Step One
THE JOB BRIEF
This is the foundation of any search and sets up the story that we discuss with potential candidates. We aim to become an extension of your HR or Talent Acquisition and get a deep understanding of your business beyond just the surface level.
1. What does success look like in this role, and are there top performers that we can benchmark against
2. What are the deal sizes and the average sales cycle
3. How much of the sales cycle is the candidate completing
4. What makes your company unique, what are your offerings, and key points of difference to the market
5. Who are the competitors in the market
6. What does the commission structure look like
7. How realistic is career progression and what does that look like
8. What are the “success stories” of existing staff that we can promote
9. What is the management style
Step Two
PLANNING AND MARKET MAPPING
Once we have a detailed brief and we understand how to best position your brand to potential candidates, it’s time to plan the search.
1. Where should we be looking to headhunt
2. What does the ideal profile look like
3. What’s the key message and “story” that we need to grab the attention of top talent
4. Who should we avoid and why
Step Three
EXECUTION
As Benjamin Franklin said – “By Failing to prepare, you are preparing to fail.” The execution is the easy bit once we have the foundations in place. So, where do we go to execute a search?
1. Our extensive network of candidates with whom we have relationships having been nurtured over many years
2. Various headhunting tools, including LinkedIn and other databases
3. Social Media (we have more than 13,000 followers on LinkedIn alone and that number is growing)
4. All major job boards
5. Active candidate referral program