Campus test being gamed by coaching institutes; high variance in fresher quality post-join
Campus hiring was producing highly inconsistent quality. The company's written test was being reverse-engineered by coaching institutes near engineering colleges that shared pattern questions with candidates. Variance in 6-month performance ratings was wide. HR had no way to predict at hire time which candidates would contribute quickly and which would need extended hand-holding. L&D costs were high because training intensity had to vary so much.
Prism's adaptive engine eliminates pattern gaming; multi-dimensional output configures L&D from day one
Replaced the campus written test with Prism entirely. Prism's adaptive engine means no two assessments are the same sequence — pattern gaming based on previous papers doesn't work. The multi-dimensional output gives the L&D team a breakdown of each fresher's starting point across logical reasoning, communication, learning agility, and domain fundamentals. Loop training paths are configured directly to each fresher's Prism profile.
31% higher 6-month performance ratings; performance variance down 40%; campus gaming eliminated
Average 6-month performance ratings for the Prism-screened cohort were 31% higher than the previous cohort average. Variance in performance ratings reduced by 40% — fewer extreme underperformers in the first cohort. L&D induction time reduced by 2 weeks because training started from an accurate, individual baseline rather than a generic one.
“The coaching institutes had reverse-engineered our test. Prism's adaptive engine meant there was nothing to reverse-engineer. The first cohort we hired with Prism was the strongest we'd had in three years.”