Telecom Company Improves Top Talent Hiring by 20%
The Goal
Improve hiring success by increasing the likelihood of hiring top performing (top 15%) individuals.
Business Scenario
Operating in a highly competitive and consolidating business environment this large telecommunications company sought to outmaneuver their competitors by improving the quality of hires.
The telecom had a hard-driving culture that asked a lot of their employees and expected them to be at the top of their game every day. This caused greater than desired turnover over the prior two years and with a glut of talent on the market due to the bad economy they found themselves having to select from many qualified candidates with strong skills and experiences.
RoundPegg's ability to objectively assess a culture and identify the key attributes was paramount to the telecom's selection of RoundPegg as a partner.
Process
RoundPegg provided an assessment of culture values to the top 1,824 executives.
The culture values survey asks respondents to identify the values that matter most to them and those that matter least. Because the goal is to identify what individuals value and thus, what motivates them RoundPegg is able to objectively quantify the cultural values that truly matter to an organization. Taking it a step further, the culture value data was analyzed based on performance deciles and differences in value systems were identified between the top performers and the 'under-performers.'
Results
From the pool of thirty-six analyzed culture values, six stood out as strongly correlating to improved performance levels.
Uncovering these differences enabled the telecom company to understand the culture values that truly mattered.
Individuals with culture fit scores above 60 are 19.7% more likely to be a top performer. Those scoring an 80 or above on the culture fit scale are 50% more likely to be a top performer.
Given the hiring plans for the current fiscal year, the company is expected to save over $525,000 in costs associated with low-performing hires.
