Assessment services create a solid foundation for homebuilding firm.

The Problem:
In 2005, a homebuilding firm faced a dramatic increase in sales rep turnover while (not surprisingly) experiencing a decrease in sales. The company was fighting for survival in the midst of a robust market. They needed help fast.

The Process:
The solution for this company came as a result of implementing highly validated sales assessments combined with seasoned consultation. Here’s the play-by-play:

Step One: Expert analysis was used to evaluate the requirements for success in each job.
Step Two: A benchmark profile was established for each sales position.
Step Three: A hiring process was identified, including sales assessments of potential
candidates and targeted interview questions around the benchmark.
Step Four: Candidate assessments and interview results were compared against the
benchmark profile to establish predictors for success in the sales role.
Step Five: Only the best candidates with the highest predictors for success were hired.

The Payoff:
In under a year, turnover reduced by 75% and sales increased by 50%. Today, the company uses a similar assessment protocol for every executive position in the company, including the CEO.

Assessment services fuel growth and profitability for heavy equipment company.

The Problem:
A heavy equipment company was struggling to keep its aftermarket on track with its skyrocketing growth in sales. Several of the company’s dealerships were each struggling to maintain efficient and profitable service departments – causing a bottleneck that began to limit the company’s opportunities. They didn’t have the right people in the right jobs and deep emotional and family ties to long-term employees made the situation almost “untouchable.”

The Process:
Step One: Expert analysis was used to determine requirements for success for each key role.
Step Two: A benchmark profile was established for each position, allowing team members to
recognize that different attitudes, behaviors and motivators are needed to be successful in
each position.
Step Three: Education among employees helped the team understand while everyone held
excellent technical skills, specific behaviors were required for the department to be successful at
specific roles.
Step Four: The company matched profiles to people and moved the right people into the
right positions.

The Payoff:
The company’s profitability is up over 95% and total sales volume has doubled. In addition, their Dealer Excellence rating has continuously improved and “team pride” is permeating the customer service departments across the dealerships.