WHEN YOU HIRE QUALITY CANDIDATES, PRODUCTIVITY INCREASES. TENFOLD.
When you hire quality candidates who care about getting the job done right and take pride in the work they do, productivity not only rises, customer satisfaction increases. Now, doesn’t that sound like a win-win?
HIRE FOR FIT
NOT SPEED.
When availability is the driving factor to hiring decisions, you get the wrong candidates—every time. The golden ticket lies in hiring for fit, not urgency. We can deliver both, which means you get the hourly hires you need quickly, and they not only work hard—they stay.
THE HIRES YOU WANT.
THE OUTCOMES YOU NEED.
Eliminate the dread of combing through thousands of candidates because the few you just hired quit after barely getting their feet wet. It’s a continuous cycle you can’t afford to maintain. It not only hinders achieving to performance of your hires on the floor—it takes hours of productivity away from your hiring managers and decreases customer loyalty.
A SIMPLE CASE OF CAUSE AND EFFECT.
When availability is the driving factor to hiring decisions, you get the wrong candidates—every time. The golden ticket lies in hiring for fit, not urgency. We can deliver both, which means you get the hourly hires you need quickly, and they not only work hard—they stay.
HISTORICAL APPLICANT AND EMPLOYEE DATA
Use historical applicant and employee data to understand who your best are, the hiring channel they utilized and what makes them care more, work harder and stay longer.
PREDICTION MODEL
Hiring based on the algorithms developed from your historical data and our hiring database to predict and uncover the quality candidates who applied so you interview the right people and hire only the best.
KEEP IT SIMPLE
Ditch time spent sorting through thousands of applications—let us tell you which candidates matter most, who will stick around, and who will perform to full potential.
IT’S A PROVEN APPROACH. AND IT WORKS.
Using machine learning and augmented intelligence to build predictive data models, we’ve been able to present our clients with the potential annual savings if they were to hire based upon Decision Point recommendations.
Poor hiring choices aren’t just expensive to replace, they’re also expensive during their tenure and can damage the reputation of an entire organization. That’s why it’s surprising—with stakes so high—that organizations continue to make hiring decisions from gut feelings and subjective processes.
- SHRM Consultant
The Survey Says…
We surveyed over 1,000 local store managers responsible for hourly hiring. We found out some interesting stats shown above. Read the results to see what else we uncovered!
