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Home   »   Case Studies   »   Breaking through the Barriers – Transformation to a RPO model for Entry Level, High Volume Sales Hiring in the Insurance Industry

Case Studies

Breaking through the Barriers – Transformation to a RPO model for Entry Level, High Volume Sales Hiring in the Insurance Industry

The client

The client is one of India’s largest conglomerates with a rich history. It is one of India’s MNCs with operations across many countries. In India, it has a presence in many sectors – finance, retail, manufacturing, and more. For this project, the client an insurance major, chose TMI to support its recruitment activity.

HR Challenge

The client hires 3500 frontline salesforce to be placed across its 450+ branches in 365 locations across India every year. Salesforce attrition is very high at @ 80% p.a. due to competitive remuneration from other players and the inability to meet performance expectations. Geographical spread and aggressive timelines along with the quality of hires. Challenges in centralized control, process deviations, project management, etc,. across the recruitment cycle.

Engagement Highlights

Recruitment of salesforce is a challenge in the Insurance industry which has a direct impact on the revenue & sustainability of the company. It is important to effectively manage the employee recruitment process and also ensure the right talent is attracted and retained. Many candidates consider the insurance sector as the least attractive career choice, and therefore it is harder to attract the right talent. With our vast experience, knowledge & expertise in the recruitment industry we provided a customized RPO solution to ensure timely and quality hires for the front-line sales workforce. The positive impact of the RPO on a large scale was demonstrated in ensuring manning at all the branches and in effectively addressing the early attrition issues.

To address the challenges with the cost, volume, and quality, the below were implemented jointly with the client team:

  • Hiring Score Card for preliminary screening criteria for the candidates.
  • Stakeholder Alignment to ensure a smooth transition and role clarity.
  • Efficient funnel build-up through partner roadshows for target delivery.
  • Improved retention through a structured feedback mechanism and fixing early flags.

Duration

The activity was for a duration of 3 months and since then the partnership with the client is continuing.

Value to the client

Attrition management – Reduction by 40% over a period of 3 years. Extended service to all FOS Channels.