The Challenge
Every hire for the Retail Sales Associate role was a gamble. There was no standardized process, so managers relied on just resumes, phone screens, and instinct. The results showed:
- Turnover near 100% annually: Roughly 60% voluntary and 40% involuntary, driven by job abandonment and no-shows.
- Unreliable candidates: Applicants regularly missed screening calls and no-showed for interviews.
- Inexperienced hiring managers: With limited hiring experience, they leaned on interview impressions rather than job fit.
- Constant operational strain: Managers covered open shifts and worked extended hours while customers felt the inconsistency.
At $4,700 per lost hire, Met-Cap was losing roughly $500,000 a year just on this role.
The Solution
Met-Cap implemented our Assessment Suite at the screening stage, measuring candidates General Abilities, Motivations, and Personality to give managers a full picture of job fit before the first interview.
- Customized Benchmarks: A Job Description Survey and Top Performer Study built an objective standard for the Retail Sales Associate role, replacing reliance on instinct.
- Job Suitability Score: A 70% threshold guides which candidates move forward, cutting time spent shortlisting unqualified or unengaged applicants.
- Paylocity Integration: Assessment invitations, completion status, and reports flow automatically into Met-Cap’s HRIS, so the process runs entirely within their existing workflow.
41%
reduction in turnover in 2 years
85%
of new hires performing at or above expectations
$227K
estimated annual cost savings
“Prevue has streamlined our hiring process and given our managers greater confidence that they’re selecting the right candidates.”
-Sebastian Bermudez, HR Director
The Results
Lower turnover
Turnover fell steadily each year, from 108% down to 64%, and Met-Cap is on pace to reach 57% next year.
Stronger quality of hire
Assessments brought consistency to evaluations. New hires are performing at or above expectations, and managers can make hiring decisions backed by data, not guesswork.
Real financial ROI
Better retention means roughly 48 fewer replacements a year, plus faster hiring, with time-to-fill down from 26 to 22 days.
