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Reducing Turnover with Predictive Hiring Insights

Tire Manufacturing

Industry

Tire & Rubber Manufacturing

Challenge

A global tire and rubber manufacturer struggled with high turnover among entry-level technicians and needed a more predictive hiring process to stabilize its workforce.

Results

High scorers on PSP’s assessment were 3.8× less likely to leave and 1.3× more likely to remain employed past 90 days, proving a strong link between assessment results and retention.

Solution

PSP Assessment, Hourly Manufacturing Technician

3.8X
Less Likely to Quit
1.3X
Employed beyond 90 Days
8%
Post-90-Day Turnover

“Retention begins with hiring the right people. This business impact analysis shows how our assessment enabled a leading manufacturer to cut turnover and build a more stable, productive workforce.”

Scott Goodman, PhD

Chief Executive Officer, PSP Metrics

Tire Manufacturing

Executive Summary

A global tire and rubber manufacturer dramatically reduced costly turnover among entry-level technicians by implementing PSP Metrics’ Hourly Manufacturing Technician Assessment. Employees who scored high on the assessment were far more likely to stay—dropping post-90-day turnover to just 8% compared to 22%. The result: a more stable, productive workforce and significant savings in recruiting and training costs.

About the Company

This global manufacturer produces tires and rubber components for high-performance vehicles, operating a large U.S. production facility with a significant technician workforce. With demanding production schedules, workforce stability is essential to maintaining output, quality, and efficiency.

The Challenge

High turnover was disrupting production and driving up costs at one of the company’s major U.S. facilities. Despite strong onboarding and supervision practices, nearly 75% of technician turnover occurred within the first 90 days. The organization needed a data driven way to identify which candidates were most likely to stay and succeed.

The Solution

PSP Metrics implemented its pre-employment assessment designed for hourly manufacturing technicians. The tool evaluates candidates on key traits linked to long-term commitment and success, including:​

  • Reliability​
  • Problem-solving​
  • Persistence under pressure​

​The assessment ranked candidates into three groups—low, medium, and high scorers based on job-relevant competencies. PSP then tracked retention across 337 assessed employees to measure the connection between assessment results and actual tenure.

The Results

The data revealed a strong, predictive link between assessment scores and retention:​

  • 3.8× – High scorers were less likely to quit during the study period​
  • 1.3× – High scorers were more likely to remain employed for at least 90 days​
  • 8% – Post-90-day turnover for high scorers, compared to 22% for others​

Backed by statistical analysis, these findings confirmed that PSP’s assessment improves hiring decisions and reduces turnover—particularly in high-volume, entry-level roles where workforce stability is critical to operational success.

Key Takeaway

By embedding PSP’s predictive hiring insights into its selection process, this manufacturer was able to:​

  • Cut early attrition​
  • Improve workforce stability​
  • Reduce recruiting and training costs​
  • Boost productivity on the factory floor

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