$1.1 Million in Cost Savings with ThriveMap’s Customised Pre-hire Assessments

Safelite case study

Autoglass volume recruitment assessments

Streamlining the hiring process, enhancing hiring consistency, and mitigating new hire attrition for Safelite.

Serving over 6 million customers annually, Safelite’s auto glass repair service stands as a colossal operation within the USA.

The foundation of this expansive endeavor lies in the dedication and excellence of their frontline customer-oriented team.

Recognising the significance of a committed team aligned with the highest service standards, Safelite’s recruitment team embarked on refining their pre-hire procedures.

They acknowledged the profound influence of these procedures on company culture, productivity, and financial performance.

Safelite’s aspiration encompassed the recruitment of individuals possessing both requisite skills and a profound alignment with the company culture. To realise this vision, Safelite collaborated with ThriveMap, jointly crafting a tailored pre-hire process that effectively communicates their values and job expectations throughout the entire recruitment journey

9000+ employees

Founded 1947

700+ locations

Safetlite’s challenge: a leaking bucket

1. Generic Screening Processes

Safelite realised that generic candidate assessments missed the opportunity to showcase their company culture, attract top talent, and set realistic job expectations.

2. Prolonged Time-to-Hire

Manual screening processes lengthened the time it took to hire candidates, leading to potential delays in filling critical positions.

3. Increased Costs

Generic assessments and mismatches between job descriptions and actual job roles resulted in higher turnover rates, increasing costs for Safelite.

ThriveMap’s best practice pre-hire assessment process

Step 1: The Ideal Candidate Profile

First, using feedback collated from Signal, our free job analysis tool, and hosting a workshop with the Safelite HR and recruitment team, our experts took all this data and analysed the day-to-day realities of the job. We created an Ideal Candidate Profile profile that was aligned with the realities of the role. Next, our experts designed a pre-hire assessment that truly reflected what the job entails, the skills required, and the culture of the company. 

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Best practice pre-hire assessment process

Step 2: Automatic candidate screening

Due to the high volume of roles required to hire, sifting job applications manually created a huge administrative burden for hiring managers, recruiters, and HR teams. Furthermore, AI wasn’t an option due to valid concerns over bias. By outsourcing the candidate resume sift to ThriveMap’s online assessment, Safelite’s recruitment team saved time and money on their recruitment process.

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Thrivemap safelite pre-hire assessment

Step 3: Easier hiring decisions

After the ThriveMap Realistic Job Assessment, the hiring team were able to access the candidate analytics through the dashboard portal and select which candidates they wanted to hire. Analytics about candidate’s strengths and weaknesses could be seen by hiring managers, so they know how to best support the new recruits when they are onboarding their team.

See it in action

Results from assessing 300,000+ candidates:

Reduce cost of hire icon

$1.1m+ cost savings through reduced attrition

Through day-in-the-life, realistic job assessments, ThriveMap delivered $1.1m in cost savings for Safelite in reduced new hire training costs alone. This figure does not include the time saved time  in improved recruitment efficiencies nor the costs associated with backfilling vacant positions.

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30,870 fewer days of unfilled vacancies

Candidates responded favorably to the assessment, with 91% expressing that it enhanced their overall hiring experience. Commercially, the enhanced candidate experience resulted in 30,870  fewer days of unfilled vacancies each year.

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60% increase in new hire diversity

The custom process resulted in significant improvements in new hire diversity, indicating that a well-crafted, job-relevant assessment helps to eliminate hiring bias.

Eliminating hiring bias, improve EDI

34% reduction in time to hire

Safelite experienced a notable reduction in the time it took to hire candidates, enabling the organization to fill critical positions faster and maintain operational efficiency.

“ThriveMap is a total game changer. We needed a tool that assisted us with the our entire recruitment process, from selecting people that met desired behaviours to fully supporting the hiring managers so that they could recruit with confidence.”

Abby Zimmerman – AVP – Talent Acquisition, Safelite

Watch how ThriveMap helps Safelite’s team reduce time-to-fill & decrease new hire attrition

Jenna Carter, Talent Acquisition Manager at Safelite 👉


Cost of new hire failure

A sizeable increase in new hire retention

1 in 2 new people have left a job because the reality of it didn’t live up to expectations.

Because ThriveMap assessments let candidates
experience what life is really like in a job ahead of joining it enables candidates to deselect themselves from the hiring process if they feel it’s not right. This drives down the number of possible bad hires.

A 9% increase in 90-day retention has resulted in cost-savings of $1.1million on training costs alone and a 34% shorter hiring cycle has meant 82 years of fewer unfilled vacancies each year.

Want to transform your volume-hiring strategy?

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How mature is your talent assessment process?

No need to worry – our quiz is here to help you understand how mature your process is and what improvements you can make that can significantly impact your talent acquisition.

(16 questions, 5 minutes)

1/5 Knowing What To Look For

Having a strong selection process begins with knowing exactly what to look for and where to find it. The first set of questions will help you to understand the depth of knowledge, accuracy and rigour in how you choose your hiring criteria.

Your intake meetings (recruiter briefings), how do they happen and who’s typically involved?

How often does the Talent Acquisition team challenge hiring managers about what to look for in new hires?

When was the last time you conducted a job analysis ahead of hiring?

How do job adverts get created?

1/5 Hiring Alignment & Stakeholder Engagement

Often people disagree on what it takes to be successful in the role. Better hiring depends on everyone (talent acquisition, HR and hiring managers) agreeing on what attributes to assess and how to assess them. Getting hiring managers and other stakeholders bought-in to your recruitment strategy is crucial to this. This section will tell you how aligned everyone is when it comes to hiring.

How often do hiring managers reject resumes or applications sent from the TA team?

How easy is it to get time in the diary with hiring managers about participating in recruitment briefings and interviews?

How open are hiring managers to new ways of assessing and selecting talent?

What best describes the relationship between talent acquisition and hiring managers?

1/5 Hiring Accuracy

Hiring accurately isn’t just about your interview rigour, this is about the accuracy of your entire selection process from how people are sifted, screened and eventually selected. We’re asking you to think about this process end to end, what does it feel like, how does it work?

Is your interview process consistent with every single candidate you meet?

What information do interviewers typically have on a candidate ahead of making a hiring decision?

How often do new hires fail?

What methods do you use to assess candidates.

1/5 Candidate Communication

Communicating regularly, honestly and candidly with candidates is proven to reduce new hire failures. This set of questions will help you to understand how well your external communication is aligned with the role requirements and candidate pool.

What information do candidates typically have about the roles they’ve applied for?

When a candidate applies - what happens next?

How do your candidates rate your hiring process?

Thinking about external employee review sites like Glassdoor, how accurate are they as a representation of your employer brand and company culture?

1/5 Hiring Efficiency & Business Reporting

How efficient is your hiring process at getting candidates through the recruitment funnel from application to acceptance? How do key stakeholders know how well your recruitment strategy is going? Both of these areas require systems and processes to use data to solve hiring problems. These questions explore how efficient and strategic your Talent Acquisition function is likely to be.

How do you communicate your recruitment performance with your key stakeholders in the business?

What’s your current average time to hire and / or hiring velocity?

What data do you capture when measuring hiring performance?

How is Talent Acquisition actually viewed by the executive team?

You’re almost done!

We need a few more details to complete your assessment and then you’ll be able to see your talent maturity results.

Your Talent Assessment Results

Hello! You’re here and thank you for filling out our quiz. First off, it’s very exciting to have you here – filling in this quiz is a great step to understanding how mature your talent assessment strategy is. You can find your results below and we hope that the information will guide you and help you to achieve your recruitment goals!

Summary of results

Your overall result is: chaotic

ChaoticFragmentedFoundationalOptimised

Knowing What To Look For

Category result: chaotic

ChaoticFragmentedFoundationalOptimised

There are some major problems up stream; it’s time to get back to basics and really understand the roles you’re hiring into.

Read more

Hiring Alignment & Stakeholder Engagement

Category result: chaotic

ChaoticFragmentedFoundationalOptimised

We get it. Things are hard right now. Better alignment and engagement can help. Let’s solve this.

Read more

Hiring Accuracy

Category result: chaotic

ChaoticFragmentedFoundationalOptimised

Uh oh! It looks like hiring is inconsistent which is resulting in unnecessary failed hires. Let’s change this.

Read more

Candidate Communication

Category result: chaotic

ChaoticFragmentedFoundationalOptimised

Candidates are often unclear on the job, the hiring process and where they stand. Let’s get this right.

Read more

Hiring Efficiency & Business Reporting

Category result: chaotic

ChaoticFragmentedFoundationalOptimised

You’re struggling to capture the right information, show hiring success and hire quickly.

Read more

Experience a better way to accurately assess talent

Want to understand how realistic job assessments can significantly impact your hiring process and employee attrition? Let’s have a call!

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Knowing What To Look For

Category result: chaotic

Having a strong recruitment process begins with knowing what to look for in new recruits.

Based on your results at the moment, your company might not be doing enough to ensure what you’re looking for is what you should be looking for. No need to fear as this problem can easily be fixed! There are lots of reasons that could explain this and not all of them are your internal responsibility!

Here are some quick actions you can take:

  • When vacancies arise, suggest hosting regular recruitment intake meetings, led by Talent Acquisition. Learn about how to run a successful intake meeting here.
  • Ahead of the next intake meeting suggest that you conduct a job analysis to ensure the hiring criteria is correct. You can read more about this process here. Sell the benefits of this such as increasing your ability to find better candidates for them.
  • If the hiring manager is in agreement, use a job analysis tool such as Signal to survey people in the role.
  • Use the job analysis report as the starting point for a discussion about what the hiring criteria should be.
  • Once the hiring criteria has been agreed, rewrite your job adverts and interview plans to align with the new assessment criteria.
Back to summary

Hiring Alignment & Stakeholder Engagement

Category result: chaotic

It’s difficult to do your job properly when there’s little agreement on what to look for across different divisions. It’s doubly difficult when hiring managers are reluctant to help Talent Acquisition achieve their objectives and it makes working in TA unpleasant and overly stress-inducing.

Looking at your results at the moment, the alignment between stakeholders is poor causing unnecessary friction and inefficiencies.

Working on implementing these tips will help you to get more stakeholders involved in recruitment:

  • Meet with key hiring manager stakeholders and understand their key objectives around hiring. E.g. speed to hire, unfilled vacancy days, new hire retention, performance etc.
  • Create draft recruitment strategies that are appropriate for the various role types in the organisation. Learn what to include in your recruitment strategy here.
  • Share your recruitment plan with key stakeholders asking them for input into it’s design and feedback.
  • Agree hiring plans for each role type or job family that are appropriate for each role and that are aligned with each divisions stated hiring objectives.
  • Where possible design hiring processes that simplify the hiring process for hiring managers e.g. structure interview questions and scorecards, bespoke pre-hire assessments.
  • Demonstrate value of increased alignment between hiring managers and TA by reporting on each stakeholders preferred measures of success. Read more about recruiter metrics in this blog post.
Back to summary

Hiring Accuracy

Category result: chaotic

Choosing the right candidate doesn’t just happen by chance. It takes careful planning, process and structure. It involves removing the opportunity for bias and being consistent in how candidates are screened, scored and selected.

There’s a lot you can do to improve how you select candidates at each stage of your hiring process right now.

Here are some actions to take:

  • Screening. Are applications being scored against an objective hiring criteria? If not, can you do this manually? If not, why not? If the applicant volume is too high, consider using pre-hire assessments to do this for you.
  • Create role appropriate hiring processes. Are resumes really required for entry-level, frontline roles. Can you replace resumes with a realistic job assessment instead? Read more on how to do this here. Are interviews really needed if an assessment can select people for you better than your hiring managers can?
  • Interviews. Ensure each interview is structured and that hiring managers stick to the script. Here’s more information on structured interviews.
  • Create an interview scorecard for each role. Scorecards should the attribute (skill, knowledge or behaviour) being assessed, the question (or assessment method) and visible criterion for how each score is given.
  • Consider panel interviews. Importantly scores should be made independently and only reviewed after the interview has finished. Using a spreadsheet to capture each score can help you show score discrepancies between interviewers.
Back to summary

Candidate Communication

Category result: chaotic

Poor communication in the recruitment process has detrimental consequences. Candidates that don’t hear back from recruiters will drop out of the hiring process and leave negative reviews. Candidates that are unclear on what the role is really like ahead of joining are significantly more likely to churn.

It looks like you’re suffering from inaccurate or inconsistent candidate communication. Don’t worry, this may not be your fault. Plus it’s easily fixed.

Here are some simple steps you can take to improve your candidate experience:

  • Plan out the candidate journey. It’s ok if this is different for each role, you wouldn’t have the same process for a CEO as you would an entry-level hire. Think about what content is required to help engage candidates at each step of the process.
  • Use automation. Configure your ATS to automatically reply to every job application with an email explaining what the candidate can expect next. Email or text message triggers can usually be set to different stages in the interview process. Read about our top 10 recruitment automation tools here.
  • Make your recruitment team available. A world class candidate experience means you respond to candidates who have questions. How can you use technology to make yourself more visible?
  • Provide better role information. Create a realistic job preview to show people what to do in the role. Here are 7 examples to inspire you.
  • Capture candidate feedback. A simple NPS (net promoter score) survey should help keep you accountable for candidate experience. Report on it quarterly.
Back to summary

Hiring Efficiency & Business Reporting

Category result: chaotic

Hiring efficiency comes from having the right processes and systems in place. It should be every Talent Acquisition leaders goal to be seen as a strategic pillar of the company’s success, but you’ll only get there if you’re on top of your cost basis and success metrics. Greater efficiency should only be pursued once the basics are in place, but improving it will make a huge difference to how the business is perceived by the wider business.

Your time to hire is too long. Your hiring process is losing talent unnecessarily. Hiring is officially inefficient and as such you’re not getting the respect from the business you deserve. It’s time to rectify this and set some achievable goals and targets to report back to the business on.

Here are some steps to improve hiring efficiency and demonstrate the value you’re adding to the wider business:

  • Get better at workforce planning. Knowing how many hires you need to make before they arise will help you move from a reactive to a proactive function.
  • Build talent pipelines. Once you know the approximate hiring requirements required, get ahead of the game by creating talent pipelines for vacancies ahead of them arising.
  • Capture data at each recruitment stage. Your recruitment funnel should tell you how many applicants move from one stage to the next and what the reasons are for candidate drop off. The data you capture should also tell you of any wider issues in how you hire people. Are diverse candidates progressing down the recruitment funnel or are they facing bottlenecks? This will help you to identify what changes to make to make your hiring more efficient, fair and effective.
  • Reduce your time to hire. 57% of applicants reported losing interest in a job if the hiring process took too long. Which steps in the hiring process are taking too long and how can they be streamlined or removed from the recruitment process? Use this data to present to the exec team on what resources are needed to solve these issues. Read our 12 tactics to reduce time to hire for more on this topic.
  • Report on better metrics. Go beyond these 15 basic recruiter metrics; exec teams don’t care about them, they care about the impact to the business. Hiring velocity for example tells them how many jobs were filled on time. The number of unfilled vacancy days impacts their ability to hit financial targets. Is the quality of new hires going up or down? These metrics mean something to them. Find the metrics that matter.
  • Be vocal about your achievements. Commit to a number of company wide TA team updates throughout the year and make sure you put them in everyone’s diary (that way you’ll be most likely to stick to them.)
Back to summary

Is it time to assess candidates differently?

Implementing a pre-hire assessment doesn’t have to be time-consuming or confusing. With ThriveMap we are with you throughout the whole process. Check out a FREE demo and see for yourself.

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