Case Study: Large Multi-disciplinary Medical Group

This client is a multidisciplinary medical group that provides in-home, 24/7 care for patients with complex physical, behavioral, and social needs. They partner with health plans to serve high-risk individuals, including those with chronic conditions, and focus on whole-person care to improve health outcomes and reduce hospitalizations.

The client had been using HR Avatar for several years, adjusting their assessment process to best fit the needs of the times as well as the roles available. Their intent at all times was to utilize assessments that best predict tenure while also maintaining a realistic test length.

The client wanted to make better use of each candidate's assessment scores to address issues with their quality of hire. They wanted to know which assessments and which parts of which assessments were most predictive of low turnover. They asked HR Avatar's Science Team for help.

The Science Team worked with the client to conduct a validity study on the assessments the client was already using. As a part of the study, a composite overall score was formulated to have the highest possible impact of 90-day and 15-day turnover.

The assessments in use were:

• Pre-Hire Personality Measuring Drive, Adaptability, Teamwork, Integrity, Resilience, and Emotional Intelligence
• Behavioral Work History Survey Measuring both Performance and Tenure
• Quick Cognitive Screen for Customer Service Measuring Analytical Thinking and Attention to Detail
• Video Interview

HR Avatar staff assembled assessment score data while the client provided turnover metrics. Test scores were then matched turnover. A total of 250 applicant test scores matched to employee outcomes for Care Specialist and Community Outreach Specialist hires.

Once all data was assembled, the Science Team analyzed the data. Individual competencies were correlated with retention statistics. Following this analysis, a composite score was formulated to maximize prediction of turnover.

The results show that by using a specially formulated overall composite score based on the results of the validity study, 90-day turnover can be reduced from 40 percent to under 20 percent, for a net reduction of about 50 percent. This overall composite score is based on results identified for the several individual measures, described below.

Individual Competency Analysis

90-Day Turnover (Voluntary and Involuntary) - Drive

Applicants with higher Drive scores (green) had a lower 90-day turnover rate than low scorers (red)

90-Day Turnover (Voluntary and Involuntary) - Quick Cognitive Screen Customer Service

Applicants with higher Cognitive scores (green) had a lower 90-day turnover rate than low scorers (red).

15-Day Turnover (Voluntary and Involuntary) - Adaptability

Applicants with higher Adaptability scores (green) had a lower 15-day turnover rate than low scorers (red).

No Notice & Job Abandonment Vs. Successful Completion of 90-day Probation - Drive

Drive scores predicted whether applicants were more likely to quit without notice/abandon their job OR successfully complete the 90-day probationary period - applicants who scored below average (red) were nearly twice as likely to give no notice or abandon their job.

Creating a Composite Score for Screening

By combining personality, values screener, and quick cognitive screen scores into an optimized overall score, the Science Team was able to predict significant reductions in 90 day turnover, 15-day turnover, and job abandomement.

Composite Score Analysis: 90-Day Turnover (Voluntary and Involuntary) - Drive, Adaptability, Teamwork, Resilience, Video Interview, and Analytical Thinking & Attention to Detail

Applicants with higher composite overall scores (green 65+) had a significantly lower 90-day turnover rate than low scorers (red & orange <50).

Composite Score Analysis: 15-Day Turnover (Voluntary and Involuntary) - Adaptability, Teamwork, Resilience, Video Interview, and Analytical Thinking & Attention to Detail

Applicants with higher The composite overall scores (green 65+) had a lower 15-day turnover rate than low scorers (red & orange <50).

Composite Score Analysis: Job Abandonment & Quitting Without Notice (Voluntary) - Adaptability, Teamwork, Resilience, Video Interview, and Analytical Thinking & Attention to Detail

The composite overall scores predicted whether applicants were more likely to quit without notice/abandon their job OR successfully complete the 90-day probationary period - applicants who scored below average (red, orange, yellow) were much more likely to give no notice or abandon their job.