positioning services and technology to provide business...
TRANSCRIPT
Ray Dile│ Pathway Strategies
Positioning Services and Technology to Provide Business Value
Outsourcing 101 Value Proposition
Streamline and simplify
Reduce and mange
costs
Reduce and manage
liabilities
Ease of a single-source
provider
Gain expertise Time to focus on business
• Ineffective prospecting activities
• Inconsistent sales process
• Inability to develop compelling
value proposition
• Inability to tie business issues to
solutions
Challenges Acquiring New Clients
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Starting with the End in Mind
•Growth
•Rising labor costs
• Interdepartmental communication
•Employee turnover
•Unexpected expenses
•Finding quality employees
Business Issues Drive the Questions
COREWORKFORCE MANAGMENT
RECRUITMENT MANAGEMENT
TALENT MANAGEMENT
LEARNING MANAGEMENT
BENEFITS & INSURANCE
HR CONSULTING
Employee
RecordsTime reporting
Workforce
Planning
Employee
Performance
Leadership
DevelopmentMajor Medical
Employee
Relations
Payroll Attendance RequisitionsGoal
Management
Learning
Course AdminSupplemental
Employment
Compliance
Benefit Admin
and EnrolmentPaid Time Off
Sourcing &
Recruitment
Competency
Management
Content
Management
Workers’
Comp
Employee
Management
Best Practices
Salary and
wage admin
Absence
Management
Candidate
EngagementTalent Review
Mobile
LearningVoluntary
Wage &
Comp
Jobs and
Positions
Tracking
Workforce
Scheduling &
assignments
Applicant
Evaluation
Succession
PlanningCollaboration 401k
HR Policy and
Compliance
ComplianceLabor Cost
DistributionOnboarding
Retention
Management
Professional
CertificationLiability (EPLI,
GL)
HR Business
Partner
ENTERPRISE VALUE
HR Outsourcing Product & HR Solution Segmentation
• 33% of buyers willing to sacrifice
features for single solution
provider
• 40 percent of HR software
buyers were purchasing a
solution for the first time in 2015
• Significant investment into the
space $1.7B in past three years
• More integration solutions, fewer
‘silos’ and risks
HR Technology Buying Trends
Reporting and Analytics
COREWORKFORCE
MANAGMENT
RECRUITMENT
MANAGEMENT
TALENT
MANAGEMENT
LEARNING
MANAGEMENT
• Administration
management
• Efficiency
• Effectiveness
• Consistency
• Communications
• Labor cost
management
• Accuracy
• Accountability
• Finding
employees
• Hiring quality
employees
• Setting initial
impressions
• Employee
turnover
• Employee
Performance
• Employee
productivity
• Liability
management
• Time to
productivity
• Change
management
HR Solution Segmentation & Business Issues
• Creates clarity
• Shifts people emotionally
• Demonstrates partnership
• Demonstrates knowledge
• Have more impact that answers
• Create possibility where there was none
• Allows people to perceive the situation differently
Impactful Questioning
• Begin with research
• Ask for permission
• Start broad then get specific
• Use the prospects industry
jargon
• The first response isn’t usually
valuable nor is the second
• Ask relevant questions
• Stop selling and start
teaching
• Don’t hold an inquisition
• Don’t script and rehearse
• Don’t presuppose the answer
• Don’t assume they will know
what you do
Questions
Business - questions about the business goals and challenges
IssUes / importance – What issues are important?
Why – Why they are important and why they need to change?
Impact – What is the impact of changing or not changing?
Situation – What are you doing now?
• Where are they going and why?
• What are the challenges in getting
there?
• Is _______________ important?
• Why is it important?
• What is the impact of solving it or not
solving it for the company?
• What is the impact of solving or not
solving it to you?
• What is prompting you to solve it
now?
• What are all the options to solving it?
• Where are you and what are you
doing today?
B U Y I S Questions
Business Questions
• I noticed ___________________ trend in your industry. How is that impacting
your business?
• Your industry is growing at ___________ per year, how does your growth
compare?
• How has business been over the past 12 months – statistics say business is
getting better and the confidence surveys are increasingly positive – what
is your experience?
• What are your plans for growth over the next year or two?
‒What if anything has to change or evolve in order to get there?
• Only ask questions that are relevant for that person
• Ask about what works well before what needs to be improved
• If you are afraid to ask a question then it is exactly the right question to ask
• The follow up questions about consequences are the most valuable
• Ask about the personal impact of the current situation and a solution
▪ How much more work will it be for you to change to….
▪ How does your life change if….
Questions Matter
Technology Questions
Good Question
• So, if you had better technology would that make you more efficient?
Better Question
• Do you believe that having better HR technology would make you more
efficient and if so, how?
‒ If you gained that additional efficiency how does that make a difference both now
and in the coming year(s)?
‒ If you _________ employees were more efficient does that enable them to do other
things that are important? If so, what?
‒ If folks were more efficient, would that impact the number of people you would need
to hire as you grow?
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Talent Acquisition Questions
• The labor market is tightening up. Do you think that will affect your ability
to find good people?
• Do you feel you have an effective system and process for finding and
screening and hiring employees?
‒ Is the process time consuming?
‒Would you say the process is consistent?
‒What, in your opinion would make the process more effective?
• Looking back on your past hires, are you satisfied with your results or do
you believe the results could be better?
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Reporting & Analytics Questions
• Regarding reporting, are you getting the information and reports you
need to make good decisions?
‒ If so or if not, what reports are those?
‒What makes them important?
• Are there any HR or labor management reports you product manually?
• Does your current system / payroll provider give you management reports
to properly manage your company?
• Are they any reports that you would like to produce that you currently
can’t get?
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System & Process Questions
Most companies we speak with have a series of spreadsheets they use to
track employees… like benefits eligibility, performance reviews,
certifications, candidates and the like. How do you track these types of
things?
‒How well does that system work for you?
‒ Is it effective or do you have a few things fall through the cracks?
‒Have you considered automating it all and keeping it in one system?
If you had one system where everything was stored and you were able to
eliminate all the duplicate entry would that make a difference?
‒What difference would it make?
‒What would the impact be on your HR / Payroll team as well as the employees, if any?
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HR Questions
• How important is Human Resource to you? What makes it important?
• What is the role of HR in your organization and what if, anything would you
like it to be?
‒What is preventing that from happening?
‒If HR was able to do what you wanted how does that impact your
company / goals?
• Turnover for your industry is typically ___________ how do you compare?
‒Is the turnover impacting the company or your clients? If so, how?
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