Improving early fit, reducing costly attrition. Driving behavior change, not just awareness. Clarifying readiness and succession visibility. Reducing friction and misalignment in teams. Replacing fragmented tools with reusable insight.
Objectives
Establish more systematic processes for recruitment and succession management in order to quickly fill senior-level roles that had become vacant due to retirement as well as key positions with the unique requirements of a high-security nuclear facility.
- Quickly hire for key open positions, especially at the senior level
- Reduce bias in hiring decisions to decrease employee turnover
- Predict hiring success for specific roles
Solutions
- For internal job postings, measure candidates who meet the minimum requirements against behavioral traits specific to the job in order to predict role fit
- For external hires, assess shortlisted candidates using the SuccessFinder behavioral test in order to predict performance and retention
- Use behavioral insights to support personal and team development, workforce planning, conflict resolution, as well as employee wellness and accommodation
Results
87 reduction in turnover for specific job categories