SALES CASE STUDIESThe companies we've delivered for

Konica Minolta

Document Management Services and Solutions, Managed Print and Production

The vacancy came about as a result of the regional manager who contacted us directly, we also discussed with their Resourcing Manager to ensure we were fully breifed. For such a role a niche skillset was required. The longer someone is not in the role, the more it affects team target and the longer it was vacant, the more chance their competitors would start to take advantage of that.  It was therefore key to make sure this vacancy was filled not only within a certain timescale but to also make sure the right person was hired for the role who could hit the ground running. If the patch was to have been left vacant for a long time, their competitors would likely start targeting those customers.

The vacancy was for a Print Production Sales Specialist, with core duties including the sale of high volume production print solutions into the Graphics Arts market and Corporate Print Rooms. It was necessary to have someone who had previous experience selling high volume solutions into those markets.

The recruitment challenge here was to find to find the right candidate with a specialist skillset / experience.  It requires a headhunt approach quite often due to the lack of this calibre available on the open market.  

Solution

An initial telephone conversation qualified the role with both the resourcing manager as well as the hiring managers.Traditional methods which included advertising and CV searching as well as more modern methods such as networking and headhunting. Although niche types of candidates often require a headhunt approach, we have built up a very strong network of candidates in this market and we can usually expect strong candidates to come from our own network as they did in this instance. I did a 30-45 min structured phone interview / screening process where I would go through career history, previous successes and confirm their brag file to ensure a suitable match to client brief.  Candidates would then put forward to the client which included preparing a profile summary highlighting key points as to their suitability for the position.  Once invited in for interview, the next stage would be a face to face interview with the hiring manager followed by a further final stage interview with the Regional Manager which also included a competency based interview.

The hiring manager was very happy who I secured for him. He said he wished I could have found him sooner but was happy none the less.

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