PHASE 6: RECRUITING

Once a qualified candidate has been identified, they are handed over to the recruiter to guide them through the end-to-end hiring process. Hire “A-Player” talent required to execute the go-to-market strategy for your company.

 

A coordinated administrative process assures that a consistent and objective analysis of each candidate is provided. A centralized effort eliminates confusion not only with the candidate, but within the organization as a whole.

Rapid Diagnostic

1. You follow a consistent candidate recruiting and selection process to hire top talent.

2. You have clearly defined roles and responsibilities for your recruiting process.

3. You have a sufficient budget allocated toward your recruiting of A-Player talent.

4. You have defined what an A-Player profile is and you actively recruit talent that most closely meets this standard.

5. Your recruiters understand the go-to-market strategy of your company and have designed their recruiting approach to align with that strategy.

6. All recruiting data and candidate pipeline information is centralized and managed in a single platform that is actively shared with all those involved in the recruiting process.

7. You have identified who is responsible for making a decision at the conclusion of the hiring process.

8. You have defined and follow a process of how well decisions be made at the end of the hiring process.

9. You continue to “sell to” a candidate after an offer is extended to ensure they accept the job.

10. A communication plan is in place to keep both the hiring manager and the candidates up-to-date on where each individual is in the recruiting process.

Deliverables

• Recruiting Methodology

• Recruiting Budget

• Recruiting Roles & Responsibilities

• Communication Plan

Go-To-Market Strategy
Where DEI Accountability Sits and How to Build a Foundation for Your Strategy
As many companies are starting to pursue sustainable and growing DEI strategies, including ours, people are wondering where does the responsibility lie? Many jump to the conclusion that DEI is a people initiative, so it should just fall within human...
Read More
Sales Strategy
A New Rep Profile: How Sales Leaders Are Evolving A-Players in 2021
Current State   The number of A-Players an org has can make or break a sales leader’s ability to make their number. This, of course, has remained constant through the pandemic (80/20 rule). Leaders grapple with not having enough A-players in their...
Read More
Marketing Strategy
How Leading CMOs Build Teams That Make the Number
CMOs commonly struggle with talent issues across marketing functions, more so than their counterparts in sales.  Being the benevolent leaders that they are, CMOs often explain this as a consequence of marketeers requiring deeper role specialization, technical skill requirements, data...
Read More
Sales Strategy
Why Sales Leaders Should Care About DEI
Traditionally, B2B sales teams are mostly dominated by men. Though female sales reps earn a base pay of 33% lower than male reps, women are still paid higher at a commission rate. In fact, in a study 86% of women...
Read More
View All Insights