Recruitment these days is based around 3 important factors - Attitude, Aptitude and skill-set and on top of these are EQ and IQ. These are 3 areas (attitude, aptitude, and EQ) that many inexperienced hiring managers, or even some experienced managers, struggle to identify or fully comprehend on applicants resumes.
The challenge with hiring good people, is even the best computers can't really assess attitude and (EQ) emotional intelligence. These are 2 key components many hiring managers struggle to extract from job applicants during the screening and interviewing process.
Often it is not until candidates are hired and employed by the company, that managers see the flaws that were not seemingly present in the job interviewing.
After spending time working with recruiting companies and HR managers one grey area became very clear to us. Candidates hide well, what they don't want you to see until their true personalities are revealed once in their respective rolls. But by then its too late!
We start at the beginning of the process with you and review your wish list for what would make the ideal candidate and sales employee for your business. We have identified over the years that businesses generally stick to using cookie cutter generic Job ads that will more often than not, attract the wrong talent. That's why we often hear hiring managers saying "unfortunately we didn't get many responses to our job ad" or "we got responses but not the calibre we were after" - sound familiar?
Once you are clear on the talent and required skill-set you are in search of to fill a position, we make sure that your job ad ticks the required boxes and help you vet and screen applicants. Its our expert eyes across your future sales positions.
Many businesses are also challenged by staff that leave within the first few months of starting a new role and managers are left feeling uncertain of what transpired that had a new staff member depart so quickly.
So many businesses we meet today, big or small, are still convinced that most employees are incentivised only by cash and benefits of remuneration. Whilst this is somewhat true, its never the sole reason that staff will stay happily working for a loyal company for years.
We teach businesses to value their team and provide ongoing training and support to show staff they are appreciated and their contributions recognised. By investing in an employee and training them you invest in their future.
Having our expert eyes across your future sales stars, we will ensure that you get the right candidates for your business.
Its hard to find good talent, its often even harder to retain rock star sales performers. We help you find them and hold on to them.
We assist you with aligning your talent wish list with our expert checklist to ensure that you recruit the skillset you require.
We screen your applicant list and work with you to create a solid top 5 list. We arrange an informal meeting with applicants to drill down to top 2 candidates.
Once you have your 2 top candidates, We will sit in the formal interview with you to share our expertise and make recommendations around remuneration structures and commission schedules.
We then work with you or your team to create, review or implement, RTFT best practice induction processes.
We walk you through the RTFT incubation process, which plays a huge part in generating quick sales and early customer wins.
Good staff are hard to find, so when you hire them you want to keep them. We use RTFT specialised training courses to show you how to keep your sales Rockstar's.