How To Hire Sales People With Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) is when a company outsources all or part of its hiring process to a third-party provider. This helps businesses find top talent efficiently while reducing hiring costs and time.

• RPO helps employers by leveraging industry expertise, technology, and data-driven strategies to attract qualified candidates. It streamlines recruitment, ensuring faster hires and better-quality candidates while improving overall workforce planning.
• Cost savings come from reducing the need for in-house recruiters, minimizing advertising expenses, and lowering turnover rates. With an RPO provider, companies optimize their hiring budgets and avoid costly hiring mistakes.
• RPO saves time by handling job postings, screening, interviews, and background checks. Employers focus on their core business while experts manage recruitment, ensuring a seamless and efficient hiring process.
• Reducing stress is key. RPO eliminates the burden of talent shortages, compliance issues, and inefficient hiring. Employers gain peace of mind knowing their recruitment is handled by specialists with proven success strategies.

RPO providers handle things like finding candidates, interviewing, onboarding, and planning, letting businesses concentrate on what they do best. This can lead to better candidates, faster hiring, and lower costs while also offering access to a bigger pool of talent.

The process is easy. Just send us the job to review, and within 24 hours, we will send you a detailed proposal on how we will find your talent.

1. SEND US THE JOB: That way we can review it and prepare our strategy to deliver results.

2. REVIEW OUR PROPOSAL: Within 24 hours, you will receive our plan. Please approve it.

3. INTERVIEW & HIRE: We will begin the work.

Every company, industry, location, and position is unique and requires research and analysis before we issue a quotation. My approach to working with clients is to work within their budget, with their team (local managers and HR professionals), and use technology to find and screen talent.

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 front-end work that makes the campaign successful and deliver to your hiring managers a talent pool (3-25 potential candidates and the database of all those who applied). We will operate exclusively, meaning the job will only be filled through this recruitment company, not farmed out or subcontracted.

CONTINGENT: Working on a contingency basis means that we charge a commission to our clients if and when they hire one of the candidates. We prefer that 50% of that portion be payable upon hiring and the remaining 50% after one year.

Here Are Some Teams I Built And Results:

Industry: Dental/Medical Sales Recruiting And 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.
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Industry: Retail Store Sales and Commercial 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.
SEE CASE STUDY

Industry: Consumer Products Sales

I increased revenue in my region every year, averaging 8% growth per year, in an industry that was being replaced by technology. My headquarters responsibility was selling to Costco, Viking (a division of Office Depot Supply), Price Club, Corporate Express, and dozens of regional wholesalers and retailers.
SEE CASE STUDY