See how Quadrant can deliver internal and external talent reviews which change the game in attracting and retaining talent.

1. Talent Acquisition
November, 2011
Talent Optimisation, Acquisition and Performance
This document is the property of Quadrant Executive Pty. Ltd. Information contained within the document is confidential to Quadrant
Executivel and should not be copied or disclosed to any third party without prior consent. Information contained within the document is to
be limited in distribution and disclosure to employees who are directly involved in the project to which the document relates.

2. About Quadrant Executive
At Quadrant Executive our core purpose is to maximise shareholder return through improved capability and
strategy execution.
► Quadrant has a systematic approach to maximising return on all of your company investments & benefits
realisation
► Quadrant relies upon a proven process & core systems capable of supporting the full investment lifecycle
► Quadrant leads organisations to achieve positive, integrated outcomes through continuous, integrated
processes and best-in-class solutions that build the talent and capability required to execute strategy
TALENT TALENT TALENT
OPTIMISATION ACQUISITION PERFORMANCE
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3. Why Engage Quadrant Executive
► Quadrant provides an integrated, web-based talent attraction, review, selection and calibration
solution, and an optional integrated talent engagement solution, that minimises administration and
effort to manage and execute
TALENT
ACQUISTION
► We provide an innovative and creative best practice process (Elliot Jacques, Corporate Leadership
Council, GE, Lominger, Harvard Business School, Aberdeen Group) providing unmatched
objectivity, rigour and thoroughness
• Talent reviews and selection processes build your external talent pool
• One page Talent Profiles and Development Plans distinguish talent
• Capability frameworks specifically aligned to your business requirements
• 9 Box positioning with globally benchmarked potential assessments
• Pre-qualified and assessed talent pools for you to draw from
► We deliver improved quality of hire, speed and low cost
► A professional services model dedicated to delivering a GREAT experience for both hiring managers
and your talent pool
► Our compliant workforce engagement and onboarding solutions minimise risk, save cost and improve
performance
► We change the game and build your capability to execute strategy
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4. Forté is the leading integrated, web-based talent assessment and talent pooling solution designed to meet the
Energy and Resources Sector’s need to attract and retain talent.
► Innovative methods to attract and acquire the best talent
► Off-the-shelf capability and behaviour frameworks or frameworks configured to the energy and resources sector
► Interactive Talent Profiles, Development Plans and Succession Plans with real-time calibration capability
► Internal and external talent pooling for critical roles and key talent
► Web-based, simple to use process based on globally benchmarked best practice
► Innovative and cost effective solution that improves your talent acquisition capability
BUSINESS BENEFITS TAILORED OR CUSTOMISED FURTHER OPTIONS
 Cost effective process for Critical  Innovative Talent & succession  Success Profiles for Critical Roles
Roles and Key Talent management configured to
 Executive Coaching
your business
 Independently benchmarked
 Aligned Leadership Workshops &
capability, behaviour & potential  Fully customised and
Programs
assessments integrated with your current
Competencies, Behaviours  Talent & Succession Process Design
 Attract, retain, engage Executives
and People Processes and Implementation
& Key Talent
 Talent Pool creation and  Talent Sourcing –
 Improved business and individual
maintenance owned by you research, headhunt, networking
performance
and talent mapping
 Improved time-to-hire
 Recruitment Process Improvement 4
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5. Talent Acquisition
Social
Media
Candidate
Job Boards
Referral
Market
Targeted
Research &
Websites
Mapping
Scholarship
Radio Ads
or
in Houston
Traineeship
Global &
University
Local Web
Campaign
Search
Targeted
Networking
Advertising
Client
Referral
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6. Talent Pool Model
Energy & Resources Sector
Talent Search & Contractor
Acquisition Engagement
(no temp to perm fee)
Executive Search Independent
Talent Pool Managed Contractor
Contractor
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7. Talent Pool Cost Structure
Talent Search & Contractor
Acquisition Engagement
Blue Collar – Existing or Independent
Executive Search Talent Pool Blue Collar - Search
Multiple Contractors - Existing
18% Fixed 12%* Fixed 9K + 8% + On-Costs
8% + On-Costs 4-7%
► Fixed fee of 18% of ► 12% fee scaling down ► Talent pool refresh - ► Reduce operational ► Corporate fee of 4%
midpoint TEC** to 9% of midpoint $9k per 2 roles placed and administrative (optional cost neutral
► Detailed talent TEC** (depending on ► No temp-to-perm fee costs absorption of
profile with volume) after 6 months ► No temp-to-perm fee contractor fee at 3%)
behaviour and results ► Detailed talent profile ► Reduce operational after 6 months ► Net cost savings of
review with behaviour and and administrative ► Flexible work approximately 5% of
► Globally results review costs arrangements outside payroll
benchmarked ► Globally ► Flexible work of Fair Work Act ► Compliance & risk
potential assessment benchmarked arrangements outside ► Remuneration linked to mitigation
► Psychometric potential assessment of Fair Work Act increased productivity ► Reduced workforce
profiling (with report) ► 3 month guarantee ► Remuneration linked to ► More competitive and overheads
► Development plan increased productivity productive workforce ► Greater motivation
► 6 month guarantee ► More competitive and engagement &
productive workforce productivity
► Greater ability to
attract and retain
talent
* Annual Forté access fee of $65K per talent pool
** Midpoint Total Employment Cost (TEC) calculated using 50%ile of AONHewitt General Industry Salary Survey June 2011 7
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8. Talent Pool Deliverables
► Unbundled resourcing process delivering significant cost savings
► Predictable, professional services cost structure providing certainty and
ability to plan
► Improved time-to-fill and quality of hire
► Capability frameworks - generic or tailored specifically to your business
► Talent pool creation and maintenance with dedicated account
managers
► Pre-qualified and assessed candidates for you to draw from
► Supplement and enable your succession management strategies to drive
bench depth
► Real-time, 24/7, web-based access
► Talent management and engagement solutions
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9. Clients have access to all candidate
data for multiple / future hiring from a
targeted talent pool
Best practice, objective talent profiling
benchmarked against global norm
groups
Tailored solutions promoting your
culture, people processes and
resourcing needs
Comprehensive, automated and
rigorous focus
To get started with our web enabled
process, we have a single sign-on.
Greater cost and quality of hire
effectiveness
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10. Assessment of Potential
Our Potential
Assessment places
people horizontally
on the 9 Box by
benchmarking
Ability, Aspiration
and Engagement
against The
Corporate
Leadership
Council’s research.
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11. Potential Questionnaire
An example of
the Engagement
Questionnaire
and resulting
graphical
presentation.
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12. Assessment of Results
Both past performance (previous two years performance appraisals) and future, predicted performance (achievement
motivation and cognitive ability) are coupled with an assessment of functional expertise to determine an overall Results
Assessment.
Future Performance – Global
Past Performance – Past 2 Years Functional Skill
Cognitive Index
Name
F09 Achievement Review
PURPOSE VISION VALUES
To partner with organisations and To become a nationally recognised, Tier 2 Enduring Relationships
help them build their capability to provider of specialist search, consulting & Achievement Driven
succeed outplacement services within Australasia High Integrity
Customer Focused
This is how we will measure our success…
ENGAGE CUSTOMERS BUILD OUR BUSINESS ACHIEVE TOGETHER FINANCIAL OUTCOMES
1. Execute a Well Defined Sales 1. Build a Robust Pipeline 1. Grow & Develop The Team 1 Revenue >$17.5M
Strategy
• Monthly Pipeline Build >$300K • Deliver On Your Individual 100%
• Develop Clearly Defined Sales Aug 10 Development Plan
Strategy Aligned to Sales Pipeline • Grow Core Client Base >6
• Engagement Score >Base
• Identify New Sales >4 Mth • Consulting Referrals p/week >1 2. Sales & Marketing >10.5M
Leads/Prospects • Communicate & Share 100% Revenue
• Candidate Touchpoints 6 mthly
Information Regularly
• Deliver Swing 1 Targets 1 Mth
2. Apply The Resourcing 2. Continually Improve our
2. Develop Customer Adoration 3 Budget Spend <Budget
Framework & Process Customer Support
• Contribute Constructively to the Aug 10
Development Of QW4T • Attend Weekly Management 100% • Improve Customer Feedback >YAGO
Meetings Fully Prepared
• Full Application Of QW4T 100% • Effective Follow Up and Support 100%
• Become An Expert User & Yes For Candidates and Clients
• Formal Customer Feedback On Mthly
Custodian Of forte
QW4T
• Complete the Resourcing Dec 10
Framework & Process
3. Build Enduring Networks &
+ +
Relationships 3. Generate Referrals Into Other
3. Deliver on Operational Plans Quadrant Businesses
• Networking Functions Attended >2
p/month • Client Appointments p/week >2 • Cross Business Search Referrals 2
p/month
Name
• Client Retention 100% • Candidate Interviews p/week >2
Lead
• Candidate Retention >80% • Consulting Referrals p/month 1Effective
• Client / Candidate Interviews 1
• Customer Engagement Score >YAGO • Join Business Plans Teams
F10 Achievement Review
p/week 2
Developed(Sales, Marketing, HR
& GM) p/month
PURPOSE
We will achieve these goals through these key initiatives and actions…
VISION
Achieve
Results
Collaborate
VALUES With
Others
Future Performance – Global
To partner with organisations and To become a nationally recognised, Tier 2 Enduring Relationships
help them build their capability to
Key Initiatives
succeed
Strategic Sales Strategy
provider of specialist search, consulting &
My Development Plan
outplacement services within Australasia
Deliver Results
Achievement Driven
High Integrity
Personal
Customer Focused
Personality Inventory
Quadrant Way For Talent Deal With Ambiguity Awareness
This is how we will measure our success…
ENGAGE CUSTOMERS BUILD OUR BUSINESS ACHIEVE TOGETHER FINANCIAL OUTCOMES
1. Execute a Well Defined Sales 1. Build a Robust Pipeline 1. Grow & Develop The Team 1 Revenue >$17.5M
Strategy
• Monthly Pipeline Build >$300K • Deliver On Your Individual 100%
• Develop Clearly Defined Sales Aug 10 Development Plan
Strategy Aligned to Sales Pipeline • Grow Core Client Base >6
• Engagement Score >Base
• Identify New Sales >4 Mth • Consulting Referrals p/week >1 2. Sales & Marketing >10.5M
Leads/Prospects • Communicate & Share 100% Revenue
• Candidate Touchpoints 6 mthly
Information Regularly
• Deliver Swing 1 Targets 1 Mth
2. Apply The Resourcing 2. Continually Improve our
2. Develop Customer Adoration 3 Budget Spend <Budget
Framework & Process Customer Support
• Contribute Constructively to the Aug 10
Development Of QW4T • Attend Weekly Management 100% • Improve Customer Feedback >YAGO
Meetings Fully Prepared
• Full Application Of QW4T 100% • Effective Follow Up and Support 100%
• Become An Expert User & Yes For Candidates and Clients
• Formal Customer Feedback On Mthly
Custodian Of forte
QW4T
• Complete the Resourcing Dec 10
Framework & Process
3. Build Enduring Networks &
Relationships 3. Generate Referrals Into Other
3. Deliver on Operational Plans Quadrant Businesses
• Networking Functions Attended >2
p/month • Client Appointments p/week >2 • Cross Business Search Referrals 2
• Client Retention 100% p/month Lead
• Candidate Interviews p/week >2
• Candidate Retention >80% • Consulting Referrals p/month 1 Effective
• Client / Candidate Interviews 1
• Customer Engagement Score >YAGO p/week • Join Business Plans 2 Teams
Developed(Sales, Marketing, HR
& GM) p/month
Collaborate
Achieve
With
Results
We will achieve these goals through these key initiatives and actions… Others
Key Initiatives My Development Plan
Strategic Sales Strategy Deliver Results Personal
Quadrant Way For Talent Deal With Ambiguity Awareness
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13. Assessment of Behaviour
A detailed
Behaviour and
Competency
review is
combined with
Results to
determine the
overall vertical
placement on the
9 Box.
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14. Each individual is placed on the 9 Box
.
Potential
Previous Performance
Name
F09 Achievement Review
PURPOSE VISION VALUES
To partner with organisations and To become a nationally recognised, Tier 2 Enduring Relationships
help them build their capability to provider of specialist search, consulting & Achievement Driven
succeed outplacement services within Australasia High Integrity
Customer Focused
This is how we will measure our success…
• Previous 2 years
ENGAGE CUSTOMERS BUILD OUR BUSINESS ACHIEVE TOGETHER FINANCIAL OUTCOMES
1. Execute a Well Defined Sales 1. Build a Robust Pipeline 1. Grow & Develop The Team 1 Revenue >$17.5M
Strategy
• Monthly Pipeline Build >$300K • Deliver On Your Individual 100%
• Develop Clearly Defined Sales Aug 10 Development Plan
Strategy Aligned to Sales Pipeline • Grow Core Client Base >6
• Engagement Score >Base
• Identify New Sales >4 Mth • Consulting Referrals p/week >1 2. Sales & Marketing >10.5M
Leads/Prospects • Communicate & Share 100% Revenue
• Candidate Touchpoints 6 mthly
Information Regularly
• Deliver Swing 1 Targets 1 Mth
2. Apply The Resourcing 2. Continually Improve our
2. Develop Customer Adoration 3 Budget Spend <Budget
Framework & Process Customer Support
• Contribute Constructively to the Aug 10
Development Of QW4T • Attend Weekly Management 100% • Improve Customer Feedback >YAGO
Meetings Fully Prepared
• Full Application Of QW4T 100% • Effective Follow Up and Support 100%
Above
• Become An Expert User & Yes For Candidates and Clients
• Formal Customer Feedback On Mthly
Custodian Of forte
QW4T
• Complete the Resourcing Dec 10
Framework & Process
3. Build Enduring Networks &
Relationships 3. Generate Referrals Into Other
3. Deliver on Operational Plans Quadrant Businesses
• Networking Functions Attended >2
p/month • Client Appointments p/week >2 • Cross Business Search Referrals 2
• Client Retention 100% p/month Lead
• Candidate Interviews p/week >2
• Candidate Retention >80% • Consulting Referrals p/month 1 Effective
• Client / Candidate Interviews 1
• Customer Engagement Score >YAGO p/week • Join Business Plans 2 Teams
Developed(Sales, Marketing, HR
Solid Achiever Achiever High Achiever
& GM) p/month
Collaborate
Achieve
With
Results
We will achieve these goals through these key initiatives and actions… Others
Key Initiatives My Development Plan
Strategic Sales Strategy Deliver Results Personal
Quadrant Way For Talent Deal With Ambiguity Awareness
Target
Predicted Performance
• Cognitive Ability
• Achievement
Performance
Motivation
Positively Performer Potential Star On
Plateaued
Target
Functional Skill
Assessment
Behaviour Assessment Below
Negatively
Passive Vexation
Plateaued Target
Well Placed Potential Hi Potential
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15. Off-the-Shelf or Tailored Capability Frameworks
Drive For Results
Capability Framework Example GENERAL DEFINITION
Prepared to take the initiative; consistently deliver results and ensure key objectives are met. They have a
positive expectancy of success, set their own goals, keep score, take personal responsibility and have high levels
of intrinsic motivation.
Low levels: dissatisfied with poor performance and drive to achieve goals set for them and improve
Moderate levels: demonstrates initiative to go beyond goals set and drives towards higher, world-class
goals
High levels: intelligently and strategically transform a business for significantly improved results
BRIEF DESCRIPTION FULL DESCRIPTION
1 Driven by Goals Focused on and works towards specific goals, such as planned targets, using
appropriate process
Strives to reach these goals despite obstacles, setbacks, or uncertainty
Takes the initiative to ensure key objectives and targets are consistently achieved
2 Drives to Exceed Goals Sets own or team goals with relevant metrics which go beyond normal
expectations to new, stretching, or challenging-but-achievable goals or targets
Identifies opportunities to exceed goals and works towards them, even under
adverse circumstances
Determines and examines alternatives, evaluating costs, risks, and benefits for
organisation
3 Improves Business Practices for Introduces incremental improvements to process, operations, or practices that
Higher Performance Levels improve business performance
Knows the numbers and owns the numbers – sets own goals and takes on the
goals of others as their own
Benchmarks against standards of excellence and continually strives for superior
performance
4 Redesigns Business Practices to Introduces substantive improvements to processes, operations, or practices
Deliver Breakthrough Results throughout a large portion of the company, complete functional area, or more
impacting on the top or bottom line
Uses fact-based analysis or external benchmarking to establish new ways of
doing things that have delivered a higher level of performance
Implements "world class," "best in class," or leading-edge standards that have
delivered demonstrable shareholder value or competitive advantage
5 Transforms Business Model for Introduces a new model that successfully transforms an existing business or
Enduring High Performance creates a new business, fundamentally changing the way the company or
industry operates for the better
Creates a new business or technology opportunity that is significantly different or
better differentiating the business in the market
Creates and implements a world-class best practice, adopted by others,
coaches others and creates a climate where this can happen
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16. Behaviour Interview
Strategic Sales Planning
Strategic Sales Planning
GENERAL DEFINITION
GENERAL DEFINITION
Brings a structured, disciplined and commercial approach to sales planning to the forefront of activity. Prioritises
planning which delivers results for today and for tomorrow. Brings a structured, disciplined and commercial approach to sales planning to the forefront of activity. Prioritises
planning which delivers results for today and for tomorrow.
BRIEF DESCRIPTION FULL DESCRIPTION
Needs Development Skilled Role Model
1 Follows detailed sales planning Prioritises planning to establish goals and objectives, scope out difficulties,
processes and methodologies plan for task completion, develop schedules, and conduct roadblock
management Understands the corporate business Contributes constructively to the Develops new insight and capability
Strong knowledge of the market, competitors and their service offering with a plan / department objectives and works corporate business plan / department in sales planning which facilitates the
focus on all customer groups, opportunities and threats hard, sometimes in the face of objectives setting goals and measures achievement of the corporate
adversity, to achieve outcomes to achieve sales targets objectives and strategy
Can articulately paint credible pictures and visions of possibilities and
likelihoods anticipating future consequences and trends accurately Structures sales activity to consistently Researches the competition, analyses Plans for the future needs of the
meet and sometimes exceed the segments of the market and structures business, able to effectively prioritise
standards and expectations of internal sales activity to achieve outstanding resources to deliver results and
2 Makes sales planning an important Understands the corporate business plan / department objectives and works and external customers results harnesses the energy of the business
part of day to day work hard, sometimes in the face of adversity, to develop detailed plans to Command of competitors’ products Stays current with best practice, new Imbeds best practice, new
achieve outcomes and value propositions, a broad technologies and service offerings that technology and service offerings
Structures sales activity to consistently meet and sometimes exceed the knowledge and perspective used to help create a competitive selling building the overall capability of the
standards and expectations of internal and external customers highlight and amplify competitive advantage organisation to better serve its
Command of competitors’ products and value propositions, a broad advantage customers
knowledge and perspective used to highlight and amplify competitive
advantage
Interview questions:
Q: Describe a time when you used a sales planning process that contributed significantly to the corporate or business plan. What did you do
3 Implements and prioritises sales Contributes constructively to the corporate business plan / department and how did it contribute to achieving sales targets?
planning as a competitive advantage objectives setting goals and measures to achieve sales targets A:
Researches the competition, analyses segments of the market and structures
sales activity to achieve outstanding results
Stays current with best practice, new technologies and service offerings that
help create competitive and breakthrough strategies and plans
Q: Tell me how you use sales planning techniques to structure sales activity. Howe have you put that into practice in your current role and
what has been the outcome?
4 Introduces best practice sales Develops new insight and capability in sales planning which facilitates the A:
planning tools and methodologies achievement of the corporate objectives and strategy
Plans for the future needs of the business, able to effectively prioritise
resources to deliver results and harnesses the energy of the business
Imbeds best practice, new technology and service offerings building the
overall capability of the organisation to better serve its customers
Q: How do you keep current in your chosen area of expertise? What new ideas have your brought to your current role which have added
value and created a selling advantage?
5 Builds the capability of the sales Demonstrates broad functional knowledge and perspective in sales planning A:
function through effective strategic across multiple business units, functions and industries
planning Can anticipate future consequences and trends accurately, is future
orientated and can see ahead clearly
Creates competitive and breakthrough strategies and plans to out-
manoeuvre the competition strategically
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17. The Talent Pool
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18. The Talent Profile
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19. The Development Plan
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20. Bench Depth
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21. Value Creation
Talent Pool Search Contractor Search & Engagement
$3,000,000 $400,000
$350,000
$2,500,000
Annual Cost - $300,000 Annual Cost -
$2,000,000 Quadrant Quadrant
$250,000
$1,500,000 $200,000
Annual Cost - Annual Cost -
$150,000
$1,000,000 Agency at 15% Agency at 20%
$100,000
$500,000
$50,000
$- $0
10 20 50 100 150 200 1 5 10 15 20
► Candidates can be added to the talent pool ► Candidates can be added to the talent pool
by the client at no cost at no cost
► Annual Forte license of $65K to ► Talent Pool refresh for every 2 roles placed
access, establish and maintain the talent pool ► Contractor engagement rate of 8% of payroll
► Reduced ongoing placement rate as volume (plus insurances and on-costs if applicable)
increases from 12% down to 9% ► 10-25% agency cost reduction
► 11-26% cost reduction depending on volume ► Statutory cost savings estimated at 5% of
payroll
► Significant benefits realised by individual
contractors not factored into business case
► Attraction and retention maximised
► Performance improvement estimated at 10%
not factored into business case
*$85K average package used for both examples 21
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22. Summary of Outcomes
► Cost Effective Talent Solution
► Cost effective
► Improved quality of hire
► Talent Pooling
► Reduced time-to-fill
► Greater confidence of talent in the market
► External bench and succession planning
► Flexible & Compliant Resourcing
► Tailored to client/ industry sector needs
► Turn on and off
► Savings over traditional agency or labour hire model
► Bench Depth
► Internal talent processes replicated for the external
market
► Talent Profiles, Development Plans and Bench Charts
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23. Quadrant Executive – Executing Strategy
TALENT TALENT TALENT
OPTIMISATION ACQUISITION PERFORMANCE
Dean Courtenay Russell Fakira
Office: +61 3 9823 2203 Office: +61 3 9823 2200
Mob: +61 417 391 618 Mob: +61 407 913 374
Fax: +61 3 9823 2211 Fax: +61 3 9823 2211
dcourtenay@quadrantexecutive.com.au rfakira@quadrantexecutive.com.au
Como Tower
Level 8, 644 Chapel Street
South Yarra VIC 3141
www.quadrantexecutive.com.au
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