Testimonials

CONTROLLING ATTRITION THROUGH PSYCHOMETRIC TESTS

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 –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 stay with the organization.

The Challange: The client wanted a valid and reliable tool that can be used to evaluate Integrity of the candidates as well as their likelihood to stay with the organization.

The Solution: After discussion with our consultant and coducting studies to learn about the organizational culture and success factors. A customized test was developed for the clients and its staff was trained on administering and interpreting the test.

The Results: Although no definitive analysis was condcuted either by the client or by TPW to evaluate the effectiveness of the assessment; the hard core data based indices (like employee attrition level, number of reports against malpractice etc.) displayed a signification improvement in the desired direction (a 42% improvement in first quarter itself). The client decided to continue with the assessment and is using TPW assessment system since 2008.

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CONVERTING PAPER-PENCIL TESTS IN ONLINE FORMAT TO STREAMLINE ASSESSMENT PROCESS

The Background: The client is a middle east based company employing more than 6000 people and operating in more than 20 countries. The company was using some aptitude and personality assessments in paper-pencil format for its new recruits and existing employees. Initially it went very well but over a period of time, the administration and record keeping for the questionsniare and storing the test results started becoming problematic. Also, there was a continuous threat on test security.

The Challange: The client wanted to migrate from paper based tests to online tests but the higher cost of developing a testing system and time invloved in getting a good online testing system developed and tested were major hurdles on the way of a better assessment process. The client wanted a system which has low-cost to setup and provides all the features of a good online assessment system. Some other major challanges faced were as follows:

1. Time required for administering and scoring the test (average of 45 minutes / candidate)
2. Threat on test security: there was always the possibility that scoring key will be leaked and test might become ineffective.
3. Difficulty in doing talent analytics: since the results were in hard copies, to do any kind of analysis they must be manually keyed in the anslysis system. This was a time consuming process.

The Solution: We offered the client to convert their paper-pencil tests into online and provide exel sxport of results as and when needed. Our team worked on converting the papaer based tests in online tests and per the client specifications and the client was able to administer tests online on their candidates without being worried about test scoring and test security. The excel export of results functionality enabled the client to do talent analysis in realtime.

The Results: We started with 1 tests and impressed with the success of the project in terms of saving time and money, now the client uses their own as we as our assessments from right inside a single assessment system which is available 24×7, easy to use and secure. Testing, which was a major task once, has become easy and simple activity now. The client reported a reduction of 40 minutes in average test administration time and now could devote more time on employee development activities.

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SELECTING THE PILOTS WITH HIGH LEVEL OF INTEGRITY AND WORK ETHIC

The background : The client is a privately owned airline company operating in domestic airline market. As part of their regular hiring as per their manpower planning, they hire pilots, cabin crews, ground handing and technical staff and it was felt that finding customer service oriented pilots was the most difficult part in the whole recruitment function.

The Challange: The need to have pilots who are not only technically competent but also equipped with a sense of service orientation towards their ‘customers’ (both internal and external) was becoming more prominent as complaint regarding the behavior of pilots were increasing. The client approached us to suggest a tool which can identify the level of cutomer service orientation and other important personality variables which differentiate a better pilot from the rest.

The Solution: After discussing with the client and talking to some of their staff, we suggested WPI-Pro (workplace personality inventory for professionals) to be used as pre-interview tool to assess the personality of the candidate. WPI-Pro provided relevant insight into personality of the candidates and their likely level of service orientation along with other relevant personality attributes like detail consciousness, emotional stability, pratical thinking and sociability.

The Results: After 6 months, the client conducted an analysis to compare the behavior of pilots selected by using WPI-Pro and those who were already in the system; and found that the pilots selected by using psychometric test demostrated significantly higher level of politeness and understanding towards their fellow professionals than those already existing in the organization. The client decided to incorporate the test as part of their selection process.

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MANAGING GLOBAL RECRUITMENTS FROM A CENTRALIZED LOCATION

The Background: The client is a Multinational FMCG company operating in more than 6 countries and employing more than 20,000 professsionals acroos 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 evaluation.

The Challange: The client wanted a screening as well as a pre-interview tool that can be used at two different satges in the selection process. Also there was a need for a system which can administer tests in multiple languages and which can be managed online from a single location.

The Solution: After discussing with the client to undersatnd their exact requirements we proposed them an online test administration account with possibility to administer tests in multiple languges and get all the reports in English (as English was the language of business for the client). We provided 6 different tests to the client (Sales Aptitude Test, Three Dimensional Sales Profile, Emotional Quotient Inventory for Professionals, Worplace Personality Inventory for Professionals and Occupational Interest Inventory). In addition to that the online system allowed them to manage test administration in bulk and integrate the whole system with their recruitment software.

The Results: ThePsychometricWorld conducted an analysis to evaluate the ROI of the intiative by taking into accont the factors like reduction in employee turnover, reduction in total time of recruitment, increase in satisfaction level of the HR professionals and estimated 900% ROI was observed in a year.

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Identifying Mechanical Engineering Graduates with High Potential

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 Challange: 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 out to be good at the first round of screening interview but in the subsequent rounds it doesn`t hold upto expectations. The company wanted to have some screening as well as pre-interview tool which can reveal the true level of skills, potential and personality of the candidate so that the company can save its valuable time and interview only those who have high potential.

The Solution: After detailed discussion with TPW consultants, a customized solution was offered to the client. We offered the client a validated test of mechanical aptitude to be used as screening tool and WPI-Pro to be used just before the interview. We also provided the required training to the hiring staff to interpret and take maximum advantage of WPI-Pro.

The Results: After six months of usage, the client performed an analysis to evaluate the effectiveness of the system and tools for its usage and based on the results of this, decided to implement similar system for lateral hiring and senior level hiring, for which EQiP is also being used in addition to WPI-Pro.

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