Challenge:
A well established telecommunications company
is adding a new product line to their suite of
in home services. Until recently there has been
little or no competition for market share in most
regions. Now competition is becoming fierce as
multiple suppliers are entering markets around
the country.
Simultaneously, most locations will be tripling
their call center size and adding new technical
engineer’s centers. Human resources departments
are taxed with the command for increased headcount
which must be completed quickly in order to meet
the company’s new objectives and secure
market share.
Outside sales agents are projected to produce
a significant amount of new business representing
a large portion of overall new market revenue.
The company will need to triple its current sales
agents numbers within one year period to secure
the projects intentions. Most markets have historically
hired 1 new outside sales representative per month.
A new sales position is created to serve the needs
of the new product. How can the company quickly
source these new candidates in order to meet the
projected goals and quotas?
Diagnosis:
The company must have a dedicated and organized
team focused specifically on the new position.
A nationwide recruitment effort must be created
but it must be easily adaptable to the critical
nuances of its individual markets. Since sales’
sourcing requires a large pool of first contacts,
processing of candidates will be just as important
as recruiting efforts. Real-time reporting and
measuring will be critical as the need to stay
on the edge of the recruiting will dictate focus
and re-focus of energies and recruiting dollars.
Action Plan and Processing:
| • |
Utilizing companies
pre defined applicant qualifiers create a
screening process. |
| • |
Keep the process simple and
quick since sales candidates typically are
more likely to have multiple offers available. |
| • |
Create a Recruiting campaign
and customize as needed for individual markets. |
| • |
Since the OERComplete
team will work from one central location,
site visit regularly to assure a full understanding
of each areas specific characteristics. |
| • |
Gain trust of hiring officials
and human resources in 26 markets. |
| • |
Assure screening process is
compliant in all states. |
| • |
Track performance and conduct
weekly phone meetings for each individual
market. |
Result:
| • |
Average hires per month have increased by
400%. |
| • |
Systems
and processes for hiring are now uniform in
all live markets. |
| • |
Real
time candidate processing has resulted in
valuable competitive recruiting and marketing
information. |
| • |
Human
Resources is able to dedicate their time
towards other activities and trust that
OERComplete will meet the objectives of
this initiative.
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