Challenge:

A pharmaceutical company was looking to build a new sales team of 235 representatives. They contacted Innovex, a leading commercial solutions provider. Innovex's specialty is building and managing large contract sales teams in the pharmaceutical industry.

In order to offer the client the best possible sales force, Innovex contacted its collaborative partner, Development Dimensions International (DDI) - a global human resources consulting firm that specializes in Web-based and telephone-screening technologies with behavior-based assessment tools. DDI accelerates and enhances the candidate selection process so that hiring managers interview only the very best candidates.

DDI would assess the candidates. Innovex would interview and hire the candidates. It sounded great. There was only one question: where would all these candidates come from?

Our challenge was not to get the absolute best candidates; instead, it was to get as many of the potentially best candidates as possible to begin DDI's online assessment.

Solution:

After working closely with Innovex and DDI, we confirmed a profile of the target audience. Our goal was to create a sourcing plan that would allow the audience to pre-screen itself from the campaign content. We then built a branded sourcing strategy that included sourcing resumes on the Internet, sending HTML e-mails, making automated telephone calls, participating in career events and job fairs, placing print ads, Internet postings and direct recruiting by our staff of senior recruiters.

Those who self-selected to participate in the process were sent to an online screening tool. If the candidate successfully passed the screening tool, he or she then had to take an in-depth assessment test developed by DDI, which allowed for the validation of the screening tool. Only the short list of those who made it through all three filters — our original pre-screening through the sourcing strategy, the screening tool, and the assessment test — was sent to the Innovex hiring managers.

Result:

The interview-to-hire ratio was less than 3 to 1. Not only did we save the hiring managers' time by not inundating them every individual interested in being a pharmaceutical sales professional, but we also ensured that those candidates who they spoke with were qualified for and interested in the position. All the hiring managers had to worry about: "Is this the best person for the job?"

Following the campaign, the client made an evaluation of the results. They found that those professionals who were hired through the Innovex/DDI/RCI partnership out-performed their colleagues in a quicker period of time. We had found more of the right people in less time who were productive from the word "Go"; they even added a dollar amount to their evaluation. They determined through extensive tracking that the Innovex/DDI/RCI partnership had resulted in more productive hires and an increase in excess of $2 million revenue per year than produced by the control group team.

For information on how we can help your organization have the same kind of success with its sourcing needs, contact us today.

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