Talent Management - A Case Study

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The Situation • $780M Healthcare software company faces: – High turnover – Large number of C Players – Cost of mis-hires $3M in past 2 years • Sales Leader wants to: – Upgrade all aspects of Talent Management – Ensure recruitment process yields A players2

What Did Not Work • Issued Briggs Myers tests for entire sales force • HR increases use of external recruiters • Sales managers go through interview training3

What Did Work • Competencies & Accountabilities defined for all sales roles • Scenario-based interview questions developed to identify competency strength • On-boarding plans produced • Scorecards and Individual Development Plans issued to entire sales force4

Competency Matrix (Example)• 18 Competencies defined with A, B and C Player profiles5

Interview Questions (Example)• Scenario-based questions identify whether candidate has significant experience6

On-boarding Plan (Example) • Each sales role receives an onboard plan and assigned a mentor7

Scorecard (Example) • Sales performance management includes scorecard reviews (sales goals & activities)8

The Solution • Redefined competencies for 6 sales roles • Established scenario-based interview questions to determine competency match • All sales people provided scorecards and individual development plans • On-boarding plans provided to all new hires • Managers trained on application of new TM process9

The Result Metric Before After Sales Turnover 25% 4% A Player % 5% 35% Quota Attainment 63% 98% Cost of mis-hire $1.5M/Yr $110K/Yr10

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Talent Management - A Case Study

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