Nissan

Nissan’s talent management team saved close to seven figures in travel expenses, and got back 3,000 working days from senior managers, equivalent to another $1-3M USD annually, for a total of $2-4M USD in estimated savings. 

Nissan uses Yobs to develop 1,000+ employees remotely while increasing their satisfaction & retention. 


The Challenge:

Transform their talent development and succession planning process by making it less time-consuming, unbiased, and adapted to remote work. Improve the diversity and transparency of promotions and opportunities. 


The Outcome:

Nissan digitalized their process with Yobs, streamlining the entire process while making it fairer. This helped Nissan better retain and develop 1,000+ employees while saving the company over $4M USD. 


Overview:

Nissan Motor, with over 130,000 employees, is one of the leading automobile manufacturers in the world. 

Every year, as part of its talent development and succession planning process, the company evaluates 1,000+ senior managers globally on their behavioral and leadership attributes. Yobs and Nissan started collaborating in 2020 to make this process unbiased, remote/digital, and scalable in light of COVID. 


The Problem:

Before using Yobs, the 1,000+ managers had to be flown into the HQ once a year to do a 360-review. This required significant time and effort on the managers’ side, 3 days of lost productivity each, and a high 6-figure travel budget.

Due to the global scope of their workforce, Nissan also needed an assessment that accounted for cultural differences compared to their internal assessment, which was North America-centric and often scored European or Asian candidates low. 


Solution:

Nissan worked with the Yobs team to configure adequate questions and standardize its process with our video-based leadership assessment. They were able to deliver it remotely and managers were able to take it on their own time, streamlining the process significantly. 

The Yobs API delivered the video interviews as well as an initial report on the soft skills, personality, and leadership traits of each manager within hours of each digital interview.


Results:

Major savings of cost and time: Nissan’s talent management team saved close to seven figures in travel expenses, and got back 3,000 working days from senior managers, equivalent to another $1-3M USD annually, for a total of $2-4M USD in estimated savings. 

Easier remote collaboration across teams: The talent management team and leadership were able to seamlessly collaborate across offices and time zones on each employee’s video interview and assessment report thanks to Yobs. Using Yobs facilitated collaboration at a greater scale than pre-COVID, remotely, and reduced bias in the talent decisions made about each employee. 

Higher employee NPS: The managers showed high satisfaction ratings thanks to the fast process and ability to complete the assessment on their own time, from the comfort of their home office.