So when they started using SkillSurvey Reference® and SkillSurvey Source® and saw the kind of data they could get on candidates, they set about maximizing the value of that data.
“We have a great leadership team that really pushes innovation. We’re always looking for creative technologies that can help us find the best people.”
– Senior Manager of Talent Acquisition, Brinker International
How We Helped
The senior manager recalled, “The recruiters were just wide-eyed, in awe of how quickly we were getting reference feedback. It’s just such a challenge even getting references anymore. All you get is when people worked.”
More importantly, the results spoke for themselves. With turnover for management currently 13 points below the national average of 32, they could see their efforts paying off.
But being convinced they’d found a winning solution wasn’t enough for these recruiters. After using it for some time, they decided to integrate the data they were getting from references with the data they were getting from their self assessment tool.
They pulled their data together to create a view of what a successful candidate may look like, and it has helped them understand a lot. They developed a set of KPIs and expect candidates to model specific behaviors or they won’t bring them on board. It’s a bar they’re also pushing higher and higher.
The team at Brinker recalls a few instances where people were hired – against the recommendation of the talent acquisition team – because the hiring manager had a strong feeling about the individuals.
The talent acquisition team was hesitant because the candidates failed to meet Brinker’s threshold and the guidelines established by senior manager and his team; yet the candidates were brought on board at the insistence of the manager.
The manager noted, “These are almost like little tests for us. And they’ve really validated the power of our talent analytics – work we couldn’t have done without SkillSurvey Reference.”
Also, his team is using SkillSurvey Source to actively recruit references enabling them to opt in to Brinker’s talent network.
“We are turning over about 60 less candidates per year. When you look at it in a dollar sense, we’re saving over $1.5M.”
LESS THAN 2 DAYS
than 2 days (1.85 days) to respond.
costs saved per year
respond per candidate
for management is 13 points lower
than the national average of 32
month that don’t move forward because of
insights gained through reference feedback
per month recruiting references through
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