Summary:
GardaWorld Security – U.S. partnered with Harver as part of a broader initiative to invest more in how they hire and train employees, ensuring better role alignment, reducing turnover, and building trust in the hiring process. Harver’s platform brought structure to candidate evaluation and streamlined recruiter workflows, without impacting candidate experience.
Today, Harver’s science-backed hiring model helps GardaWorld Security – U.S. determine better job placements, develop more engaged employees, and deliver stronger customer satisfaction.
The Challenge:
GardaWorld Security – U.S.’s talent acquisition team recognized an opportunity to evolve its high-volume hiring strategy to better support long-term success. With thousands of applications flowing in each year, the team sought to improve job fit, reduce early attrition, and build greater trust in the tools supporting hiring decisions.
Improving Early Role Fit and Retention
GardaWorld needed a more efficient way to place candidates in the right roles from the start to avoid early attrition.
The Objectives:
- Improve quality of hire and reduce early attrition through a data-centric approach.
- Implement a solution that could handle high applicant volumes without sacrificing efficiency or CX.
- Ensure seamless, user-friendly integration with existing systems and workflows.
- Drive adoption among hiring managers by delivering clear, actionable insights.
The Solution:
GardaWorld Security – U.S. partnered with Harver to modernize and streamline its high-volume hiring process. Harver’s platform integrated seamlessly with their applicant tracking system (ATS), streamlined workflows, and brought scientific rigor to their hiring approach.
The Harver team conducted an in-depth analysis of GardaWorld Security – U.S.’s historical hiring data to inform a customized assessment strategy. This included a full-day case study with key stakeholders, led by a Harver I/O psychologist, to identify the organization’s core skill sets and align assessments accordingly. These insights helped shape GardaWorld Security – U.S.’s new matching profiles, designed to reduce attrition and improve role fit.
A phased rollout began with behavioral assessments, Situational Judgment Tests (SJTs), and custom question modules tailored for key roles.
The Results:
Early launches in select branches revealed meaningful reductions in early attrition and positive candidate feedback. Once fully deployed, Harver supported hiring for security professionals, sales, and customer service managers, driving measurable improvements nationwide.
Streamlined Experience for Candidates and Recruiters
Harver helps GardaWorld Security – U.S. deliver value to hiring teams without compromising the candidate experience. Its seamless, intuitive workflow avoids common assessment pitfalls and keeps candidates engaged. Fully integrated into the ATS, Harver streamlines recruiter processes and provides clear, detailed reports that validate hiring instincts and support more informed decisions.
Key outcomes:
- Over 200,000 applications submitted in 12 months
- 85% assessment completion rate
- A seamless, automated assessment process that saves recruiter time
Stronger Buy-In Across the Organization
With Harver, GardaWorld Security – U.S. saw fast, meaningful adoption from hiring managers who now actively seek out assessment results to support their decisions. By providing transparency into the screening process, Harver builds trust between recruiters and managers and reinforces a shared commitment to quality. Recruiters can demonstrate that they’re going the extra mile to find the right fit, and the result is stronger collaboration, increased confidence, and better hires.
Key outcomes:
- Positive feedback from market leaders on recruiter performance
- Improved candidate quality
- Notable improvement in hiring for traditionally hard-to-fill roles like sales, with a stronger correlation between assessment results and on-the-job performance
