Here are just a few of our many client success stories.
Client: Family-owned Manufacturer of Credit Cards (a client since 1999)
The Issues: The Sales Department had an exceedingly high turnover rate of 55% within the first year. The External Recruiting costs were over $145,000 per year. Because of the seasonal cyclical nature of the business, time to train was limited. There were also difficult, long-term employees who were not producing profitable sales.
Short-Term Solutions: We profiled the existing inside and outside sales and marketing groups to determine success patterns, and merged data with our records to create client specific Normatives Patterns. We also developed current jobs requirements and identified training needs. Then, we re-designed the Pre-employment Process.
Long-Term Solutions: The Company made the decision to use the Bomes Hiring Process for all salaried positions. Company- specific Normatives were developed from the most senior positions, front-line production supervisors, administration and clerks. Once all Normatives had been developed, Software was installed and training of staff was done.
Results: All recruiting is done in house with an annual savings of over $150,000. Sales turnover has dropped to less than 2%; and the entire Sales Force has been replaced. The Company sales have grown from 16 million to 43 million (170% increase). The Company has diversified its product line due to hiring a highly creative group of sales professionals, innovative managers and highly skilled production professionals.
Client: World-wide Social Service Organization - Worldwide Headquarters Information Technologies Group (a client since 2004)
The Issues: Information Technologies Group had an exceedingly high turnover of 80% within the first year. Due to the exacting nature of the job – precise attention to detail is mandatory, and a willingness to be “led” a requirement. Certain behavioral traits are deemed offensive and therefore not desirable. Time to train is limited.
Short-Term Solutions: We profiled the existing IT professionals to determine success patterns, merged information with BOMES data, and created company specific Normatives. Next, we developed current jobs requirements and identified specific training needs; and re-designed the Pre-employment Process.
Long-Term Solutions: The Group made the decision to use the Bomes Hiring Process for all hires. Company-specific Normatives were developed from the most senior positions to the front-line technologies workers.
Results: The Information Technologies Group turnover has dropped to less than 10%. The Group identified the traits that they wanted from their employees in order to create a cohesive, collaborative environment – and they have created it. The Group uses the Bomes Hiring Process as a coaching and managing tool. The Senior Managers in the Group establish specific goals for personal and professional attainment with their employees. Workplace stress has reduced and productivity increased.
Client: Information and Engineering Technology Staffing Company
The Issues: The Sales and Recruiting functions had 75% turnover within the first 6 months. The attitudes and behaviors of Company Representatives are very important to the President and CEO. The time to train is limited, so people must be coachable and precise. There is a desire to grow the company; and the focus of the past hiring practices needed to shift to filling what the FUTURE needs are.
Short-Term Solutions: We profiled the existing Sales and Recruiting functions to help determine success patterns, merged BOMES data and created company specific-Normatives to meet the future requirements. We also re-designed the Pre-employment Process.
Long-Term Solutions: The Company made the decision to use the Bomes Hiring Process for all new hires. Company-specific Normatives were developed for all positions in all locations. One-to-One Executive Leadership Development is being done with seven Senior Level leaders within the Company based upon the specific needs and requirements identified by the Bomes Hiring Process.
Results: Information Technologies Group turnover has dropped to less than 7%. The group identified the traits that they wanted from their employees in order to create a cohesive, collaborative environment– and they have created it. They use the Bomes Hiring Process as a coaching and managing tool. The Senior Level Managers and their employees set specific goals together for personal and professional attainment. Seven Senior Level Managers have weekly one-to-one Executive Leadership Development Sessions, which is the foundation of all the work based upon the specific needs identified through the Bomes Hiring Process. Workplace stress has greatly decreased and productivity increased. Revenues have increased by 103%; and Gross Profits have increased by 55.5%.