Our process

This consists of the traditional 7 step process but with a twist

• ⦁ Understanding and analyzing the role; avoid overkill, develop ideal salesperson profile, what key areas are needed e.g., network, inherent hunger, attitude
• ⦁ Preparing the job description: Is there clarity in the JD that helps the candidate focus on income generating activities
• ⦁ Sourcing: in addition to traditional methods such as job boards/listing and online ads we encourage the recruiter or sales manager use the power of referral by using the current sales team, non-sales staff in the organisation, nominators and personal networks which creates greater accountability from the new candidate
• ⦁ Application screening: using cutting edge Application Tracking Systems (ATS) as well as candidate self-assessment questionnaires which enhance the ATS results and lay the foundation for the selection stage
• ⦁ Selection: High level scoring systems that capture not only qualities and qualifications in a candidate’s resume but also recognizing “soft” qualities such as mien, amiability and ability to connect with an audience whether an individual or group
• ⦁ Hiring; Experienced recruiters will tell you that an interview is a 2-way street; it involves the employer’s assessment of the candidate but even more important the candidate’s assessment of the employer. A common question candidates ask themselves is… “do I want to work for and with these guys”
• ⦁ Onboarding: To do this the recruiter has to reinforce the candidate’s success by re-selling the opportunities that exist within the organisation and the potential for growth by using sales a career. It is also the opportunity to the realities of the sales job These processes are documented and regularly updated in line with new market trends.