Situation
The client faced exceptionally high turnover, exceeding 100% at the frontline level, which was driving up costs, disrupting store performance, and weakening leadership pipelines. The organization struggled to identify the right talent for Assistant Store Leader and Store Leader roles. Hiring decisions often leaned on likeability and intuition rather than data and performance predictors, leading to inconsistent results and poor talent strategy and planning.
Solution
EG partnered with the client to develop a targeted talent selection strategy focused on identifying high-potential candidates across all 60+ U.S. stores. Leveraging their exclusive partnership with Conchie Associates, EG tapped into the Socrates Assessment. This 84% predictive, fully validated tool helped:
- Identify the competencies and success traits of top-performing candidates
- Apply data-driven assessments to evaluate both new candidates and existing internal talent
- Shift the focus from subjective likeability to objective performance fit
- Provide actionable insights highlighting top potential and development gaps
This approach allowed the client to build a consistent, scalable framework for identifying and developing talent.
Results
- Stronger alignment between leadership selection and business outcomes
- A measurable reduction in turnover costs through improved talent stability
- Greater confidence in hiring decisions, supported by data rather than intuition
- A clear succession pipeline, with visibility into both top potential and skill gaps