Hiring on evidence, not gut feel

Introducing validated assessment to a selection process that interviews alone were not getting right.

The challenge

Higher-than-expected attrition in newly appointed supervisors suggested that interviews on their own were not reliably predicting who would succeed on the job.

What we did

• Defined the competencies that actually mattered for each role, with the people who do the work.
• Introduced validated psychometric assessments alongside structured interviews.
• Trained selection panels to interpret results and reduce common interview biases.
• Tracked hiring outcomes to keep refining the selection battery.

The outcome

• A more objective, defensible selection process.
• Better-matched hires and steadier retention in the critical early months.
• Panels focused on evidence of capability rather than first impressions.