£10,000s
the cost of getting a single hire wrong
3 of 3
hires kept since assessment, up from 0 of 2
6 min
to assess each candidate, no specialist needed
graduate hires made before assessment stayed beyond their first year
One person, high-stakes hiring
One person had to hire graduates who would actually stay.
Lagan Aviation & Infrastructure builds and maintains airport and military infrastructure worldwide, and much of its workforce has been in place for decades. As that experience nears retirement, the technical knowledge risks leaving with it. Rita, Head of Talent, was brought in to build an early-careers pipeline, with no team, no in-house specialist, and hiring managers who are engineers first.
The last two graduates hired on interviews alone both left within a year. Getting an early-careers hire wrong costs Lagan tens of thousands, in relocation, overseas placement, and senior time. A lost graduate is a gap in the pipeline meant to carry decades of knowledge.
“The people who have built this business will retire, and their knowledge will walk out of the door with them. Having a clear view of who can step into those roles is critical for us.”
Rita, Head of Talent, Lagan Aviation & Infrastructure
We reduce the odds of a serious hiring mistake from 1 in 5 to 1 in 50.
Source: Saville validity research
An assessment process built for a team of one
Wave Connect runs the whole process, from profile to shortlist.
Rita starts in the AI Success Profiler, uploading the job description so it builds a clear view of what predicts performance in the role. Candidates then complete a Behavioural Snapshot, a six-minute assessment on Wave Connect, and the results come back as clear reports and dashboards a hiring manager can read at a glance.
That gives Rita an objective basis to shortlist for interview, and makes the final hire easier because it rests on evidence rather than gut feel. Candidates get something out of it too: the process is fast and straightforward, and everyone who completes an assessment gets a report they can use for their own development.
The output was built to be read by people who have never opened a psychometric report. Hiring managers are engineers first, with little time to learn a new tool, so reports had to be quick, simple, and clear without specialist interpretation. That is what made the process one a team of one could run.
Build the success profile
Upload the job description to the AI Success Profiler. It maps what predicts performance in the role.
Assess in minutes
Candidates complete a six-minute Behavioural Snapshot, a fast and straightforward experience for every candidate.
Decide with confidence
Reports and dashboards show potential and performance at a glance, so the shortlist and the final hire both rest on evidence.
graduate hires through assessment have stayed and performed
Better shortlists, better hires, and they stay
Two hiring cycles in, every graduate Lagan brought in through assessment is still with the business.
The quality of the shortlist changed first. In year two, of eight engineers interviewed, six were strong enough to hire. With an objective measure to work from, Rita can shortlist with confidence, and the final decision is easier, because it rests on evidence rather than a hunch.
The hires are holding. All three graduates brought in through assessment in year one are still with the business and performing strongly, against the two previous non-assessed hires lost inside a year. Hiring managers read a clear report in seconds, at close to zero cost to their time.
“The quality of candidates has been so much better. The graduates Saville helped us hire are doing exceptionally well, and they’ve stayed.”
Rita, Head of Talent, Lagan Aviation & Infrastructure
Hiring before and after
How shortlisting and graduate retention changed once Lagan added an assessment step.
Still hiring on CV and gut feel?
We can show you what a quick, simple assessment process looks like for a lean team like yours, built around the roles that matter most to you.
