For a company to remain competitive, flourish and grow, it ¬must have quality sales performers. A sales force has the power to literally make or break your company financially. Thus, the finding, hiring and retaining of a productive sales team is critical for business success.
Examine your current hiring procedures and answer the following:
• Do you need a reliable system for hiring true sales performers?
• Is the retention of top sales people important to your company?
• Are unproductive sales hires currently costing your company revenue and market share?
• Do you find it difficult to accurately predict sales success when hiring?
If you answered “yes” to one or more of these questions, Resource Management Solutions Group can help.
We have created a Sales Recruitment service that utilizes numerous tools such as:
• Behavioural Interviewing - A good predictor of future performance is past performance. We are strong proponents of behaviour-based interviews.
• Role Play Sessions – By observing applicants in various sales scenarios, you can assess whether or not they have desired skills, attitudes and behaviours. By using Role Play sessions, we believe that the applicant’s “authentic self” is unearthed.
• Personality Testing – Using these tests further increases the ability to accurately predict probable attitudes and behaviours that could ultimately impact the applicant’s sales performance.
• Background and reference checks – We verify all information provided. References from previous sales managers and clients are both requested.
Our Process
Every company is unique. That is our starting philosophy when beginning our recruitment process. Every company has its own culture, pace and setting that was created through time between numerous interactions and dealings. With that,we realize that since every company is unique, then every position within the organization is unique, as well. An administrative assistant at an auto assembly plant may share the same job description and responsibilities as another assistant in a similar facility. However, their company’s unique culture, beliefs and values molded them into two very different roles. Thus, before we begin to search for candidates we need to understand your company’s environment.
Step 1 – The Discussion
Our partnership begins by meeting with all personnel involved in the hiring and managing of the position in an information gathering discussion. We learn from these individuals what the job description entails, what they expect and would like to see from prospective candidates in terms of skills, experience and behaviours. If time and convenience permits, we will ask for a tour of your facility, office or flagship branch to increase our understanding of your operations.
Step 2 – The Analysis
Resource Management Solutions Group differentiates itself from other staffing agencies with its detailed Analysis Procedure. With a hands-on approach, we will come to your facility and analyse the work environment, by spending some time with the candidate’s future peers, managers and support personnel. We will observe the accomplishments and challenges faced in a typical work day: the work requirements, the existing skills sets, the interpersonal interactions and other dynamics that will help us find the “right fit”.
Step 3 – The Recruiting
Once we have fully established your company’s culture, preferences and requirements, a variety of methods and techniques will be used to find your future peak performers! Some of our tools include but are not limited to the following:
Internet job-sites Job fairs
Newspaper advertisements Professional Associations
College and university postings Candidate and employee referrals
Step 4 – The Interview
Specific questions will be created to gage not only the applicant’s work skills and experience but also, their personality traits and behaviours. We will also be observant of the applicant’s attitude, appearance and non-verbal cues. Again, we need to ensure that there is a “right fit” for the work environment.
If requested, Resource Management Solutions Group can administer various skills assessment tests during the interview process to ensure your standards of competency are upheld.
Step 5 – ROLE PLAY
Interviews can begin to uncover if a candidate is suitable for the position and will fit well with a company’s culture. To truly see how a person performs, however, Resource Management Solutions Group believes that unscripted Role Plays reveals and tests the following candidate skills:
• Selling
• Customer service
• Public speaking
• Problem Solving
• Management
• Teamwork
• and numerous others
All candidates will be required to participate in, at least, one Role Play session.
In this day and age of readily available information, the answers for many common interview questions can be rehearsed…A Role Play session can not.
Step 6 – References
We will ask for three working references from each applicant to verify all of the information gathered during the interview, as well as, to gain further insight into the applicant’s work ethics, strengths and weaknesses.
Background and Reference Checking
Resource Management Solutions Group can perform a variety of information checks upon your request, including:
• Credit Check
• Criminal Reference Check
• Work Reference Check
• Personal Reference Check
• Educational History Check
• Certification Check (e.g. Canadian Securities Certification)
• Driver’s License Check (e.g. Clean driving record)
Step 7 – Offer of Employment
Once you have met our candidates and agreed that they will thrive and help your organization grow. We can draft an offer of employment on your behalf outlining the placement’s start date, compensation, direct reports, vacation allowance, benefits and requirements (e.g. dress-code).
