1. How else could they quantify the benefits of better employees?

2. Are the savings more sensitive to the cost of turnover or to the tenure? Why is this important?

3. What costs should be included when calculating a “cost of turnover”?

One of the leading regional gaming and hospitality properties in the U.S. worked with SHL to get to the heart of its turnover challenges in the front of house, gaming, and back of house jobs. The company knew that employees that made it past the “magic 90-day” mark were substantially more likely to become reliable, long-term employees, and they needed an accurate method to predict this factor in the screening process.