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Case Study Hiring

  • Reducing hiring time by 53%

  • Improving quality of hires by >100%

  • Increasing transparency and fairness

Company Info
Employees: ~300
Industry: SaaS
Locations: New York, US. Prague, Czech Republic.
Status: Anonymous (due to information sensitivity)

Improvement in quality of hires over 100%

The most important factor in the quality of hires was the use of very strict prioritization of candidate competencies, which contributed to pronounced differences in the final scores. This helped to uncover the person/people that were clearly the right fit as well as reveal that many individuals previously considered 'hireable' were actually a 50/50 coin flip!

The stark differences, due to proper prioritization, were achieved by using a set of weights such as Importance (positive) and Minimal Performance (negative). The “Importance” weight is used to rank how important each competency is to the position. The “Minimal Performance” is used to represent a minimum ranking each candidate should be expected to meet for each competency. When applied to the candidate competencies, these weights make a world of difference and in turn will accurately predict the best fitted candidate.

Entry to Mid-level Sales position
* actual candidate's results data in the final stage of the interview process, sensitive info redacted

The above screens represent the results from an actual entry-to-mid-level sales position. The candidate which normally would have been hired(purple) was actually shown to be a questionable fit since the candidate’s performance in one or more critical competencies (those with high importance and minimal performance) fell short. Therefore, this candidate’s potential was shown to be drastically diminished. As a result, the individual who would normally have been ranked second(orange) was shown to be a perfect fit for the job. The hiring manager was then able to extend an offer right away, which the candidate accepted.

Since accepting the offer, the new hire’s performance has exceeded all expectations in ramp-up time as well as the quality and quantity of their work, and in just three months they have been able to nearly match the performance of some senior colleagues, further showing great signs of growth.

C-level position
* cut-out of a decisive part of results breakdown before and after, sensitive info redacted

Without our solution, the company would offer the job to a candidate who is actually less qualified than originally thought (Candidate A - blue color) due to inconsistency in the candidate's evaluation. By using our software which, apart from strict prioritization, uses collaborative evaluation, the company was able to uncover that multiple assessors had quite different ideas regarding the evaluation and scope of the candidate competencies. This was apparent in the “results” page breakdown and led to a short discussion about it the discrepancies. In the end, our software facilitated objective discussion and led to better understanding of the role and improved the hiring process across all teams. As a result, the evaluations as well as the competency definitions were improved which led to pronounced changes in the results. The company decided that instead of moving forward with one of the current candidates, it was best to hold out for a better fit which was found one month later.

The new C-Level hire was also able to exceed expectations in ramp-up time, engagement, and especially in areas of productivity and ability to deliver their objectives for the quarter much sooner than expected.

In addition to the quality of hires, the overall communication noise across the teams was minimized as a result of all the important data being stored transparently in QuantiVision. Communication noise and misconceptions, especially in regards to prioritization, evaluation, and the actual decision-making, can often lead to suboptimal results during the hiring process.

The reduction in hiring time when selecting the correct candidate was also greatly reduced after the introduction of QuantiVision. By comparing the data-driven results generated within QuantiVision, the company was able to clearly and quickly identify the best candidate and make them an offer right away, rather than wait and risk them getting snatched up by a competitor.

Reducing Hiring Time by 53%

Our client was able to cut the interview process by an average of 8.2 working days. By employing better prioritization, which also yielded a increased quality of hires, they were able to:

  • Make the decision whether or not to move forward with a candidate to the next interview stage, or to extend an offer almost immediately (depending on the results) - decision time ranging from 1 to 24 hours
  • In some cases, reduce the interview process by one stage

By identifying the candidate with a very high probability of success within the role, our client was able to decide almost immediately after the last round of interviews whether or not the person would be a good fit. Prior to QuantiVision, the company’s decision making time was usually between 5-8 working days. This delayed decision-making often led to qualified candidates accepting positions at other companies.

The traditional hiring process, without the aid of a specialized system, necessitated regular meetings to discuss candidate selection and ensure alignment between the competencies prioritized by the hiring manager and the HR personnel responsible for candidate selection. In this case study, it was determined that this approach would require a total of 21 hours of work time.

Increasing transparency and fairness

Furthermore, man-hours spent per serious candidate were reduced by 7 hours. Thanks to QuantiVision system, which allows a clear display of competencies, managers are provided with a more efficient tool for their participation in the selection process. In this way, they have the opportunity to actively influence the prioritization of required competencies right at the beginning of the selection process, before encountering the candidates themselves. This makes the recruitment process more transparent and guided by clearly defined steps, contributing to greater objectivity. Ultimately, this leads to better alignment of accepted candidates with the requirements of the positions being filled. The process is also fair and easily repeatable with lower dependency on the person responsible for the pre-selection of candidates. Talent Acquisition colleagues were also able to give better feedback, greatly improving candidate experience.

Summary

Overall, since the introduction of QuantiVision, the quality of hires has so far exceeded the company’s expectations, especially in regards to their productivity and ramp-up time. At the same time, many potentially risky candidates have now been ruled out, and therefore, the effect is two-fold.

QuantiVision also helped increase the speed of both multi-department communication and the entire hiring process.

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