Recruitment Process Outsourcing
Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider, according to the Recruitment Process Outsourcing Association (RPOA).
Source: Recruitment Process Outsourcing Association
Over the last 20 years, many employers have had to adjust to changes brought on by technology. Some tools such as the website Applicant Tracking Systems, skills tests, and assessments exams were being used to select the best ranking candidates using predetermined metrics, among those that applied for the job. That was great when there were just a few newspapers and job sites available. Today, there are thousands!
Job-Seekers also had to adjust from mailing out hundreds of pre-printed resumes to target companies, expecting to receive a confirmation by return mail of rejection or invitation to interview. Many companies back then understood that Job-Seekers are consumers too. This small act could determine how they felt about the company in the future, as a candidate or customer.
Sales is a revenue-generating position and has one of the highest turnover rates in most companies. Hiring the wrong salesperson with the idea of “training them later” is a risky strategy. You can end up spending three times much in lost sales, poor morale, underproductivity, and competition attacks than you did in recruitment savings.
Our Approach To Sourcing, Screening, Vetting
Recruit Only “A Players”
Our focus is to recruit and hire “A Players”. Why? Because they outsell the mediocre ones on average by 67% or more. They represent about 10-20% of the sales team headcount and in some cases 70-80% of the total business generated. They are your teams’ leaders and sets the morale and internal competition. What if you had all “A Players On Your Team?”
Because everyone knows them in the industry or local market, they DON’T stay on the market long, so identifying and hiring quickly is imperative. Sales professionals are nature interviewers because that is what they do daily. Sometimes the interviewer becomes the interviewee.
That is why it is easy for us to offer a long-term guarantee on candidates you hire. If you hire and the person leaves before one year, we will find replacements at no extra cost to you.
Building High Performance Sales Teams
If you want to interview and hire an “A Player”, you have to move quickly and methodically. You also have to adapt the interview questions you plan asked, to that person’s individual resume and not ask canned interview questions. The risks are too high.
During my first career, I spent 20+ years in Sales Management, recruiting, training, and leading sales manager and representatives (across the USA and Canada). I worked for three Fortune 500 companies across USA and Canada.
Here Are Some Teams I Built And Results:
Industry: Dental/Medical Sales
Turned around the sales team by upgrading the talent, writing sales plans for each to follow, and spending 60% of my time in the field working with them. The team added 2,200 new commercial customers resulting in increased revenue in my region by +19% to $58.5M in the first year.
Industry: Retail Store Sales
Recruited a new commercial sales team to sell contracts to property management and hospitality companies. Turned around the retail sales team by upgrading the talent, training associates to sell on the floor, and the store’s pricing strategy and product mix. Increased revenue in my region from $94.4M to $165.5M over three years averaging 25% growth per year.
Industry: Consumer Products Sales
Increased revenue in my region every year, averaging 8% growth per year, in an industry that was being replaced by technology. My headquarter responsibility was selling to Costco, Viking (a division of Office Depot Supply), Price Club, Corporate Express, and dozens of regional wholesalers & retailers.
See Testimonials & Certification on LinkedIn
How Much Is Recruitment Services?
Every company, industry, location, and position is unique and requires research and analysis before we issue a quotation. My approach to working with a client is to work within their budget, with their team (local managers and HR professionals), and use technology to find and screen talent. If they need help with the process in the field, we can help.
FIXED RATE: Working on a retained basis means that we charge an upfront fee to our client to conduct a search. We will do all the frontend work that makes the campaign a success and deliver to your hiring managers a talent pool (3-5 recommended candidates along with the database of all that applied). We will operate on an exclusive basis meaning the job will only be filled through this recruitment company, not farmed out or sub-contracted.
CONTINGENT: Working on a contingency basis means that we charge a commission to our clients if and when they hire one of the candidates. When we work on a contingency basis, we prefer that 50% of that portion is payable upon hiring and the remaining 50% after the one-year mark.
Long Term Support
To help ensure that the person is a good fit and that they can do the job we help your local manager develop a 30-60-90 day sales plan with goals that the new hire is expected to exceed. It would benefit both of us to “trust but verify” that we have an “A Player”, right?
We will present the entire applicant database in an Excel spreadsheet or other formats that the client currently uses to store data so that you can use it later without having to learn new software or services.
Scope of Work:
- Writing job descriptions that attract attention and encourage application.
- Creating quality ads and landing pages using SEO, to rank high on job lists.
- Post jobs to the job boards, pay-per-click sites, and search engines.
- Proactively search on network sites, resume databanks, and more.
- Screen all the applications and gather the information you need.
- Present full contact info, resumes, background, and more.
Each job is unique and each client has different needs. Once we have the job we will create a custom proposal that will show how we will deliver results, on time and on budget.
Why Hire A Freelance Retained Recruiter
Connecting top sales producers with employers and recruiters. As a recruitment agency we search for the best candidates, screen them and refer them to clients to hire. Our specialty is finding top sales and marketing talent.
High-Quality Service Level
Power Sales Jobs as a retained recruiter has signed up to a high service level. Sometimes it can be challenging and these projects can be rather lengthy.
The Project Is Exclusive
Power Sales Jobs is focused on finding the best candidates, not on placing people. All the candidates that we source for you are exclusively yours. We do not send them to anyone else. We work for you and will identify the best person.
Respect For The Candidate
Sometimes candidates are asked to spend a lot of time answering questions on a form that turns many away. We limit our questions initially and circle back for a deeper understanding of what they offer. Our focus is on getting it right the first time.
Single Point Of Contact
Let’s face it, there will be times you will need to talk to someone about your job but when you have dozens of sites to deal with, that could be time-consuming. ONE CALL – Single Point of Contact saves time, and money and reduces aggravation.
Focus On Diversity
Many employers lack sufficient diversity in the overall makeup of their workforce to comply with the Title VII Civil Rights Act of 1964, and thus, are subject to costly disparity claims. Frankly, all of my teams’ successes have been on its diversity. Power Sales Jobs can help you build a high-performance, diverse sales organization.
Background Checking
Before we talk to a candidate, we will check their background (criminal, sex offender, social media exposure, and other background checks during pre-screening). It is not safe to engage and trust people today, without verifying beforehand. We do not conduct health or drug testing. Skill assessment tests are extra.
Our Guarantee
If you hire and the person leaves before one year let us know and we will find a replacement at not extra cost to you.
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