Sales Selection Tools,Development & Implementation Overview Updated: June 23, 2006 Implementation Partners: Organizational Capability Global Sales Global HR,- 本资料来自 www.m448.com -,1,Contents,Overview Tool Development & Study Results Process Impact Tool Utilization Implementation Notes Appendix,Overview,- 本资料来自 www.m448.com -,3,Reduce the Time Spent Evaluating Candidates,Increase the Number of Strong Sales Candidates,=,Candidate “Profitability”,Hired the best of the best and the new hires were well worth the time spent,Overarching Goal: Maximize the Selection Process,- 本资料来自 www.m448.com -,4,Selection Process Pre-Implementation (Screening Discussion, B.I.),Improve Sales Hiring Process Evaluation Pre-Implementation,- 本资料来自 www.m448.com -,5,Fundamental attributes Difficult to teach or train Are related to job performance Can be assessed,Improve Sales Hiring Process Model World-Class Evaluation,Selection Process Pre-Implementation (Screening Discussion, B.I.),+,- 本资料来自 www.m448.com -,6,Return on Investment,The tools are designed to provide,- 本资料来自 www.m448.com -,7,Sales Selection Initiative: Global Focus,Bahasa (Indonesian) Chinese (Simplified) French German,Italian Japanese Spanish (European) Spanish (Latin American),Phase 2 Languages:,* Japan, Korea, India/Bangladesh targeted for October 2006,Tool Development Study Results,- 本资料来自 www.m448.com -,9,Aug. Dec. 2004,Tool Development Overview,Sales Incumbents Job Analysis Questionnaire,Global SME Focus Groups Job consistencies and career paths,Sales Competency Model Development,- 本资料来自 www.m448.com -,10,Tool Development: Job Families and Sample Titles,- 本资料来自 www.m448.com -,11,Tool Development Overview,ePredix library Tried and true questions for predicting sales performance Focus Groups Assessment question review and writing,- 本资料来自 www.m448.com -,12,Develop Draft Tools Content All Multiple Choice Questions,- 本资料来自 www.m448.com -,13,Tool Development Overview,- 本资料来自 www.m448.com -,14,Tool Development Overview,Analyses per Phase and Division,- 本资料来自 www.m448.com -,15,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,- 本资料来自 www.m448.com -,16,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who would not have passed,- 本资料来自 www.m448.com -,17,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who would have passed; split up into high and low pass,- 本资料来自 www.m448.com -,18,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who scored the highest,- 本资料来自 www.m448.com -,19,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Measure of job performance (average for group),- 本资料来自 www.m448.com -,20,Development Study Results All Sellers Combined (n=906),Bottom Scorers on Tools (Bottom Third would be filtered out by Tools),Highest Scorers on Tools (Top Third of Passing Scores),Passing Scorers on Tools (Bottom two-thirds of Passing Scores),Performance on the tools strongly predicts performance on the job,- 本资料来自 www.m448.com -,21,Development Study Results All Sales Leaders Combined (n=290),Bottom Scorers on Tools (Bottom Third would be filtered out by Tools),Highest Scorers on Tools (Top Third of Passing Scores),Passing Scorers on Tools (Bottom two-thirds of Passing Scores),Performance on the tools strongly predicts performance on the job,- 本资料来自 www.m448.com -,22,Predictive: Higher tool performance = greater job performance (e.g., Percent to Goal, supervisor performance ratings) Stable: Consistent relationships Unbiased: Legally defensible,Key Findings Summary,See Appendix for Detailed Study Results for Each Phase/Division,- 本资料来自 www.m448.com -,23,Resulting Tools,Seller tools were developed specifically for each Division/Phase,One Leader tool was developed for all of each Phase combined,- 本资料来自 www.m448.com -,24,Resulting Tools,Seller tools were developed specifically for each division,One Leader tool was developed for all of Phase 2 combined,Process Impact,- 本资料来自 www.m448.com -,26,World-Class Hiring Process Filtering out the bottom candidates,- 本资料来自 www.m448.com -,27,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,- 本资料来自 www.m448.com -,28,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1