For twenty years we have been measuring the thinking and decision making process of people inside many of the biggest companies in the world. Our Benchmarking product represents a breakthrough in the benchmarking field.

The lessons we've learned from this research have allowed us to take our already powerful Thinking Style Assessment technology to an even higher level. What we've learned is that even though someone has the talent, attitude, drive and energy to perform successfully for one company, does not mean they can perform successfully for your company.

The good news is we have discovered how to precisely measure the combination of talent that it will take to perform in your company.
This breakthrough means you can hire with a greater sense of confidence and trust than ever before. You will save a great deal of time and money by lowering your turnover costs and your cost per hire, just as HCCA is doing now.

The Facts

In June 2005, we began working with one of the nations largest nurse placement firms. We were charged with helping them in their recruitment and selection process. More specifically, to improve their hiring decisions and lower their turnover costs.

Through a strategic partnership supported by the CEO and Executive Team, we implemented our customizable benchmarking process. Our goal was to help them hire and retain more of the right people and to alert them to the possibility of making a bad hire

The Problem

This nurse placement firm was spending millions of dollars to find, interview, hire, and train nurses from around the world. After going through an exhaustive interview and hiring process, they spent even more money to move these nurses to the United States and provide them a place to live.
What our client discovered was that finding nurses is the easy part - finding the right nurse to bring into the U.S. is not so easy.

Here is why …

Many of the potential hires sail through the interview process. They have adequate skills and quality references. But many have attitude problems and other issues that are not easily detected in an interview. They have the skills in their home country, but do they have the ability to access those skills and adapt to a very different working and living environment?

After the hiring and training process, many of these nurses would either return to their native country, get fired for low performance, or had attitudes that caused problems. Obviously, losing a high percentage of nurses in this way is very expensive for the company. Not only does it affect their bottom line, but their reputation as well.

The Study

More than 900 nurses, ranked as high, medium and low performers, participated in this Benchmark for Performance study designed by our company.
Following this rollout, we asked our client for specific feedback to better understand the ultimate value of our benchmark study, assessment tools, and custom interview guides.

More specifically we asked for feedback on accuracy and effectiveness in their key problem areas; cost per hire, turnover, customer satisfaction, nurses being fired and or leaving early.

The Results

In a six-month period, hiring over 50 nurses per month, our Benchmark Study and subsequent customized Assessment Reports resulted in a reduction in the cost per hire.

During just one six month period, using our process, they eliminated approximately 100 bad hires. Every bad hire eliminated, saved (conservatively) $20,000. They estimate that our Benchmark for Performance process resulted in a savings of about two million dollars. "The Selection Process prevents us from spending money on bad hires that would not make it in the US."