Civica
ABOUT THE COMPANY
The Challenge
The Companies Sales Optimisation programme was a key strategic initiative to enable them to develop
existing talent and attract, select and on-board brilliant new talent.
The Companies Sales Optimisation programme was a key strategic initiative to enable them to develop
existing talent and attract, select and on-board brilliant new talent.
Attrition was at 30%
Solid recruitment needed to drive sales growth
60 new recruits needed per year
Clients own experiences with recruiters tended to have:
• Low coachability
• Low motivation
• Poor self-awareness
• Lack of diversity across
the sales function
The Solution
We designed and implemented a structured, data driven approach to recruitment.
This was achieved through:
3 Collating data to help our client quantify the cost and frequency of poor hires, which enabled us to define
that value that can be created by reducing the frequency of poor hires and increasing the frequency of
brilliant hires.
3 Defining the competencies (knowledge, skills, abilities, attitudes and behaviours) that will differentiate
the top sales performers for the client in the future.
3 Building a standard assessment methodology using these competencies to predict high performance
(in candidates and current sales-people) in a way that also drives positive candidate experience.
3 Identifying next steps to implement, including ongoing validation and refinement of the methodology
and using the competencies to support on-boarding.
Key Elements
Analysis of previous recruits success/failure
Worked on steering group to define competencies required
Implemented new five stage recruitment process
Designed and built content to attract candidates (Pdf’s, employee interviews/adverts)
Ensured all candidates received positive experience
600 people successfully completed the new recruitment process
Summary Results
Hired 45 new sales people in a four month period.
Cost savings from not hiring 22 candidates who would have been hired previously.
40% of hires from under-represented groups.
At least 10 of the new hires made top 20 sales performers (150 global team).
Average turnaround of 20 days’ time to hire.
Great candidate feedback – more applications.
