One agency reported five-year turnover at 81.1, 78.4, 78.1, 79.8 and 55.3 after using talintel for just 9 months. Another large agency conducted a predictive validity study over nine months indicating 79.8% accuracy in spotting top performing DSPs. A third agency reports turnover dropped from 50% to 0; a career first achieved in that ALL open positions are filled; and, all incident ‘right-ups’ have been with DSPs hired before talintel. While there are no guaranteed results these early reports validate the concept of designing a DSP specific assessment from research conducted by the industry, for the industry.
The talintel product pre-screens all applicants to identify those candidates with the highest probability for success in each of two DSP roles. HR processes the high potential candidates first following all traditional recruiting and selection protocols.
Twenty-six providers, operating in twenty-six states, engaged over 1,000 employees including active DSPs, supervisors and managers in a research study. Researchers identify two statistically distinct roles based on consumer profiles and isolated traits unique to top performing DSPs.
Twenty-six providers, operating in twenty-six states, engaged over 1,000 employees including active DSPs, supervisors and managers in a research study. Researchers identify two statistically distinct roles based on consumer profiles and isolated traits unique to top performing DSPs.
Several providers got behind an innovative project designed to create a research based, pre-screening, psychometric assessment to spot those applicants with the highest potential for performing successfully as a DSP. The objective was to develop an inexpensive survey, which could be administered to all applicants as early in the recruiting and selection process as possible, and completed online in 10 – 15 minutes or less, and easily interpreted by HR staff without the need for specialized training or special knowledge.
Finding and keeping top performing DSPs is tough and getting tougher. For starters, current demand is not being met and industry turnover is very high. Complicating matters, US demographics indicate consumer demand will increase 37% over the next ten years while the labor pool will only grow 7%. The recent economic downturn has cut reimbursements in many states and emphasized the need for stringent cost controls. The overarching industry challenge is to find new, cost effective ways to recruit, select, develop and retain top performing DSPs.
Finding and keeping top performing DSPs is tough and getting tougher. For starters, current demand is not being met and industry turnover is very high. Complicating matters, US demographics indicate consumer demand will increase 37% over the next ten years while the labor pool will only grow 7%. The recent economic downturn has cut reimbursements in many states and emphasized the need for stringent cost controls. The overarching industry challenge is to find new, cost effective ways to recruit, select, develop and retain top performing DSPs.
Product
