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Habonim

by

GRS Recruiting

on 21 April 2017

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Transcript of Habonim

Habonim Industrial Valves
Midwest Sales Manager
Evaluation Stage
Planning and
Research Stage

Recruitment Stage
Candidate Starts
Post Placement

Qualification Stage
Interviewing Process
Commitment Stage
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%
Target Profile
5-10 years of industrial sales experience
Previous valve, instrumentation, or fluid handling product knowledge
Manufacturer or distribution sales background
Successful track record of calling on end users
Ability to sell a higher priced, value added product
High mechanical aptitude
Open to regular overnight travel
A degreed engineer is preferred
Motivated, autonomous, self-starter
Compensation
Base Salary
$80,000 - $90,000

Commission/Bonus
$5,000 at 90% of target
$500 for every 1% above 90% up to 130%

Car/Expenses
Monthly Allowance
Attractions to the Opportunity
Highest quality product in the industry
High technology offering in a market that is saturated with low cost commodity
Technical applications
Small company feel
Employees are given a voice and have direct access to senior management
Stable company
Long-term career path
Low turnover rate
GRS Team
Geographical Scope
Target Companies
Emerson
Process
Flowserve
Cameron
Crane Co.
Pentair
GE
Rotork
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

Process Control Team Leader:
John Rachel
Primary point of contact and search leader
12 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Process Control

Associate Recruiter:
Jack Wanamaker
Support in identifying and making initial contact with potential candidates
1 Year with GRS
Actively working closely with the Team Leader to identify the right type of candidates

Research Specialist:
Laura Baskin
Provide overall planning and industry research
6 Years with GRS
Mogas
Bray
Full transcript