service bureau & partner roundtable best practices in selling hr
TRANSCRIPT
Service Bureau & Partner Roundtable
Best Practices in selling HR
Agenda Partner Models
Best Practices in selling HR
Service Bureau Successes
Lessons Learned
Key Factors for success
Partner Models
Service bureau models
Referral – 5% Infinity HR performs all functions
Reseller- 80% Service bureau takes on some functions
Private Label – 15% Broker/service bureau performs all functions
Best Practices in selling HR
Create a business plan & strategy for HR Assign comp & quota to sales
Acquire HR expertise internally
Staff for positions & competencies
Learn the system attributes & benefits derived
Develop references immediately
Train, train & train the organization
Service bureau case study
Company background & demographics Sales process – competition – HR requirements
Key Factors for success
Any challenges to overcome
Outcome
Reasons for win/loss
Lessons learned from process
• Large Restaurant Group
• 500 employees
• 6 locations
• Utilizing ADP
• Over a year calling on- ADP Contract
• They received 5 Presentations and Bids
• Paycor, Paylocity, PayChex, Inova, and Paycom
• ACA was the a focal point
• Applicant Tracking
• Benefits Management
• Employee Communication – EE Portal
Key Factors for Success
• Analysis to understand current infrastructure
• Providing Market Relevance
• No Product Dumping
• “Not a matter of if but when”
Challenges
• Cost Associated with Change
• Selling against Single Sign On/One Solution
• Overwhelming Complexity's of new solutions
Reason for Win • Defining Features and Benefits and not stuck on
Functions – market relevance • Best of Breed Solutions• Not a software company but rather a service
driven business. • Technology is only as good as the teachers and
users! • SPHR Client Services- best practices
Lessons Learned
• Drive features and benefits
• Drive the future value
• Drive questions with direction- how the right way so they have something to compare to.
• Core team has been together for 14+ Years
• A Division of State Bank and Trust
• 25 Team Members serving approximately 1,500+ clients
• Average client size is 50 Employees
• Market is focused on Georgia and the Southeast
• Current IHR Clients• 5 Live & 7 in Implementation
Altera Payment Solutions - Background
• Getting clients Live in 8 weeks• Collecting Accurate Benefit Data • Client not understanding their benefits
• Implementation & Demo Support from same staff
• Prospects with existing HRIS products need to be shown the benefits of IHR over their product
• Integration between Payroll System & IHR
Challenges to Overcome
Success Against SilkRoad• Client was an existing payroll client
• Client had begun SilkRoad implementation and paid for some of the implementation fees
• We won with IHR on payroll integration
• We were able to stop the implementation of SilkRoad and present a cost structure that recovered the SilkRoad implementation fees in about 1.75 Yrs
Success Against UltiPro
• Existing Client with 600 employees purchased a larger client with 1,300 employees
• Larger Company had UltiPro and 5 other HR software packages
• We won by eliminating some of the other systems– Eliminating one system alone resulted in a $150K/year
savings
Lessons Learned• Need to pre-qualify the prospect• Remove any obstacles prior to the demo• Use the Demo Discovery Document to customize the demo
• Key Success Factors• Demo is last step in process• Stand up Payroll Sync in Week 4• Emphasis with client to get accurate Benefit Data by the end
of Week 1• Hard Deadlines, including Bill Date
Alliance Benefit Group Background• Third Party Administration company• Retirement and Health and Welfare
• 85 years of combined experience in payroll department• Started Payroll in 1995• Average client size is 75 Employees• Do business nation wide• Current IHR Clients• 4 live and 2 in implementation
Prospect Company Demographics
• Manufacturing Company
• 4 different locations- with 500 plus employees
• 2 payroll people centralized
• Three month implementation process– Wanted TLM and Benefits
• Four meeting process
• With Ceridian- very unhappy!
• Up against 3 different competitors
Challenges to Overcome:• Very, very complex TLM set up• ABG was new to IHR and sync• Limited resources from client and ABG
Lessons Learned:• Must gather ask detailed questions and gather information • Determine what they want prior to demo- don’t lead with demo• Set realistic implementation goals and everyone must stick to
them.Won!
• Based on customer service and payroll sync• Ability to have TLM and benefit enrollment all in one!
Current Client Demographics• Has 5 EIN’s with all different benefit packages• 400 employees- very seasonal• Four different TLM set up
Challenges to overcome• Ready to leave ABG- for ADP when I started• Needed to show how IHR could compete
Lessons Learned• Tell your clients about your new offerings! • Have a call with implementation people • Loved ACA tools
Key Factors to Success Partner has made strategic commitment to HR Sales must act as an advisor to HR Not all sales people can make the leap to sell HR
Comprehensive scoping of HR policies & processes
Challenge your prospect – out of their comfort zone
Implement based upon appetite for change Client must possess/develop HR & tech competencies
Lessons learned A demo will kill a deal if you haven’t completed a discovery We do not give prospects a demo “sand box”
Deal with the integration issue upfront
Salesperson must take control of demo environment & provide crowd control
Know your competition strengths & weaknesses
You still own the sales process- and the relationship
Questions?