Case Studies

EG Reduces Turnover and Cuts Costs for Michigan School District

A Michigan school district faced high turnover and constant staffing gaps, disrupting operations and straining staff. EG implemented a strategic, data-driven hiring approach using their Applicant Qualifier tool to improve screening and retention. Within a year, turnover dropped from 69% to 34.5%, significantly improving workforce stability and reducing hiring costs.

Situation

A school district in Michigan, spanning multiple elementary, middle, and high schools, faced persistent challenges in maintaining a stable workforce. High turnover rates and prolonged vacancies left critical roles unfilled, disrupting daily operations and placing added strain on existing staff.

The district’s previous staffing partner struggled to attract, source, and retain qualified talent, resulting in constant staffing gaps and operational inefficiencies. Without a reliable workforce, the district experienced disruptions in essential services, impacting both students and faculty. Seeking a more effective solution, they sought a staffing partner capable of delivering consistent, long-term talent to restore stability and ensure seamless operations across their schools.

Solution

EG’s Talent Strategists partnered with the school district to implement a strategic and data-driven hiring approach. This approach was designed to address ongoing staffing shortages and high turnover rates. After conducting a thorough assessment of their recruitment challenges, we identified key obstacles in their hiring process. Some of the identified obstacles included inefficiencies in candidate screening and a lack of long-term retention strategies.

To resolve these issues, we introduced our Applicant Qualifier tool—an advanced screening system that evaluates candidates beyond basic qualifications, ensuring they align with the district’s needs and culture. This approach not only improved the quality of new hires but also enhanced retention rates. Moreover, matching the right talent to the right roles created a more stable and reliable workforce for the district.

Results

Turnover decreased from 69% to 34.5% in one year, improving workforce stability
Reduced hiring costs by saving on training expenses, onboarding, and background checks

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