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Leading jewelry retailer: Making smarter recruitment decisions with deep insight into the keys for sales success
Technology Category
- Analytics & Modeling - Predictive Analytics
Applicable Industries
- Retail
Applicable Functions
- Human Resources
- Sales & Marketing
Use Cases
- Predictive Quality Analytics
Services
- Data Science Services
The Challenge
The jewelry retailer operates hundreds of stores across the United States and was facing a challenge in attracting and retaining skilled and motivated people to drive sales and business growth. The company wanted to refine its approach to sales associate recruitment and sought a more accurate way to assess new applicants and determine whether they had the qualities needed to develop successfully in their roles and contribute to the company’s continued growth. The challenge was to find a way to ensure that an applicant has the right skills for the job, and that they fit in with a company’s culture and ways of working.
About The Customer
The customer is a leading jewelry retailer operating hundreds of stores across the United States. The company is focused on driving sales and business growth, which is largely dependent on attracting and retaining skilled and motivated people. The retailer was seeking to refine its approach to sales associate recruitment, aiming to find a more accurate way to assess new applicants and determine whether they had the qualities needed to develop successfully in their roles and contribute to the company’s continued growth.
The Solution
The retailer turned to IBM to help it develop a customized sales associate assessment, using IBM Kenexa Behavioral Assessment on Cloud. The company held focus groups with senior executives, subject matter experts and high-performing associates to identify and rank the traits that these individuals considered as key to successful performance. Using the results, the company created a shortlist of the top traits associated with sales associate success. The retailer then conducted a series of trial tests among a wide array of existing sales associates, with a range of performance rankings, to identify correlations between certain traits and sales performance. It then refined the assessment, creating a final version that is as short as possible while still covering all key requirements. The assessment sorts participants into three groups based on how they score against the criteria: not recommended, proceed with caution, and recommended.
Operational Impact
Quantitative Benefit
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