How do we present the candidates to you?

The ideal salesperson is more than just a business card and deserves our in-depth attention.

We measure this via a competence matrix, a sales pitch video and a network portfolio.

Competence Matrix

This matrix provides a visual insight into and ranking of the individual core, functional and departmental competences.

5' Sales Pitch Video

Through a Sales Pitch, the candidate describes clearly and concisely what his/her DNA is, what drives him/her and what makes him/her unique.

Network Portfolio

Together with the candidate, we prepare an overview of the customer networks built up, from which you can observe development or specialisation in the sector and the type of customers at a glance.

Method

DNA

DNA

DNA make-up of position, company and candidate

Interview

Interview

In-depth questioning in order to identify driving forces, values, motivators, etc.

Evaluatie

Evaluation

  • DNA
  • 360° reference check
  • In-depth interview
  • Compile in the records
DISC-Analyse

DISC-Analysis

Assessment to gain an objective insight into the candidate’s work “mask”, basic anxieties, contributions to the organisation, motivations

Follow up

Follow up

Constant mentoring before, during and after the recruitment process

360°

Salespeople do not merely aspire to achieve good figures or want be the best in the team! It’s the way they arrive at their results that makes them unique. We obtain an overall picture via a 360° reference check with their customers, managers and colleagues.

In brief, this valuable collection of DNA items together with the 360° check provides us with a reliable picture of your future team member.

DNA

The DNA of a salesperson is unique. We search minutely for the “the iceberg” behind every candidate. What work “mask” do they put on if they do not reach their target figure, how do they contribute to a team, what are their motivations and basic anxieties, which underlying values, standards and convictions are at play?

Intensive process guidance

From drawing up the function and profile to guidance in the selection and follow-up discussions 3 and 6 months after the new employee starts work.

Both the candidate and the employer benefit from the intensive follow-up.

The candidate gets a full picture of the position, the expectations, the growth opportunities and the cultural values of the future employer.

References

Referenties

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