SALES CASE STUDIESThe companies we've delivered for

Banner Business Services

Banner Business Solutions have been working with Genesis for approximately 12 months since the relationship was established. Banner have placed 3 out of the latest 3 vacncacies so far, and they are now being looked at as a preferred recruitment partner for Genesis. The vacancy was found directly from the Sales Manager through networking.

The existing structure of the sales team focused a lot around account management so Banner wanted to introduce a new business hungry sales person for their Southern territory to solely focus on winning new business. The Hiring manager had been actively looking for a new business sales person for approx. 6months before I established contact with him. They’d used other agencies and advertised directly but he wasn’t finding suitable high quality candidates to fill the vacancy.  As the structure focused a lot around strong account management they were excelling in account growth and retention but were in danger of being exposed to their competitors in the market when it came to winning new business. By not having this position filled it was taking up a large proportion of the Hiring Managers time sourcing for the vacancy as well as trying to accommodate new business wins himself or through their account managers already in the business. 

Up until now, the main issue for Banner Business Solutions is the time and lack of quality of candidates. With a new business sales person in place they would be able to go to market focusing specifically on winning new accounts, which in turn would increase revenue and free up time from the Hiring Manager to return to his core responsibilities. Without this person in place it continued to occupy the hiring managers time sourcing for the vacancy and allow their competitors to grow in the market with little completion from Banner. The position was previously not filled because of lack of quality and experience in candidates.

The Vacancy

The vacancy was for the Business Development Manager, with core duties to hunt out new business enquiries across the South of England working towards a £500,000 annual target. Banner Business Solutions were looked for an industry relevant, new business hunter with proven experience of winning new business to a high level, a new business hunter attitude, am ambitious individual and one who strives to succeed.

The challenge when recruiting however, is identifying an individual with expierence of selling a similar level within just new business. Many competitor companies cover much smaller territories and combines new business with account management targets.

The Process

I had spoken with the Hiring Manager on a number of occasions for approximately 3 months before I’d been given the position to work on. I understood from lengthy discussion with him exactly what problems he’d been facing and therefore knew exactly what he was looking for.  When sourcing for the position I maintained regular phone contact, providing the Hiring Manager with regular updates and obtaining feedback from candidates in the process combined with my knowledge of the market to ensure a high quality candidate was introduced.

After qualifying the role in full detail I agreed with the Hiring Manager the SLAs and methods in which I would be using to introduce a suitable candidate to them. I followed this up with an email confirming the process.

To ensure maximum exposure the methods in which I used to source the vacancy included an existing database of contacts, ad response, CV searches and head hunting. All were effective however the successful candidate was one through my existing database of candidates.

Using the client’s key requirements for the position I was able to qualify from a long list of applicants the most suitable candidates and then shortlist to 4 to be screened by the Hiring Manager with follow up 2nd stage face to face meeting and presentation in front of the Sales Director.

What were the agreed KPI's and SLA's?

These were clearly outlined with the Hiring Manager from the outset and followed up by email to confirm. We agreed a shortlist of 4 candidates for 1st stage meeting within 5 days max, with interviews to commence the following week and an offer to be made by the end of the month.  All were adhered to and an offer was made before month end.

Deadlines, Timescales and Challenges

The deadlines were agreed dates for the shortlist of candidates, the 1st stage interviews, the follow up final meetings and an offer that had to be made by the end of the month.  These were all achieved.

There were no real challenges as we had a solid understanding of what the client was looking for and was able to use this to ensure quality candidates were introduced.

From the initial vacancy to an offer being made there was a 3 week window.

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