How a non-profit hospital cut turnover by 39% using psychometric assessments
See how a healthcare organisation is strengthening teams, improving care, and easing staff strain.
Traits measured
Attention to Detail
Customer Care
Kindness
Can-do Attitude
Work Ethic
Good Citizen
Self-Control
Team Care
The client's challenge
For community hospitals, staff retention isn’t just a business concern — it directly affects patient care, safety, and overall service quality. High turnover disrupts teams, puts pressure on remaining staff, and can compromise patient satisfaction.
One non-profit hospital was facing significant turnover across multiple roles. Despite their commitment to providing excellent care, the hospital struggled to maintain stable teams.
Their leadership recognised that finding the right people and keeping them engaged was critical, but they lacked an objective way to assess which candidates were most likely to succeed and stay.
The solution
Partnering with our assessment specialists, the hospital implemented a custom pre-hire assessment designed specifically to identify candidates who would thrive in their environment. The goal was simple: replace guesswork with data, and make hiring predictable and aligned with their unique needs.
Step 1: Defining Caregiver Success
We worked with hospital leaders to pinpoint the traits that defined high-performing caregivers. Eight core traits emerged as critical: Detail, Customer Care, Kindness, Can-
Do Attitude, Work Ethic, Good Citizen, Self-Control and Team Care.
Step 2: Building the Assessment
A tailored pre-hire tool was developed to measure these traits objectively. This allowed the hospital to screen candidates against the qualities that truly mattered, rather than relying on subjective impressions during interviews.
Step 3: Validating the Tool
To ensure the assessment accurately predicted success, scores were benchmarked against current employee performance and supervisor evaluations. This validation process confirmed that candidates who scored highly on the assessment consistently demonstrated the traits that led to success in their roles.
The results
The hospital saw significant improvements across multiple key areas:
Turnover reduced by 39% — with department-specific reductions ranging from 25% to 67%, stabilising teams and reducing recruitment costs.
Proven predictive power — correlations between assessment scores and job performance ranged from 0.30–0.41 for Nurses, CNAs, and Dietary Aides, with a reliability of 0.93. All correlations were statistically significant, demonstrating that the assessment was a dependable predictor of employee success.
Higher-quality hires — candidates who scored in the top range were rated 16% higher by managers than lower-scoring candidates (5.80 vs. 4.99), confirming that the tool helped identify individuals who would perform exceptionally well.
By replacing guesswork with data-driven hiring, the hospital was able to build a skilled, compassionate, and stable workforce. The impact went beyond numbers: teams became more cohesive, staff morale improved, and patient care benefited from consistent, reliable caregivers.
39%
Reduction in Turnover
.93
Proven Predictive Power
16%
Higher Caliber Hires