Motorola - Recruitment Story

“Sir, I don’t think I will be able to close enough deals here.”

This was the major challenge that Motorola was facing when they took us on in July 2023. Finding suitable candidates shouldn’t be so hard with such a big number of job seekers in the market, or so Motorola thought. But the disconnect between the right job seekers finding the right role was shocking.

When Motorola started looking to expand their retail team, Channelplay’s expertise in the field immediately put us on their radar. Starting with a headcount of 169 Channelplay was able to take the headcount up to 758 across East and South India and bring the attrition rate down to 12%.

What? How? That’s what 17 years of sales recruitment experience can get you. As for the how, read on to find out:

Channelplay understood that the major challenge would be building trust in the sales community and went for this problem head on.

We offered a competitive salary and incentive along with a better salary structure such as base incentive. For the first month the new promoters are paid a base incentive so that they have the time to learn their work. We also provided them with shadow training under a senior ISD to better the company culture and feel connected and supported.

Now that we were making headway in attracting the right kind of talent, retaining them was the next challenge.

Starting with an attrition rate of 21%, we brought it down to 12%. Simplicity is indeed ingenuity because we achieved this by using the most straightforward solution of offering a retention bonus after completion of 3 months and 6 months. But that was not it, we promoted top-performing In-Store Promoters to Territory Sales Managers. Where they are now overseeing 40-50 promoters; because “we are owners” is not just a tagline but philosophy by which Channelplay functions.

While the numbers in themselves are quite impressive, what they are not reflecting is the sense of satisfaction which both Motorola and the candidates have with our results.