A nationwide grocery chain partnered with Talent Plus to analyze the skills and traits that defined successful store managers. Talent Plus interviewed current store managers using their Profit Center Manager interview. They found a strong correlation between higher interview scores and higher store sales - for every point increase in interview score, annual sales increased by $1.4 million. Store managers who met the interview cut-off score were much more likely to be in the top sales group. The grocery chain will now use the interview in selecting new store managers to maximize sales potential.

1. Talent Advantage®
A Retail Client High Talent, High Sales
A nationwide grocery retail chain was A significant and substantial relationship exists between the total score on the
preparing for rapid expansion in the coming PCM Interview and dollars in sales. For every point increase in total score, the client
years. To accomplish these growth goals, it saw a $1.4 million increase in annual sales. This translates to nearly $42 million
became necessary for the company to have between a manager who scored a 20 on the interview and one who scored a 50.
a better understanding of what defined Clearly, greater talent means greater sales.
a successful grocery store manager. With
$70,000,000
a profile of their ideal store manager, the
chain could drastically improve their results
$60,000,000
when selecting future leaders for their
stores. To assist in the creation of an ideal
$50,000,000
store manager profile, the organization
partnered with Talent Plus to interview
$40,000,000
the current group of store managers and
Sales
compare the results to actual performance
$30,000,000
metrics. Using Talent Plus’ Profit Center
Manager (PCM) Interview, the organization
$20,000,000
received a thorough understanding of the
talents defining a successful store manager. $10,000,000
Overall success on the Profit Center $0
Manager Interview was found to be highly 20 22 24 26 28 30 32 34 36 38 40 42 44 46 48 50
correlated to net sales and earnings of a Interview Score
store. As shown in the graph below, for
every single point increase in the store The results of the analysis illustrate that those who met the cut-score on the PCM
manager’s total score on the interview, the Interview were significantly more likely to be members of the sales elite group
company saw a 1.4 million dollar increase than those who did not meet the cut-score. This means they contributed more
in annual sales. As the grocery chain revenue as members of the sales elite group than those considered non-sales elite.
opens new stores, they will use the Profit
Center Manager Interview to hold out for 25 23
“Recommended” candidates with higher
total scores, ensuring the highest probability 20
of maximum sales potential. 14
15
While many of the thirteen themes of the 10
10
Profit Center Manager were positively 7
correlated to the organizations’ success
5
metrics, the themes of Focus, Leader and
Recruiter had the highest correlation. With 0
this increased knowledge, the organization
Sales Elite Non-Sales Elite
is able to more accurately predict success
when looking at internal candidates Not Recommended Recommended
for store manager promotions or when
selecting an external candidate.
As a bonus outcome from the study, Talent Plus was able to identify store managers who
possessed untapped potential. Recommendations were made to move these individuals
to larger stores and increase their responsibilities. To further develop all of the store
managers interviewed, Talent Plus consultants provided individualized feedback and met
with them for goal planning sessions.
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