Securing Proven Sales Talent with Proven Search Processes
Mitigating our client’s hiring risks and costs is at the core of our recruitment framework. Our 4 Phase Search Process and complimentary Talent Acquisition Optimisation Services, are highly structured, proactive and rigorous, moreover, it has proven its efficacy to deliver high-performance sales talent to hundreds of client companies.
Our Best Practice Four Phase Search Process
Step 1: Job Briefing Session
Once formally engaged, SRA will appoint a lead consultant who will schedule and conduct a formal job briefing session with the client.
Step 2: Define Search Requirements
Lead consultant to assess key candidate profile required by the client, including
Step 3: Define Company Profile
Assess market position, competitive landscape, organisational structure, corporate culture. Develop a compelling Employer Value Proposition (EVP) to be presented to candidates.
Step 4: Brief SRA Search Support Team
SRA’s lead consultant to ensure each member of the search support team which consists of researchers and background checking staff, is oriented to the agreed upon objectives of the job brief.
Step 5: Market Mapping
Support team to compile a targeted list of source employer companies likely to harbour candidates that meet the profile requirements. (Ideally 30-60 candidates)
Step 1: Identify Target candidates (Long Listing)
Support team to compile a ‘long list’ of source (target) candidates for the lead consultant to review. (Ideally 50-100)
Step 2: Refine the Long List
The lead consultant refines the long list (Ideally 20-30) and directly reaches out to target candidates for a preliminary discussion. Client’s anonymity protected during this process..
Step 3: Candidate Approaches
Candidates that are aligned with the job brief and salary budget and that are open to exploring the presented opportunity will be invited to be formally interviewed by the lead consultant at which time the client company is revealed.
Step 4: 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 means through our extensive national network. The aim of this process is to identify any discrepancies with candidate performance, reliability 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 requisite follow-up interviews 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. SRA to conduct an in-depth verification of 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.
Talent Acquisition Optimisation Services
Our range of complimentary ‘Talent Acquisition Optimisation Services’ to further maximise our client’s capability to attract & retain A-Level sales talent. These include;
An objective assessment of an employer’s readiness and capability of attracting A- Levels sales candidates. Factors involved include compensation competitiveness, clarity of KPI’s and performance measures, documented incentive structures, onboarding procedures, employer reputation etc.
We conduct salary and incentive benchmarking utilising extensive internal and third-party compensation data and provide an objective ‘compensation range’ needed to ‘meet the market’ and in doing so, have in place a critical lever to lure A-Sales Players.
We help you develop and document your company’s core Employer Value Propositions (EVP) to better align with the Dominant Career Motives (DCM’s) of high-performance sales professionals and sales leaders. This not only facilitates dialogue with often elusive passive candidates but also moderates compensation expectations and significantly improves retention rates.
We will help tailor a performance-based position profile that describes the key position objectives, not the person. While outlining skills and functional requirements is relevant, establishing clear performance expectations, timeline measures and incentive parameters ensure candidates understand what is expected of them during the selection process and more importantly, when they are appointed.
To learn more about our search solutions, call us on 1300 774 900 or email us at email@example.com