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Dakota Supply Group

by

GRS Recruiting

on 10 July 2017

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Transcript of Dakota Supply Group

Dakota Supply Group
Automation Specialist
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
Technical experience with Automation products
Person will come from an applications engineering or technical sales role
Strong communication skills, can relate with people
Good customer interfacing skills
4 year engineering or 2 year technical degree is preferred
Compensation
Base Salary
$60,000 - $65,000

Commission/Bonus
Commission

Car/Expenses
Company Vehicle
Attractions to the Opportunity
ESOP company
Autonomous role, flexibility
Opportunity to make a large impact
Long tenure among employees/stability
Opportunities for growth and advancement
GRS Team
Geographical Scope
Target Companies
Border
States
Graybar
Winlectric
Crescent
Electric
Supply
Malloy
Electric
Electric
Supply Co
Baldwin
Supply
Automation,
Inc
JH Larson
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

Motion Control/Automation 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 Automation & Motion Control markets

Project Coordinator:
Andy Marsh
Support in identifying and making initial contact with potential candidates
5 Years 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
Full transcript