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Reed Business Information

Reed Business Information

We have been working with Genesis for 12 months and have quickly become established as one of their preferred suppliers for Sales people. We were contacted directly by the Hiring Manager whom had been referred by another Manager we have worked with at RBI.

The vacancy arose upon expansion of the sales team new territory was outlined that required further attention. They had an existing Key Account Manager covering this territory, but required an Account Manager to expand further in terms of new business. By not having this individual in place it was consuming the Hiring Manager/ KAM’s time from time spent with existing accounts and other areas of growth. By having someone in this position it would increase their overall territorial coverage globally.

The main issue for recruitment is the time taken to interview and maintain coverage of this territory whilst managing the rest of the existing team. If this position were not filled, it could potentially reduce the territorial growth for the team and subsequent team expansion and development.

The position has previously not been filled because of candidates being unable to grasp concepts of their solutions, or not being compatible with selling into this territory or not being new business driven enough.

The Vacancy

The vacancy was for a french speaking account manager, with duties including working alongside the Key Account Manager focused within this territory in order to develop territory coverage, along with liaising with existing account base retaining and up-selling subscription products. They were looking for someone who had 2-3 years’ experience of selling data or software solutions into the financial sector, ideally high level (tier 1 financial institutions and corporates), who is fluent in French, both written and spoken with a proven success in generating new business opportunities from cold call through to close. Someone who is on their way up in terms of career, very driven and new business focused.

The challenge was the experience of selling similar level of solution in terms of complexity and previous experience of selling into target territory.

Finding the right candidate

To find the candidate, there was an initial telephone conversation to qualify the role, followed by a face to face meeting in order to get a comprehensive understanding of their core challenges, thoughts on initial candidates and where they could be improved.

Delivery of appropriate candidates was through full coverage in terms of candidates being sourced from our existing database, frequent advertisement, CV searching and headhunting techniques.

Sourcing Candidates

A combination of all 4 methods listed above (Exsiting candidates, ad response and headhunting). All 4 methods were effective, however the subsequent candidate was found from our own candidate network.

Selection Process

The selection process was via specific profile matching was the most important thing and key traits required in the candidates profile for them to be competent and successful within the role. If these were matched candidates were then fully screened internally.

The Interview Process

The interview process was an initial 45 minute telephone screening running through candidates full career history, and how they matched the key requirements for this role. If less than 3/5 were matched candidate would not be put forward for shortlist. Interview process consisted of an initial 30-40 minute telephone interview, if the candidate was successful they would then progress to a 15 minute literacy and numeracy assessment followed by an hour long face to face interview with Hiring Manager. Between this and final stage candidates were required to carry out an online psychometric test, before meeting with Hiring manager, Sales Director and Head of Sales for a role play and final presentation.

Meeting the Requirements

KPI's and SLA's were met by continual work on the vacancy, with scheduled updates on progress with the role and any challenges being faced.

Deadlines and Challenges

A deadline of updates were met, no deadline was set to fill vacancy. The main challenge was that we had a  lack of candidates due to profile specifics. This was understood by the client and with frequent updates, further candidates were sourced as and when they became available. The total process took 4 months.


A recommendation was given from the Recruitment Manager at RBI.

Our Account Manager at Genesis is one of the best recruitment consultants I have ever worked with. Having been in the recruitment industry for quite some time it is always refreshing when you meet an agent who clearly understands the complexities of the business and what we require in a good candidate. They have had success after success with the team here at 
Reed Business Information and these are very difficult roles to fill. 

They take time to listen to the needs of the brands and the line managers and even when candidates are sometimes unsuccessful they have the tenacity to continue her search and find us the right people. 
When a sales role is signed off they are the first consultant I think of briefing and you can always tell their candidates have been thoroughly briefed on the positions that they are being put forward for and I can rely on them to always be professional in agency briefings. 

Want to find out more ?

Speak to the Genesis Sales Team today to find out what we can do for your business.

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