Customer case study
DHA Siamwalla reported a 42% improvement in probation pass rates.
For a global consumer goods company reviewing thousands of candidates a year, culture fit needs to be consistent before hire and measurable after hire. MyCulture.ai helped identify values conflict and behavioral misalignment earlier, moving culture from the #1 probation survey issue to outside the top 5.
Probation outcome shift
Before and after MyCulture.ai
Before
Culture was the #1 issue in probation survey themes
After
Culture is no longer a top 5 probation survey issue
42%
reported improvement in probation pass rates
Company
DHA Siamwalla
Team size
1,500 employees
Annual candidate volume
2,000-4,000 reviewed
Annual new recruits
200-300 hires
Use case
Pre-hire culture fit and role alignment
Reported result
42% improvement in probation pass rates
The challenge
DHA Siamwalla needed culture-fit assessment to be practical enough for real hiring, but rigorous enough to identify candidates likely to conflict with company values or behavioral expectations before they reached probation.
Culture fit was important, but hard to compare
Hiring teams needed a shared way to define alignment instead of relying on different interview styles and personal interpretations of fit.
Values-fit issues showed up during probation
Before the assessment program, new recruits being evaluated as non-fitting with company values was one of the most common probation-period issues.
Managers needed evidence, not labels
The assessment had to explain why a candidate looked aligned or risky, so hiring managers could use the report in real interview conversations.
The approach
Turn culture into a hiring signal the team can explain
The work was not to replace human judgment. It was to give hiring teams a better starting point, better interview prompts, and a cleaner way to compare alignment.
Mapped the success profile
MyCulture.ai translated the company culture and role expectations into a practical assessment profile that hiring teams could reuse.
Measured multiple fit signals
The assessment combined values alignment, culture profile, work style, and scenario-based human-skills evidence instead of depending on one personality score.
Made the output manager-ready
Reports highlighted alignment strengths, possible friction points, and suggested interview follow-ups so managers could validate the findings.
Created a foundation for calibration
The program gave DHA Siamwalla a consistent baseline for comparing pre-hire culture-fit signals against probation outcomes.
Why it worked
The assessment targeted the issues that showed up during probation
The improvement was not just from adding a test. It came from measuring the specific values, culture preferences, and workplace behaviors that probation reviews were already exposing too late.
Values conflict was made visible before hire
Values Alignment surfaced whether candidates were likely to support or conflict with the company values being evaluated during probation.
Culture preferences were treated as competing values
OCAI helped compare a candidate against the company environment without pretending there is one universally correct culture profile.
Behavioral expectations were tested practically
Acceptable Behaviors scenarios checked whether candidates agreed with workplace norms before those gaps became probation-period concerns.
What changed
Better probation outcomes without adding unnecessary hiring friction
42%
reported improvement in probation pass rates
Not top 5
culture-fit issues in probation survey themes today
- DHA Siamwalla reported a 42% improvement in probation pass rates after adding structured culture-fit assessment
- Culture moved from the #1 issue surfaced in qualitative probation surveys to no longer being a top 5 issue
- Recruiters and managers gained clearer evidence for discussing alignment before hiring decisions
- Candidate reports showed where someone aligned or conflicted with company values and expected behaviors
Hiring workflow
How the assessment fits into the process
Screen
Use the assessment after CV review or after an initial recruiter conversation.
Interpret
Review the score bands and the behavioral evidence behind them.
Interview
Use report prompts to confirm alignment gaps with structured questions.
Calibrate
Compare pre-hire results with manager feedback and retention signals.
How this was measured
- DHA Siamwalla employs about 1,500 people.
- The team reviews roughly 2,000 to 4,000 candidates a year to bring in 200 to 300 new recruits.
- The probation pass-rate improvement is customer-reported from their hiring and probation evaluation process.
- The culture-fit issue shift comes from qualitative probation survey themes: culture was previously the #1 surfaced issue and is now outside the top 5.
Build a culture-fit assessment your hiring team can defend.
Start with your values, your roles, and your hiring workflow. MyCulture.ai turns those inputs into structured assessment evidence recruiters and managers can use.