Controlling attrition through psychometric tests

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The Background: The client was a mid-size telecom and power consulting company with pan Indian operation. The company was going through rapid growth but the growth targets were always hit hard by the attrition ā€“specially attrition in the average to high performing talent pool. There was an urgent need to curb the attrition and hire those who are most likely to …

Managing global recruitments from a central location

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The Background: The client is a Multinational FMCG company operating in more than 6 countries and employing more than 20,000 professionals across different geographical location. The company hires an average of 2000-2500 professional every year for its different offices in Asia and Africa. The hiring process was decentralized and the company wanted to bring in centralization in terms of assessment and …

Identifying Mechanical Engineering Graduates with High Potential

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The Background: The client is a manufacturing concern involved in the manufacturing of sheet metal, tubes and other steel products. It is a process governed organization with high level of concern for quality. The Challenge: The client used to hire 200-500 engineering graduates every year following a three stage process of selection. It was seen that many a times a candidate turns …