Enhancing entry-level hiring with Realistic Job Assessments at goeasy

4 minute read

Posted by Emily Hill on 9 July 2024

goeasy, a leading provider of consumer loans in Canada, aimed to transform their entry-level hiring process and selected ThriveMap’s

In this interview, Mark Michel, goeasy’s Retail Talent Acquisition Manager shares how incorporating Realistic Job Assessments into their entry-level hiring process has transformed their recruitment strategy.

Here’s what he had to say:

Q: Can you describe goeasy’s hiring challenges before implementing ThriveMap?

Mark Michel: goeasy is a leading provider of consumer loans in Canada, with over 600 brick-and-mortar locations and three call centers. We hire between 850 to 1,200 employees annually, primarily for entry-level positions. Before ThriveMap, our hiring process had several challenges. Our predictive personality tests weren’t providing useful insights, and the lengthy job shadowing process led to high attrition rates. Hiring managers had lost confidence in the existing tools, and our recruitment team spent an enormous amount of time manually screening candidates.

“Predictive personality tests weren’t providing useful insights… Hiring managers had lost confidence in the existing tools.”

Q: What led you to choose ThriveMap’s Realistic Job Assessments?

Mark Michel: We evaluated four major pre-hire assessment tools, but ThriveMap stood out because of its customisability and the ongoing partnership. The ThriveMap team were very patient and engaged with us over several months, providing multiple demos and addressing all our concerns.

We were heavily involved in customising the tool to fit our unique company culture, which felt empowering. The constant communication and support from Chris and his team have been phenomenal.

“What stood out with ThriveMap was the customizability and the constant partnership, allowing us to refine our assessments continuously.”

Q: How have Realistic Job Assessments impacted your hiring process?

Mark Michel: The Realistic Job Assessments have been a game-changer for us. They replaced the time-consuming job shadowing process, providing candidates with a clear understanding of the role before they were hired. This transparency has significantly reduced attrition and improved conversion rates. We’ve also been able to streamline our screening process by focusing on candidates who complete the assessments and meet a certain score threshold. This has saved us a tremendous amount of time and allowed us to make more informed hiring decisions.

“ThriveMap assessments help filter candidates by score, reducing the volume of applicants to review, which significantly streamlines our hiring process.”

Q: How has the job market changed since you started using ThriveMap, and how has that affected your hiring strategy?

Mark Michel: The job market has shifted significantly twice in the past year. Initially, it was a candidate’s market, and our primary goal was to educate candidates about the role to make better hiring decisions. Since the beginning of this year, it has shifted to an employer’s market. We’re now seeing 10 to 30 times more applicants per role than before. With ThriveMap, we can efficiently screen these applicants and focus on the top candidates, which has made our process much more efficient.

“Our turnover rate has significantly improved since implementing ThriveMap, proving its effectiveness in helping us hire better-fit candidates.”

Q: What are some of the key results you’ve seen since implementing ThriveMap?

Mark Michel: Since implementing ThriveMap, our turnover rates have significantly decreased, and job satisfaction among new hires has improved. We’ve also seen substantial time and cost savings, as the recruitment team can now focus on the top candidates rather than screening hundreds of CVs. Additionally, over 90% of candidates have reported a positive experience with the Realistic Job Assessments, even those who weren’t ultimately hired.

“We’ve received over 90% positive feedback on the Financial Services Assessment, indicating candidates appreciate the insight into our organisation.”

Q: What advice would you give to other companies considering Realistic Job Assessments?

Mark Michel: I would highly recommend Realistic Job Assessments, especially if you’re struggling with high turnover rates and inefficient screening processes. Customising the tool to fit your company culture and having a supportive partner like ThriveMap can make a huge difference. It’s not just about saving time; it’s about making smarter hiring decisions and ensuring a better fit for both the company and the candidates.

“The detailed results and suggested interview questions from ThriveMap have really helped our hiring managers make more informed decisions.”

Q: Any final thoughts on your experience with ThriveMap?

Mark Michel: ThriveMap has empowered us to be more strategic in our hiring processes. The tool itself is impressive, but the partnership we’ve had with Chris and the ThriveMap team has been invaluable. Our recruitment process is now more efficient, and we’re seeing better outcomes in terms of employee retention and job satisfaction. It’s been a real win for goeasy.

“With ThriveMap, we’ve experienced better recruitment outcomes in terms of retention and job satisfaction.”


The ThriveMap Newsroom

Subscribe for insights, debunks and what amounts to a free, up-to-date recruitment toolkit.

About ThriveMap

ThriveMap creates customised assessments for high volume roles, which take candidates through an online “day in the life” experience of work in your company. Our assessments have been proven to reduce staff turnover, reduce time to hire, and improve quality of hire.

Not sure what type of assessment is right for your business? Read our guide.

Other articles you might be interested in

Banner image for this post

How Berkeley Group transformed apprenticeship hiring with blind recruitment and CV-free applications

Berkeley Group, a leading property developer and house-builder, used ThriveMap’s pre-hire assessment tools to help implement a blind recruitment process for their apprenticeship scheme. The new approach helped to improve diversity, avoid hiring bias, and ensure candidates with the most potential were selected. We spoke with Catherine Hawkett, their Group Future Skills Manager, to learn […]

Continue reading
Banner image for this post

Symptoms of Recruiting Sickness

In many organisations, the relationship between talent acquisition and hiring managers has gone awry. Hiring managers are taking recruiting into their own hands. They’re briefing third-party agencies to fill positions or even conducting their own outreach. This often results in hiring managers and recruiters looking for different qualities in new hires, leading to a disconnect. […]

Continue reading
Banner image for this post

How to create an Ideal Candidate Profile

It’s all too common: candidates are hired, only for the individual and the organisation to soon realise they aren’t the right fit for the role. If this sounds familiar, it could be a sign that your recruitment process is flawed. One of the most common reasons is not agreeing on an Ideal Candidate Profile before […]

Continue reading

View all articles