SALES IS A PROFESSION. RECRUITMENT IS A PROFESSION. SALESRECRUITMENT IS SOMETHING SPECIAL.

Each and every day we passionately use our knowledge and experience to solve the problems of our customers; to find, convince and select the best sales professionals.

WITHIN 6 WEEKS WE WILL PRESENT AT LEAST 3 QUALIFIED CANDIDATES

We know, more than anyone else, how to convince great candidates to come to our office for an interview since we speak their language and understand their needs. We know how to pitch an opportunity better than our customer can themselves. Candidates who are being presented to our customers know the job and the challenges, saving our customers lots of time and frustration.

We love working for SME’s as well as large corporates. We passionately search and recruit sales staff.

THE RECRUITMENT PROCESS

Draw up the profile and terms of employment.
Determine the selection process; who is involved, who makes the decision, what questions are we going to ask, do we conduct an assessment or not, at what point are referrals checked, who is going to do that?
Create the recruitment campaign; set up google ads campaign, post vacancies on job boards and social media, set up “vacancies page”
Find candidates on job boards and LinkedIn and approach them and convince them to start a conversation with you (“pitching”)
Invite candidates for qualification by telephone and, in case of potential suitability, for interview
Conduct selection interviews
Conduct follow-up interviews and possible assessments
Salary negotiations and signing contract

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WHAT DOES RECRUITMENT AND SELECTION COST?

The client often pays a recruitment fee that is a percentage of the fixed salary of the hired candidate (excluding variable remuneration). Sometimes a fixed fee can also be agreed, so that there are no surprises for the client should the salary be higher. Another advantage is that the external recruiter has no incentive to negotiate a higher salary for the candidate.

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Sales Consultancy Services: Diensten

OUTSOURCE RECRUITMENT OR DO IT MYSELF?

As you can see, there is a lot involved in the recruitment and selection of salesprofessionals. The question now is; are you going to do it yourself or would it be better to outsource it? Employers who have to hire a lot of people often employ one or more Corporate Recruiters. Is this wise? Sometimes it is, sometimes it isn’t.

The pros and cons of outsourcing in a nutshell.

PROS OF OUTSOURCING:

You use the knowledge, experience and tools of the experts
Valuable advice on the labour market, profiles and salaries
Flexibility of costs
Recruiters have larger online marketing budgets and knowledge and thus dominate the online environment, competing with this as an employer is not easy
Corporate Recruiters are often responsible for the recruitment and selection of multiple job areas such as ICT, Finance, Operations and Sales. They get tangled up when it comes to setting priorities and don’t understand all the positions. Especially when it comes to sales recruitment
The process is faster because the external recruiter is fully focused on your (sales)vacancies
The external recruiter is able to find and convince better candidates, they often know how to pitch your organisation and the vacancy better than the Corporate Recruiter
No hidden costs, the recruitment fee covers all costs such as online marketing, hours spent searching and pre-selecting candidates, scheduling interviews and checking referrals
If a guarantee scheme has been agreed, the external recruiter will provide a replacement free of charge if the new colleague unexpectedly leaves or has to leave prematurely

CONS OF OUTSOURCING:

Actually, there is only one disadvantage: you need a budget to work with an external recruiter. This should be a great investment, however. But it is an investment that has to be paid in one go, at a time when the salesperson is not yet profitable.

If you are hiring a huge number of people, it is advisable to make a detailed calculation that includes all integral (and hidden) costs.