Success Stories

Clarifying Roles for Selection and Development

"Selecting and Developing Effective Leaders"

Background

A hospital system was faced with the challenge of getting the right people in the right seats at the table. The hospital system had recent senior leadership failures and was struggling with meeting profitability goals.

Action

The organization implemented the Action Interviewing training and position competency analysis to clarify the essential competencies necessary for positions at all levels. Using this information they were able to establish selection and development criteria for employees and leaders.

Result

The CEO said "They (competencies) have helped us clarify the role for which we are recruiting, as a basis for effectively interviewing candidates, and to assist with designing individual tailored executive development programs."

Summary

"We have been using behavioral competencies for three years to define management positions, recruit and interview candidates, and develop individual executive development programs.

We study each position to determine which behavioral competencies are required for the person to be successful in a specific position. We then train the interviewers on how to discover if the candidate has the desired competencies."

The Challenge of Poor Employee Work Ethic

"Raising the Bar on Talent Quality and Retention"

Background

An insurance company faced significant turnover and customer service problems. With the opening of a new facility, the management team was astonished at poor customer service levels and poor employee work ethic.

Action

The organization implemented a couple of initiatives including Action Interviewing, ActionPlus, and Action Coaching.

Result

"Our sales organization was our highest turnover, it's down from where it was five years ago, when it was running 65% and it's down to around 20%."

Summary

"No question about it, the tool to get the best candidate through defining what the job requires and what is important, and you prepackaged it for easy use.

I can say for us as a mid-sized employer, your service has been great, I know you can serve a larger organization but there is an affordability issue for a small organization to use it, just like a big organization. Some large HR vendors have treated us as if we are a little fish rather than a valued customer.

The products and tools Action Insight has, and the ease of use, is important. We have some of the people in our organization that resist doing new things - they love your product. It's great!"

Improving Customer Satisfaction

"Reducing Turnover a Positive Impact on Customers"

Background

A real estate management company was accustomed to hiring anyone that had a pulse. Management really did not see the value in looking for prescriptive skill sets in a job that was considered an entry-level or a lower-level position. Yet, that is where we had the turnover, and reducing turnover was a priority. Our residents needed consistency and better customer service.

Action

The organization implemented Action Interviewing training and ActionPlus software for position competency analysis.

Result

"We saw significant improvement and the CEO said 'that was a lock' . In the first year we put the whole ActionPlus and Action Interviewing processes in place, we went from 79% turnover in Maintenance to about 55% turnover. We went from turnover in the mid 50's for Clerical and Management positions to the low 30's. Reducing turnover had a huge positive impact on our residents.

Summary

"We were certainly hiring better-qualified people, with a higher-level of certainty. That effort was low-hanging fruit for me. You could look at it and say it was a big implementation, but because I had been through it before and because I knew what I was dealing with it really was an opportunity to pick low-hanging fruit."

Tel. 303-439-2001 or Toll Free 866-439-2001
Action Insight, Inc. 430 Columbine Avenue, Broomfield, Colorado 80020