We’re driven to help our clients mitigate sales hiring risks and build world-class sales teams with sales recruitment processes capable of securing elite B2B sales performers and sales leaders that are critical to and capable of driving sustainable revenue growth. We do this via the application of a best in class, ‘Pre-Search Process’ followed by a rigourous ‘4-Phase Search & Selection Process’ that embodies the research capabilities and search methodologies of leading executive search firms.
Pre Search Process
The Pre-Search Process is aimed at ensuring that as an employer you are ‘Talent Ready’, meaning your business is in an optimised position to attract the very best sales talent IN and ON the market by auditing, benchmarking and improving your sales talent acquisition capabilities prior to commencing a search process.
Talent Readiness Audit
The “Talent Readiness Audit” is a objecive pre-search analysis of an employers readiness to attract A-Level sales talent and is fundamental to the effectiveness and success of a seach process. Essentially its a process of comperative benchmarking and if required, a process of optimising an employers core sales talent acquisition capabilities prior to commencing a search process. This is a complimentary value added service that has proven its efficacy to create vastly improved sales recruitment and commercial outcomes.
EVP & Reputation Analysis
EVP or Employer Value Proposition is effectively the balance of the rewards and benefits (monetary and non) that are received by employees in return for their require level of sales performance at the workplace. Employers generally develop an EVP to provide a consistent platform for employer branding (reputation) and experience management. Positive EVP is a magnet that attracts A-Level Sales Talent.
Salary & Incentive Benchmarking
We conduct salary and incentive benchmarking utilising extensive internal data gathered from over 10,000 search projects and we leverage this against third-party compensation data to provide our clients with an objective ‘compensation package’ (base salary, allowances, incentives etc) needed to ‘meet the market’ and in doing so, create a critical lever to lure high calibre sales talent..
Position Profiling (Performance-Based)
We will help tailor a performance-based position profile that describes the key performance objectives of the position, not the person. While outlining skills and functional requirements is relevant, establishing clear performance expectations ensures candidates understand what is expected of them and mitigates future employee/employer relationship disharmony.
Four Phase Search and Selection Process
Once engaged, SRA will appoint a lead consultant who will schedule and conduct a job briefing session with the client.
Step 2: Define Search Requirements
After assessing key candidate profile requirments
Step 3: SRA Strategy and Progile Briefing
SRA’s lead consultant to dicuss and consolidate search startegy with each member of the search support team, which consists of researchers, resourcers and background checking personnel.
Step 4: Market Mapping
Support team to compile a targeted list of source employer companies likely to harbour candidates that meet the candidate profile requirements.
Step 5: Identify Target candidates (Long Listing)
Support team to compile a ‘long list’ of target candidates for the lead consultant to review. (Ideally 75-100)
Step 1: Refine the Long List
The lead consultant refines the long list (Ideally 35-50) and directly reaches out to target candidates for a preliminary /scoping discussion. Client’s anonymity protected during this process..
Step 2: Candidate Approaches
Candidates that are aligned with the job brief and salary budget are invited to a more indepth meeting (interview) by and withg the lead consultant at which time the employer is revealed.
Step 3: SRA Interview process
Lead consultant develops and utilises a tailored situational and behavioural questions shaped by the job brief. Consultant then benchmarks candidates via a proprietary scoring system.
Step 4: Covert Background Checks
Prior to presenting candidates, the lead consultant will often endeavour to conduct background checks via covert and overt means through our extensive national network. The aim of this process is to identify any discrepancies with candidate sales performance and work history claims.
Step 1: Candidate Introductions
Lead consultant to schedule a phone or in-person meeting with the client to formally introduce 3-5 shortlisted candidates.
Step 2: First Round Interviews
Coordinate and manage first round interviews with all shortlisted candidates.
Step 3: Post Interview briefings
Lead consultant to conduct post-interview briefings with candidates and clients.
Step 4: Follow-Up Interviews
Lead consultant to coordinate follow-up interviews if required with preferred candidate/s and continue to facilitate post interview briefings.
Step 5: Pre-offer Preparation
Upon the client nominating the candidate they seek to appoint, the lead consultant to re-confirm compensation criteria with candidate and cover counter-offer and start date availability.
Key objective: Confirm candidate commitment to the opportunity to ensure extended written offer will result in acceptance.
Step 6: Reference Checks
Candidate to provide lead consultant with two references. If required by the employer, SRA to conduct two references to veryfy work history and sales performance. The completed and transcribed references, inclusive of referee name and contact details to be emailed to the client for their review.
Step 1: Offer Presentation
Lead consultant will present the employment offer to the candidate via SRA’s electronic signature system and will assist with the management of the candidate’s resignation process including written and verbal notice, counteroffer avoidance, etc.
Step 2: Formal acceptance & appointment
Upon formal acceptance by the candidate, SRA’s signature system shall email a copy of the signed employment offer to the employee and appointee for their records.
Step 3: Follow-up
Lead consultant will track the appointees’ progress in regular intervals and offer relevant feedback to the employer.