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After reviewing a 60% turnover rate in 2016, the organization targeted retention and improved hiring decisions by revising its interview process and administering tests to all candidate types. Post-implementation turnover fell to 26%, a 57% reduction, with rates reaching as low as 21% in 2018. The approach also strengthened candidate quality and employer credibility.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":35,"@type":76,"position":81},"https://docshare.wps.com/document/healthcare/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/criteria-case-study-healthcare-schweiger-dermatology-group-reduces-turnover-by-57/501672/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/criteria-case-study-healthcare-schweiger-dermatology-group-reduces-turnover-by-57/501672.png","ImageObject",300,407,{"name":92,"@type":93},"Anna Hans","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-10","2026-10-03",true,{"@type":102,"interactionType":103,"userInteractionCount":24},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What was Schweiger Dermatology Group’s main challenge before using Criteria assessments?","Question",{"text":112,"@type":113},"Schweiger’s annual turnover rate was about 60% in 2016, higher than the company wanted. They aimed to reduce turnover and ensure new hires fit well and are computer savvy.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How did Schweiger change its hiring process after partnering with Criteria?",{"text":117,"@type":113},"Schweiger revamped its interview process and added pre-employment tests administered after the phone interview. The assessments were used for roles from entry level through executives.",{"name":119,"@type":110,"acceptedAnswer":120},"What results did Schweiger see after implementing the testing program?",{"text":121,"@type":113},"Turnover dropped from 60% to 26% after testing began in 2017, representing a 57% reduction, and reached as low as 21% in 2018. 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Based out of New York, New Jersey, and Pennsylvania, Schweiger offers comprehensive medical and cosmetic dermatology services in over 50 locations. The company’s\u003Cbr>goal is to provide outstanding care to their patients with a particular focus on exceptional customer service. |\n\nSchweiger Dermatology Group Reduces Turnover by 57%  \nChallenge  \nSchweiger Dermatology Group operates over 50 medical offices that offer comprehensive dermatology services. To staff these locations, Schweiger employs a wide variety of roles, from medical assistants and patient coordinators to medical coders and call center representatives.  \nIn 2016, the company took stock of their turnover rate and realized it was alot higher than they would like, at 60% annual turnover. According to Ana Welsh, Schweiger’s VP of Employee Experience, the company was looking to “reduce our turnover and ensure that we are bringing on intelligent, computer savvy people who are a good personality fit for our organization.”  \nSolution  \nIn a targeted effort to reduce their turnover, Schweiger implemented a number of tactics. First, to improve retention of current employees, they transitioned to becoming a more engaged management team with their employees. Part of this involved rolling out a compelling mission and values across the company and developing employee retention programs.  \nSecond, to ensure that they were hiring the right people in the first place, Schweiger revamped their interview process, and they partnered with Criteria in 2017 to administer pre-employment tests to incoming candidates.  \nSchweiger Dermatology Group now administers the assessments to candidates for every single type of job, from entry level all the way up to executives. The company places the assessment stage after the phone interview as a way to ensure that the right candidates are being invited to the more time-consuming in-person interview.  \nResults  \nLower Turnover  \nTurnover was what originally led Schweiger to use Criteria’s assessments, and within a year, the company experienced a dramatic reduction in turnover. In 2016, before they had started using testing, their turnover rate for the year was 60% . After they started testing in 2017, their turnover rate went down to 26%, representing a 57% reduction in turnover. This improvement remained consistent over time, with their annual turnover rate reaching as low as 21% in 2018.  \nSchweiger's Revamped Hiring Funnel  \nBetter Candidate Quality  \nSchweiger Dermatology Group has experienced a noticeable improvement in the quality of candidates that ultimately come in for an interview. “We are definitely bringing on stronger employees,” said Ana Welsh. “It helped us upgrade our population of candidates to a more professional set of people.”  \nStrengthened Employer Brand  \nBy incorporating assessments into the hiring process, Schweiger Dermatology Group also experienced an enhanced level of credibility and strength as an employer brand. Ana Welsh found that candidates who take the assessments have a “respect for our interview process because they realize how serious and comprehensive it is.” This contributed to Schweiger’s ability to attract a stronger group of candidates from which to select future employees.  \n70%  \n60%  \n50%  \n40%  \n30%  \n20%  \n10%  \n0  \nAnnual Turnover Rate  \n\n|  |  |  |\n| --- | --- | --- |\n| 60% | 57% reduction |  |\n|  | in just one year |  |\n|  |  |  |\n\n|  |  |\n| --- | --- |\n| 26% | 21% |\n|  |  |\n\n2016 2017 2018  \n Before Testing  After Testing  \nSelecting the Tests  \nSchweiger Dermatology Group administers a variety of Criteria’s assessments to their incoming candidates. The company also ","cbCaivAAUVYdIvTN","https://ap.wps.com/l/cbCaivAAUVYdIvTN","pdf",319687,"English","# Challenge\n## Staffing across multiple offices\n## Goal: reduce turnover and improve hiring fit\n# Solution\n## Engagement and retention programs\n## Revamped interview process and pre-employment tests\n# Results\n## Turnover reduction to 26% (57% reduction)\n## Improved candidate quality\n## Strengthened employer brand\n# Selecting the Tests\n## CCAT-A\n## EPP-A\n## CLIK-A\n## Typing Test\n## EXCEL","[{\"question\":\"What was Schweiger Dermatology Group’s main challenge before using Criteria assessments?\",\"answer\":\"Schweiger’s annual turnover rate was about 60% in 2016, higher than the company wanted. They aimed to reduce turnover and ensure new hires fit well and are computer savvy.\"},{\"question\":\"How did Schweiger change its hiring process after partnering with Criteria?\",\"answer\":\"Schweiger revamped its interview process and added pre-employment tests administered after the phone interview. The assessments were used for roles from entry level through executives.\"},{\"question\":\"What results did Schweiger see after implementing the testing program?\",\"answer\":\"Turnover dropped from 60% to 26% after testing began in 2017, representing a 57% reduction, and reached as low as 21% in 2018. The company also reported improved candidate quality and enhanced employer brand credibility.\"}]","Criteria Case Study - Healthcare - Schweiger Dermatology Group Reduces Turnover by 57% | PDF",1791022438]