34% first-90-day attrition — consistently — despite a 90-minute two-round assessment
First-90-day attrition was consistently at 34%. Exit interviews pointed to the same issues: communication skills not suited to the role, inability to adapt to process changes, stress responses that didn't fit a high-volume environment. The existing two-round interview process — group activity plus HR interview — was taking 90 minutes per candidate and still producing unreliable results.
Prism scores communication aptitude, adaptability, and stress resilience in 22 minutes
Prism was deployed for all frontline BPO roles. The 22-minute assessment scores communication aptitude, adaptability, process adherence tendency, and stress resilience. Hiring managers use the score as a hard filter — candidates below the role's threshold are not advanced regardless of interview performance. The time saved on early-stage screening is redirected to deeper cultural interviews for candidates who pass.
Attrition down from 34% to 19%; screening time from 90 minutes to 22 minutes; ₹54 lakh annual saving
First-90-day attrition dropped from 34% to 19%. Screening time per candidate reduced from 90 minutes to 22 minutes. Hiring managers reported measurably higher confidence in their shortlists. The cost of attrition — estimated at ₹45,000 per hire including training and replacement — represents an annual saving of approximately ₹54 lakh from the 15 percentage point attrition reduction across 800 annual hires.
“We were hiring people who looked fine in an interview but struggled in the actual job. Prism told us what the interview couldn't — how someone actually processes pressure and ambiguity. The attrition data proved it.”