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Scott Industrial Systems

by

GRS Recruiting

on 15 March 2017

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Transcript of Scott Industrial Systems

Scott Industrial Systems
Outside Sales
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 to begin the search

Commitment allows us to put full resources into the search

$5,000 engagement fee applied toward the 27%
Target Profile
Industrial sales background; preferably fluid power
Hunter mentality
High energy individual who can focus on new business development
Technical aptitude
Strong sales skills
Strong leadership skills who can develop into a Sales Manager role
Compensation

Estimated First Year Earnings
$80,000 - $100,000

Car/Expenses
Car Allowance
Attractions to the Opportunity
Family owned with a good culture and family values
Smaller organization where someone can make a large impact
Strong internal and technical resources
No cap on commission
Opportunity to step into a leadership role in the near future
GRS Team
Geographical Scope
Target Companies
Motion
Parker
Ritter
Technology
CMA/Flodyne/
Hydradyne
FPE
Braas
Gates
Fastenal
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

Fluid Power Team Leader:
Heather Goldberg
Primary point of contact and search leader
19 Years with GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Fluid Power

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