CASE STUDY
How DaVita Cut Turnover and Saved $413K
Hiring over 100,000 candidates in six months, DaVita, a national healthcare provider, partnered with HighMatch to identify patient-care hires who would stay and succeed.
$413K
Saved annually
THE CHALLENGE
Turnover Was Creating Gaps in Patient Care
DaVita Kidney Care processed 100,000+ candidates in six months for their patient care technician role. Even small drops in retention led to staffing gaps and nonstop backfilling. Their existing assessment wasn’t separating strong candidates from risky hires, leading to high turnover and poor patient outcomes.
Their leaders needed a more reliable way to identify people truly prepared for the pace and demands of the role.
The Hiring Challenges
Early Exits
Small retention drops created major staffing gaps and churn.
no clear signal
The prior assessment didn’t differentiate strong vs. risky hires.
Constant Backfilling
Recruiters were stuck replacing early voluntary quits.
THE HIGHMATCH APPROACH
From Generic Scores to Meaningful Fit Signals
HighMatch ran a six-month pilot to redesign the hiring process, adding targeted prescreeners, a realistic job preview, and role-specific cognitive and personality measures to set clearer expectations and surface “Preferred” candidates earlier.
BENCHMARK
Analyzed current candidates and outcomes to understand where their assessment was failing to separate strong and weak fits.
BUILD
Added targeted prescreeners, a Realistic Job Preview, and role-specific measures tailored to patient-care roles.
BENCHMARK
Ran a six-month pilot to confirm that Preferred scores aligned to stronger on-the-job outcomes and higher retention.
THE RESULTS THAT MATTERED
$413K in Annual Savings, 14% Increase in Retention
14%
Increase in retention
13%
Increase in
90-day retention
15%
Higher Quality of Hire
After implementing HighMatch, DaVita finally saw clear separation in candidate outcomes, something their other assessment couldn’t deliver.
The impact was clear: Preferred scores aligned to stronger performance, higher retention, and $413K in annual savings.
Want to Reduce Turnover in Patient-Care Roles?
