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Doig Corporation

by

GRS Recruiting

on 24 February 2017

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Transcript of Doig Corporation

Doig Corporation
Sales Engineer
Evaluation Stage
Planning and
Research Stage

Recruitment Stage
Candidate Starts
Post Placement

Qualification Stage
Interviewing Process
Commitment Stage
500+ ICONS FROM PREZI "INSERT" MENU
Established Network
GRS has an established database comprised of professionals to contact for referrals and to directly recruit.
Name Gather
GRS will continue to add new qualified professionals through systematic name gathering of source companies. GRS will also contact new contacts through referrals.
Social Networking & Job Boards
GRS will proactively search LinkedIn, Monster and Indeed for qualified professionals. We will also leverage our industry specific LinkedIn groups and post the position on our web site that attracts candidates in your specific niche.
Email Campaign
GRS will compose a company confidential email detailing key points of the job to relevant industry professionals
GRS will conduct an in depth second interview to further qualify candidate for the position.
Review and narrow candidates to a short list based on Motivation, Qualifications, Personality, Compensation & Intangibles.
Arrange initial interviews and Candidate/Client Interview Preparation.
Initial Interviews with candidate(s).
Candidate/Client Interview Debrief
Final Interview(s)
Offer Stage/Negotiation
Reference/Background Checking
Resignation/Start
Initial contact to determine qualifications and willingness to pursue a new opportunity.
Request and Review resume internally.
Contingent Search

No money up front to begin the search

Fee based on an estimate of the candidate’s first year earnings

30% of that amount
Priority Search
It becomes a top priority for our team

Reduced fee of 27% of first year earnings

Engagement fee of $5,000 for each individual position to begin the search

Commitment allows us to put full resources into the search

$5,000 engagement fee applied toward the 27%
Flat Fee Search
It becomes a top priority for our team

Flat fee of $45,000

Engagement fee of $15,000 for each individual position to begin the search

$15,000 due upon the individual starting

$15,000 due 30 days after the individual starts

Commitment allows us to put full resources into the search
Target Profile
Experience engineering or selling automation, and motion control products
Strong electrical/mechanical aptitude
Natural curiousity
Sales savvy; someone who knows how to ask the right questions
Hunter mentality
Compensation

Comission/Bonus
Guaranteed Commission

Estimated First Year Earnings
$80,000 - $90,000

Car/Expenses
Mileage
Attractions to the Opportunity
Sales training program
Family owned company
Relaxed culture, not coporate
Growing organization
One inside salesperson for every outside salesperson
Low turnover rate
Fast, friendly, and flawless customer service
Motion Control Team Leader:
Matt Loczi
Primary point of contact and search leader
9 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Motion Control

Project Coordinator:
Michael Pakenham
Support in identifying and making initial contact with potential candidates
2 Year at GRS
Actively working closely with the Team Leader to identify the right type of candidates

President:
Mike Lee
Provide overall search plan and candidate closing support
18 years with GRS
Previous experience in a Team Lead role within all GRS niche industries
GRS Team
Geographical Scope
Target Companies
Tri-Phase
Automation
Braas
Power/mation
Hagemeyer
Gross
Automation
WEM
Automation
CED
Shaltz
Automation
Neff
Automation
GRS 12 month Post Placement
Process focuses on retention and early success
• Appointment 1 - Prior to start
• Appointment 2 – 2 weeks after start date
• Appointment 3 – 30 days after start date
• Appointment 4 – 90 days after start date (timed around evaluation)
• Appointment 5 – 6 months after start date (timed around evaluation)
• Appointment 6 – approx. 2 weeks prior to first anniversary
Full transcript