Yell set out to reduce attrition rate in the first year post-hire and investigated the differences between high performers and those identified as poorer performers. Using a range of assessments they were able to profile what 'success' looked like and then integrated these assessments into the selection process.

Getfeedback's role was to translate senior management's view of the behaviours and attitudes that would be needed, into a concise and measurable format that could be used to underpin rigorous selection and development.

When the retail part of the business set itself the goal to turn customers into fans, understanding the relationship between employee engagement and customer satisfaction became a top priority

"It has become relatively easy to find candidates for clients - but the real challenge is identifying the candidates that can not only perform but excel in the role and so we've introduced a number of Getfeedback's questionnaires and tests and use their online system to manage this," says Charlie Jaggard of LinkTalent.

To deliver their very ambitious plans for future growth, ESAB needed to introduce an new approach to talent management. So as to formally identify their talent ESAB approached Getfeedback to recommend and run a set of psychometric tests. ESAB tested and provided feedback to around 300 of their 8,000 employees worldwide. They now have instant access to an international talent pool resulting in improved global utilitisation, targeted training resources, improved succession planning and clear financial benefits to the organisation.