is necessary to ensure that their employees are of the highest quality, are not at risk for early turnover, and will be engaged in their work.
The Solution
Cielo implemented a new talent acquisition strategy that includes the use of pre-employment psychometric cognitive ability and personality assessments to improve the quality of hires and reduce employee turnover.
By using cognitive ability and personality tests in their pre-hire assessments, Cielo is able to gather objective data on candidates’ abilities, traits, and preferences, which are then used to make more informed hiring decisions. This helps Cielo identify candidates who are not only a good fit for the role, but who are also likely to be engaged and productive employees. According to Cielo, the use of pre-hire assessments helps them identify candidates who are the best fit for the role and the organization, based on their skills, personality, and values.
In addition, Cielo’s pre-hire assessments help them reduce the time and cost associated with the hiring process. By screening out candidates who are not a good fit early on, Cielo is able to focus their resources on candidates who are more likely to succeed in the role and in the organization. This leads to faster and more efficient hiring, which in turn leads to cost savings and improved business performance.
Results
According to Cielo, their use of pre-employment assessments has led to significant improvements in their business performance, including reduced turnover, increased employee engagement, and improved candidate quality. The company attributes these improvements to their ability to make more informed hiring decisions based on objective data and evidence.
Cielo reported that their use of pre-employment assessments led to a 30% reduction in employee turnover, a 21% increase in employee engagement, and a 9% increase in candidate quality. They also noted that their assessment program helped the company achieve an annual savings of $4.5 million in recruitment costs and an additional $2 million in productivity gains.
Conclusion
Overall, the case of Cielo demonstrates the value of using talent measurement and pre-employment assessments as part of a comprehensive talent acquisition strategy. By using these tools to identify and hire the best candidates, companies can improve their bottom line and achieve long-term business success.