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Klinger Advantage

by

GRS Recruiting

on 15 February 2017

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Transcript of Klinger Advantage

Klinger Advantage
Business Manager
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%
Target Profile
5+ years of experience implementing internal business processes
Industrial distribution background
ERP implementation experience
Familiar with a B2B, value added sales process
Ability to lead, develop, and mentor inside sales/ customer service, and quotations personnel
4 year college degree
Entrepreneurial spirit; someone who can thrive in a small business environment
Familiarity with a German supply base business model is preferred, not required
Compensation
Base Salary
$75,000 - $100,000

Commission/Bonus
10% - 20% Target Bonus based on management objectives

Comprehensive Benefits & Retirement Plan

Attractions to the Opportunity
Company encourages creativity
Ability to make an impact on the business
Responsibility for building operational standards for a rapidly growing company
Long term opportunity with potential for career advancement
High amount of autonomy from the parent company
No bureaucracy
Small company, high visibility culture
GRS Team
Geographical Scope
Target Companies
John H.
Carter
Setpoint
Integrated
Solutions
Rawson
McJunkin

Wolseley
DXP
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

Project Coordinator:
Michael Pakenham
Support in identifying and making initial contact with potential candidates
2 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
EPSCO
Motion
Industries
Southern
Pipe & Supply
Full transcript