Scenario oneAn SME telecommunications business were looking to secure a sales director. With the permanent search moving very slowly, and the team of four responsible for £23m worth of business leaderless, the hire was becoming a high priority.Challenges:Client and local agencies already undertaken an exhaustive search for local talentPotential person would need to be based away from the UK four days a weekLack of hiring stability was causing problems with morale internally and externallyPotential interim earmarked for long-term hireComplicated process due to location and methodThe solution:Discussed interim possibilities with the client to alleviate pressure of permanent searchInitially identified 42 candidates who fit the brief, six profiles submitted and five candidates interviewedOne of the profiles shortlisted had worked for competitor businesses in the UK, was a good fit culturally and experienced at developing internal culture in a businessInterim offered permanent role and looked to relocate the following yearScenario twoEmbarking on a seasonal Christmas project to maximise revenue at this peak time, by encouraging new retailers to sell on their online platform.Challenges:For such a short-term project, they needed a team who could hit the ground runningToo large a workload for existing staff, plus no remaining headcount to recruit employeesCould not guarantee that they would have the headcount to keep this new team after ChristmasThe solution:We recruited half the new team on temporary contracts, with the option to go permanent laterThey added instant value and increased sales figures dramaticallyHeadcount has now been approved for 2014 and 50% of team has been taken on permanentlyTemp to perm recruitment model was such a success that another department has approached us to adopt the same process for their team tooWe have hired and additional two members of staff for them on this basisSalesLinksAbout usInterim and contractsSalary comparison toolContact usNews and updatesLinksSales recruitment – Q3 market updateSales recruitment - market update H1 2014Sales in the packaging industry – a market updateSales testimonialsInsight and adviceLinksWhy should you develop the talent in your sales team?What does a great sales CV look likeWhy should you use a recruiter in your job search?What are the effects of candidate uncertainty in the market?How to identify a top sales candidateDo you value your employees as much as you should?A flexible sales team: why you need dynamic working optionsWhy should you use a recruiter in your job search?Successfully prepare and pitch your sales solutionThe science of sales part 3 – ForecastingThe science of sales part 2 – Selling valueThe science of sales part 1 – Intelligence based prospectingInterview with Francois Stoop, vice president of sales Europe at First Sight In…Interim commercial managers bring positive changeSales recruitment: key skills to identify when hiring top talentPrinciples of persuasionManaging clientsSales networkingSales interview guideSelling in a slow marketEffective sales recruitment: the key behaviours of a top sales managerThe sixty seconds sales seriesSeven insightful interview questions to ask a sales candidateSales recruitment and employee ‘buy back’
