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Central States Industrial

by

GRS Recruiting

on 16 February 2018

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Transcript of Central States Industrial

Central States Industrial
Business Development Leader
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.
Sourcing
GRS will continue to add new qualified professionals through systematic name gathering of source companies and referrals. In addition, GRS will proactively search social media sites and job boards for qualified professionals to contact.
Spreading the Word
GRS will compose a company confidential email detailing key points of the job to relevant industry professionals. We will also leverage our industry specific LinkedIn groups, various social media channels, and post the position on our website to attract candidates in your specific niche.
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 Option #1
It becomes a top priority for our team

Fee is 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%
Priority Search Option #2
Central States partners with GRS on all 3 searches

Reduced fee of 25% 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 25%
Target Profile
Previous experience in an Outside Sales role
Calling on food & beverage, dairy, cosmetics, biotech, and/or biopharm industries preferred
Experience calling on distribution as well as project based accounts involving design, building, and installation
Job stability with a proven track record of new business development
High mechanical aptitude
4 year business degree is preferred
Willingness to prospect, someone with a hunter mentality
Experience with a solution based sales approach

Compensation
Base Salary
AL/TX: $60,000 - $120,000
CA: $100,000 - $120,000

Commission/Bonus
Commission: 1.5% of Top Line Revenue
Approximately $30,000
Bonus: 1% to 5% and ESOP Program

Car/Expenses
Runzheimer Program
Attractions to the Opportunity
Company has positioned themselves for stable, long-term growth
Strong compensation and benefits plan
Culture is taken very seriously; every individual is valued
Long-term consequences are far more important than quarterly goals or stock prices
Sales team gets to focus on building long-term relationships and offering solutions
Salespeople are afforded a lot of creativity
Very dynamic sales cycle
Offer a lot of internal development and training (continuing education, college courses, sales training, product training, etc.)
GRS Team
Geographical Scope
Target Companies
Swagelok
Dixon
Valve
Ryan
Herco
Blair
Martin
Bay Valve
Bakersfield Pipe
AWC
Wolseley
Industrial
Consolidated
Pipe
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 at GRS
Focuses in placing Sales, Sales management, engineering and general management professionals within Process Control

Associate Recruiter:
Mitch Griffiths
Support in identifying and making initial contact with potential candidates
1 Year 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 at GRS
Full transcript