Retain Train Recruit's L&D Health Check - Is your Business ready to scale?

Start to diagnose those things that could get in the way of growth or burn your time & money - Fill in 12 questions to get your immediate L&D score

Retain (how you stop the leaks)

What is the career pathway in your business?

A

We have clear & transparent tracks for both Management and individual Contributor

B

We have a generic target document, but its mostly about billing

C

The only way to progress is to become a billing manager, even if they don't want to

What happens when a biller suddenly plateaus or even dips for 3 months?

A

We audit their desk metrics in detail, find the leak and coach them through it

B

We put them on a PIP (performance improvement plan) and add pressure

C

We ignore it and hope they turn it around or pull a rabbit out the hat at the end of the 3rd month

If you, the Director, went on holiday for a month with no laptop or email access, What happens?

A

Revenue stays the same. the systems run the business

B

Revenue dips, but nothing catches fire

C

Total chaos! Pipeline grinds to a halt, the activity on the sales floor is quiet

Looking around the team now, over the last 3 months, how are the they performing?

A

Most are above 80% of their Revenue target

B

Most are between 60%-80% of Revenue target

C

I'm not really sure as Targets aren't super clear or it would take me 30 minutes to get my hands on this information

Train (How you build billers)

What does week 1 look like for a new starter?

A

A documented, day-by-day onboarding plan with clear deliverables

B

Some systems training then they sit with a senior consultant

C

We tell them to crack on, showing them the system and sit them next to a biller in case they ask questions

How much structure training do your senior billers get?

A

Regular Performance coaching to unlock marginal gains

B

Only when their numbers drop or they need a kick

C

None/barely any. They bill, so we leave them to it

How are your Billing Managers trained to actually manage people?

A

We invest in a specific Management course and they have on-going mentorship

B

We give them some tips, mostly they learn on the job.

C

They were good billers so we gave them a team and hope the team bill.

What's your teams relationship like with Business Development?

A

They love it, we are super proactive as a unit and win lots of new work

B

Some do it, They struggle and I'm not sure they enjoy it

C

The only way they do it is if I moan and make them

Recruit (How you hire your team)

What does your interview process actually look like?

A

Structured and always the same, competency questions, Task based stage and time with their potential team

B

A couple of meetings, usually 1 informal and 1 formal and I do them all and make the decision

C

I meet them once and if I have a good gut feel I'll go with it

Be honest: What are you selling them in Interview?

A

The reality of a desk, detail of the support they will get, company vision and success stories

B

One or two of the thing in answer A, I don't really have it all documented to show them

C

Mostly focus on commission structure/OTE and the fact we have beers on a Friday

Of your last 5 hires, how many have successfully passed their 6 month probation through good performance

A

4+

B

2-3

C

1

Are you hiring clones, or building a diverse sales floor?

A

We hire for specific sales competencies regardless of background - so my sales floor is diverse

B

I try to hire people who remind me of myself when I started out in Recruitment - similar profiles across the sales floor

C

We just need "grafters"