SALES CASE STUDIESThe companies we've delivered for

Insight UK Ltd

Insight UK Ltd. have worked with Genesis for a number of years, and particualarly over the last 18 months are making Genesis one of the key recruitment partners. As part of the PSL, we were invited to a meeting with the Northern Sales Directors for them to pitch a project to us focussed on Client Directors.

Due to the market becoming more services led, Insight are making sure that they stay ahead of their competitors by recruiting more SLA based sales individuals to take the business to the next stage in their evolution as a services provider. They tasked their recruitment partners in finding a level of candidate that Insight had not recruited before, which without any comparisons is a tough task when they don’t know what the “ideal candidate” would be.

The main issue is about attracting the right candidates, Insight need to be seen as a services provider and not just a product shifter and candidates need educating on the journey Insight have been on over the last 5 years and furthermore where they are forecasted to grow to in the next 5 years. Not attracting the right kind of candidates would not raise the bar for quality. Such a vacancy has arisen because of this being a new project for Insight.

The Vacancy

The vacancy was for Client Director, with core duties of CxO level engagement within an existing account base that has a proven track record at a more transactional, product focussed level. Breaking down doors at a senior level and uncovering new opportunities, whether project based or contractual. Building partnerships to become a “trusted advisor” within these core client accounts.

The kind of client that was needed was someone with a consultative SLA based selling approach that has a proven track record in big ticket opportunities, winning contracted services at C-Level.

Attracting the right candidate

We met first a foremost and did a brain storming session to really get to grips with what the ideal person would look like. We had further follow up conversation over the phone to feed back on CV’s etc. We advised that we could send a broad mix of CVs across, all from the technology industry and at the right, consultative sales level, but not necessarily from typical competitors this time. We agreed 2 half days of interviews up front.

Then, we applied a considerable amount of resource to this project, with senior consultants and resourcers working on the role. We used the usual methods of advertising, e-marketing, tailored job boards and headhunting, with the majority of the candidates came from headhunting.

The Selection Process

We performed an initial screening call, then a further interview with a senior consultant, which covered off experience, why Insight and why this role, competency based questions and confirmation of all targets / achievements. Next was to get them through the testing process which includes a psychometric test and an aptitude test and then on to an interview with the client.

Deadlines and Challenges

We committed to interview days up front and delivered on these. The main challenge with this being a trial and error role, was that some of the candidates were not right, however both parties made it clear from the start that it was going to be a learning curve for both Genesis and Insight. 3 candidates have been placed within the business from the very first "brief" and since this we have been able to narrow down the brief and be more precise in our search moving forward.

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