We use a hiring process that has proven successful in hiring President's Club caliber salespeople, time after time! We begin by working with you to create a Job Description and Tools and Skills Profile to design your targeted candidates. Then we'll seek out the best available people for your company. We give candidates a two-step interviewing process, with final candidates undergoing a battery of tests for sales skills, personality traits, and cognitive ability. We conduct a criminal and credit background check, then check employment history and references. We'll create a Sales Scouting Report™ for our recommended candidates. You'll get a copy of this report along with summaries of background, reference, and employment history checks. The final interview–and hiring decision–is yours, as is the decision on level of confidentiality (from completely confidential to completely open).

An outline of our process is below:

Step One: Consult with Client to design Job Description and Tools and Skills Profile. Develop a "hit list" of targeted companies and industries for recruiting purposes.

Step Two: Build candidate pool, using personal contact within targeted industries and companies, online search tools, and advertising.

Step Three: Conduct telephone interviews with candidate pool to assess telephone skills, voice, and presence.

Step Four: Select candidates and conduct initial interviews, using questioning and behavioral techniques to assess Tools and Skills. Eliminate candidates from the pool as necessary.

Step Five: Conduct testing on candidate pool to assess Tools, Skills, personality traits, and cognitive ability. Create list of finalists, and check references and employment history. Eliminate candidates from the list of finalists as necessary.

Step Six: Conduct second interviews, using information gained from testing and reference checks. Second interviews are in-depth and highly specific. Information from this interview will be used to eliminate any candidates as necessary, and to round out the Sales Scouting Report™.

Step Seven: Conduct criminal and credit background checks on final pool of candidates. Finish Sales Scouting Report™, and forward final candidates' information and Sales Force Solutions' recommendations to Client.

Step Eight: Client interviews final candidates, and makes hiring decision(s). Employment offer is presented to successful candidate.

A WORD REGARDING RETAINER VS. CONTINGENCY RECRUITING:

You may or may not be familiar with the two different types of recruiters. They are: Contingency, and Retainer. Contingency recruiters work from "listings" from clients who supply them with job openings. They canvass for candidates and send resume's to the hiring company. The hiring company only pays the Contingency recruiter if they hire a candidate supplied by that recruiter. As such, the Contingency recruiter acts as a "broker" of employment candidates. His primary interest lies in getting one of "his" candidates hired. Since the Contingency recruiter's services are free to the client until the recruiter's candidate is hired, clients will sometimes list their job openings with several Contingency recruiters. Rarely will a Contingency recruiter interview internal candidates or candidates that approach the client directly; in fact, to do so would work against the recruiter's best interest - even if it is in the client's best interests.

Retainer recruiters are different, in that they are paid by the Client for the work involved in conducting a hiring process. Where Contingency recruiters are in the brokerage business, Retainer recruiters are in the consulting business. Like Contingency recruiters, retainer recruiters seek out their own candidates. Retainer recruiters are able to interview internal candidates and those who contact the employer directly, since the Retainer recruiter's only interest is in conducting the best hiring process and hiring the best candidate for the client. Because we are committed to conducting the best hiring process and acquiring the very best candidates for our clients, Sales Force Solutions only recruits top sales and sales management talent on a Retainer basis.