Talent Management

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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 players

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What Did Not Work• Issued Briggs Myers tests for entire sales

force• HR increases use of external recruiters• Sales managers go through interview

training

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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 force

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

profiles

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Interview Questions (Example)

• Scenario-based questions identify whether candidate has significant experience

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

assigned a mentor

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Scorecard (Example)• Sales performance management includes

scorecard reviews (sales goals & activities)

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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 process

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The ResultMetric Before AfterSales Turnover 25% 4%A Player % 5% 35%Quota Attainment 63% 98%Cost of mis-hire $1.5M/Yr $110K/Yr

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