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The best system for identifying and recruiting sales talent

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Chally Presentation

  1. 1. 1<br />Chally’s Talent Management Solutions<br />Presented To:<br />SALES GURU<br />Peter Gilbert<br />17th February 2011<br />
  2. 2. 2<br />Chally’s Talent Management Services<br />Talent Selection<br />Talent Alignment<br />Talent Development<br />What HR Chally Does<br />Chally is the leading provider of Predictive Assessment Tools that help your clients increaseorganisational productivity and effectivenessacross their entire organisation:<br />Only Chally has a single assessment that is predictivelyaccurate for talent selection, alignment, and development<br />
  3. 3. 3<br />Chally’s Facts<br />Dayton, Ohio based company with over thirty years of Research and Development<br />Leading Selection and Development tools with a databaseofover 300,000 professionals with in-depth assessment and performance data <br />Unparalleled database of 156 validated competencies and scientific research<br />Predictive of future performance versus only descriptive of present skills<br />Chally has assembled a world class panel of I/O psychologists who are providing input on Chally research and utilizing Chally’s database in their own research<br />Serviced more than 2,500 clients in 49 countries and currently provide assessments in 12 languages<br />
  4. 4. 4<br />65% of our business is associated with selection related to:<br /><ul><li>Sales
  5. 5. Sales Management
  6. 6. Customer Service
  7. 7. General Management</li></ul>35% of our business is associated with Leadership Development<br />What HR Chally Does<br />
  8. 8. 5<br />At Chally,It All Starts with our ONE Online Assessment <br />One Comprehensive Assessment – 288 questions <br />Does not have to be taken in a controlled environment<br />Takes 45-60 minutes to complete<br />Additional 36 mental ability questions for management <br />Assessment available in 12 languages<br />Collects 866 points of data “DNA” <br />Assessment Measures…<br />The candidate’s potential on-the-job behaviours relative to each predictive skill <br />The candidate’s most distinctive (or driving) motivations and work habits<br />The candidate’s candourin taking the assessment <br />PROFILE<br />The combination of Job Analysis and Validity Research identifies the<br />knowledge, skills, and abilities (KSAs)—or, competencies—necessary for successful performance in specific job roles. <br />
  9. 9. 6<br />Selection Accuracy<br />Hiring success rates aren’t much betterthan a coin toss*<br />Selection Method Improvement Over “Chance” Typical Interview 1% increase<br /> Personality Tests 1% increase<br /> Experience 5% increase<br /> Scorable Interview 7% increase<br />“International Personnel Management Association” <br />Using Chally’s Predictive Assessment for selection, our clients have consistently realized results 25% to 35% better than chance!<br />
  10. 10. 7<br />Inside: Telesales/Mktg.<br />Customer Service<br />Indirect Sales<br />Major Account<br />Product/<br />Transactional<br />Specialist<br />Account <br />Management<br />(Farmer)<br />New <br />Business Development (Hunter)<br />Sales to<br />Resellers or<br />through<br /> Distributors<br />Outbound<br />Customer<br />Service<br />Inbound<br />Relationship<br />(more Farmer)<br />Product/System<br />Chally Sales Profile Configurator<br />Sales Specialty Map<br />Outside: Field Sales<br />Direct Sales<br />Specialized<br />Products/Services<br />Full Line<br />Territory<br />Strategic<br />Account<br />Product/ Service Specialist<br />System Specialist<br />Consultive<br />(more Hunter)<br />Product/System<br />
  11. 11. 8<br />Illustrative<br />$160 Million<br />$4M/person<br />*$6 Million<br />$150K/person<br />*$34 Million<br />Solution: Beat the 80:20 Rule <br />If a 200 person sales force produces $200M in sales, and the <br />80:20 rule applies,<br />the top 20% produces $160M and the bottom20% produces only $6M<br />*Note: the sales distribution for the middle 60% and bottom 20% are for demonstration purposes only.<br />
  12. 12. 9<br />*$74 Million<br />$160 Million<br />When the Correct People and Training are in Alignment a Dramatic Increase in Performance ALWAYS OCCURS!<br />If we reassign or replace the bottom 20% with candidates that just meet or exceed “average” competency levels, we will increase sales by a minimum of 17% to $234M<br />
  13. 13. 10<br />Management Configurator<br />CEO/Chairman/President<br />LineResponsible for Total <br />Business Results/P&L<br />StaffResponsible for a function; e.g., Finance, Engineering, H.R., Marketing/Advertising, Planning, etc.<br />Ongoing Business<br />Start-up/Turnaround<br />Short-term(Project)<br />Continuous(Production)<br />MajorSpecialized Unit<br />Self-ContainedBusiness Unit<br />Profit CenterManager<br />ManufacturedProducts/Service<br />Sales/Service<br />LineProject<br />LineProduction<br />SalesForce<br />StaffProduction<br />StaffProject<br />CustomerService<br />SalesAccounts<br />Exec.<br />Exec.<br />Exec.<br />Exec.<br />Exec.<br />Strategic Account Manager<br />Mgr.<br />Mgr.<br />Mgr.<br />Mgr.<br />Mgr.<br />Supv.<br />Supv.<br />Supv.<br />Supv.<br />Supv.<br />
  14. 14. 11<br />Over 30 years of research - Actuarial Database (300,000+) <br />Descriptive<br />Assessment<br />EEOC Compliant <br />Predictive Assessment<br />Available in 12 languages!<br />Expert System<br />Proprietary Algorithms compare results against 156 competencies<br />Generic Glossary of Descriptive Terms<br />Glossary of 200,000 unique explanatory statements tied to the 156 competencies<br />Single application of data collected – results can change over time<br />Ongoing Validation Studies<br />Ability to produce multiple reports from data collected, measures reliable over time<br />Why Chally is Better<br />Other Assessment Providers<br />Chally<br />
  15. 15. 12<br />Bottom-Line Recommendation<br /><ul><li>Recommended
  16. 16. Recommended if concerns addressed can be resolved
  17. 17. Not recommended</li></ul>Describes the candidate’s candor in responding to questions<br />The Position Job Skills<br />Sample Manager Assessment Report<br />
  18. 18. 13<br />Definition of skill and graphic rating of level of competence<br />Prediction of typical on-the-job behaviors and limitations<br />Practical coaching tips for training and development<br />Sample Manager Assessment Report<br />
  19. 19. 14<br />Motivation or habit that is very evident in the candidate (+70% or -30%) compared to other successfully employed individuals<br />Suggestions for a manager to best focus and motivate the candidate<br />Sample Manager Assessment Report<br />
  20. 20. 15<br />Employee report does not give a hiring recommendation<br />Sample Employee Assessment Report<br />
  21. 21. 16<br />Coaching tips geared toward employees<br />Sample Employee Assessment Report<br />
  22. 22. 17<br />Motivational characteristics and tips for employees<br />Sample Employee Assessment Report<br />
  23. 23. 18<br />Sample Interview Guide<br />Chally develops customised interview guide manuals that include: <br /><ul><li>The basic methodology to conduct effective interviews
  24. 24. The relevant questions to ask for a given position
  25. 25. A guide to score answers </li></li></ul><li>19<br />Cone questions and suggestions on what to look for in the candidate’s response are provided for each skill <br />Sample Interview Guide<br />
  26. 26. 20<br />The evaluation form includes a table for rating the candidate<br />Sample Interview Guide<br />
  27. 27. 21<br />An Effective Selection System Should Include …<br />
  28. 28. 22<br />Using the Chally Assessment for Talent Alignment and Development<br />
  29. 29. 23<br /><ul><li>Compares an individual’s results with several roles and identifies the “best match”
  30. 30. Can be a Sales,Manage-ment, or Executive best match
  31. 31. Can assist in employee redeployment
  32. 32. Gives “tips” for how to manage</li></ul>Career Development<br />& Succession Planning<br />Management or Executive Best Match report(s) <br />Predictive Assessment Results (PAR)<br />Specific role report(s)<br />Talent Audit<br />
  33. 33. 24<br />Chally’s Career Development Best Match is available for Executive, General Management, or Sales<br />
  34. 34. 25<br /><ul><li>Measures motivation and relevant work habits
  35. 35. Provides a Motivation Analysis Profile (MAP) of the motivations most likely to influence a candidate’s behavior
  36. 36. Gives a Self Descriptive Index (SDI) of 12 different “habits” that are most frequently applicable to a work situation</li></ul>Career Development<br />& Succession Planning<br />Best Match report(s) <br />Personal Assessment Results (PAR)<br />Specific role report(s)<br />Talent Audit<br />
  37. 37. 26<br />Chally’s PAR report provides deep insight into what motivates an individual related to:<br /><ul><li> Task Motivators
  38. 38. Influence Motivators
  39. 39. Relationship Motivators
  40. 40. Self Descriptive Index</li></li></ul><li>27<br /><ul><li>Similar to a selection report but without “recommendation”
  41. 41. Assesses an individual in relation to the requirements of specific positions
  42. 42. Management Predicative Strengths index (PSI)
  43. 43. Can assess a candidate’s suitability for a position and clarify his/her development needs (High Potentials)
  44. 44. Gives “tips” for how to manage</li></ul>Career Development<br />& Succession Planning<br />Best Match report(s) <br />Personal Assessment Results (PAR)<br />Specific role report(s)<br />Talent Audit<br />
  45. 45. 28<br />Chally’s Predictive Strengths Index provides an individual their top 10 strengths for either Sales or Management along with their line vs. staff and project vs. production orientation<br />
  46. 46. 29<br /><ul><li>Evaluate talent pool for succession planning (multiple candidates for multiple positions)
  47. 47. Documents bench strength, identifies back-ups for key roles
  48. 48. Identifies key training requirements and needs
  49. 49. Provides objective information regarding human capital deployment and employee career development
  50. 50. Gives “tips” on how to manage individuals on staff</li></ul>Career Development<br />& Succession Planning<br />Best Match report(s) <br />Personal Assessment Results (PAR)<br />Specific role report(s)<br />Talent Audit<br />
  51. 51. 30<br />Sample Talent Audit<br />( strength, caution, weakness )<br /><ul><li>Cook could continue effectively or advance to any of the other careers.
  52. 52. Johnson’s best career potential would be to advance in his present position.
  53. 53. Hill could advance to Operations Manager or a Regional Sales Manager but would not thrive in National Accounts.</li></li></ul><li>31<br />Talent Audit – Lessons Learned<br />Over 200 sales force audits conducted with organizations representing 50-3,000 incumbents<br />Only 19% of effective new business developers are effective at maintaining long-term customers <br />Less than 15% of farmers are comfortable hunting<br />Nearly 65% of salespeople who fail could have succeeded in the right type of sales position for their skills<br />60% of sales position failures are related to individuals with the wrong skills for the position <br />Less than 15% of superstar salespeople succeed in management<br />Nearly 70% of strong inside service people are effective at maintaining customer relationships <br />
  54. 54. 32<br />Return on Investment<br />“Typical return” for the Chally predictive assessment system as measured by customer sponsored empirical studies:* <br />30% reduction in turnover: $1M savings/100 employees<br />30 - 35% increase in productivity per employee hired<br />85%+ accuracy in identifying high potentials<br />* Percentage reduction in turnover, increase in productivity and accuracy derived from actual client data; data available upon request<br />
  55. 55. 33<br />“The only quantitative sales benchmarks, assessment tools, and metrics for managing the “people” part of the 3 key pillars of business: Strategy, People, and Process”<br />LeonardW. Frey III, IBM, Global Business Services, Principal, Service-Line Leader, Sales Strategy and Transformation<br />“Chally is like the GPS to Sales Success”<br />GerhardGschwandtner, Publisher of Selling Power<br />“Chally is the proven comprehensive source of sales position assessment and sales research”<br />Anjai"AJ" Gandhi, Managing Director, Sales Practice, Sales Executive Council<br />Chally is leading the way to professionalize sales with support of universities that offer Sales Training!<br />What Others are Saying About Chally’s Abilities within Sales Effectiveness!<br />
  56. 56. 34<br />Some of our Valued Clients<br />
  57. 57. 35<br />Benefits of Chally<br />What differentiates Chally from other assessment providers?<br />Chally is one of the few assessment providers that is able to predictively and accurately identify an individual’s skill potential for a specific position within your client’s organisation <br />Chally’s tool is customisableto your client’s specific job requirements<br />Chally’s extensive database, compiled over three decades and backed by over 350 cross-industry validity studies<br />Challyconsistently reduces costly employee turnover by 30% and improves employee productivity by as much as 35%<br />Chally is EEOC-compliant and can reduce your risk of legal action based on claims of discrimination<br />With Chally a one-time assessment can capture the work skill DNA to effectively predict future success in other key positions<br />