Caselets

Caselet $4\mathrm{.}1$: Securian

Roger Myers is regional sales manager for Securian, a U$.$S$.$ robotic process automation company that helps businesses eliminate repetitive business processes $($back$-$office processes$).$ Although Myers's region has met its total sales and profitability goals during the past three years he has been its sales manager, he is concerned about his region's turnover rate. The first year he was the region's sales manager, the turnover rate was $15$ percent; the second year, the turnover rate rose to $17$ percent; and the third year, the turnover rate increased to $21$ percent.

Each salesperson who resigned offered a legitimate reason for leaving. Several chose to retire; one or two found higher$-$paying jobs; and, unfortunately, two salespeople just did not meet standards and had to be let go$.$ Myers would like to reduce the annual turnover rate to below the industry average of $12$ percent per year. He plans to analyze the situation over the next few weeks, talk to others $-$ both inside and outside the firm $-$ and present a proposal to upper management for revamping the recruitment and selection process.

QUESTIONS

What recommendations would you offer Roger Myers for evaluating the current recruitment and selection process at Securian?

How would it help to compare the performances of all salespeople who either resigned or were let go$?$

Would it be helpful for Myers to know how each salesperson was originally recruited? Why?

Should Myers scrutinize the notes from the former salespeople's personal interviews or study their preemployment test scores? Assuming these items were available, what insight might they provide him?

How would you recommend that Securian recruit and select new salespersons?