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The search and selection of a Sales Director is a complex process, since he or she is a figure with a great responsibility, whose main task is to ensure the achievement of sales budgets planned and agreed with top management. He or she is a key figure in all companies, but he or she acquires a decisive role in those organisations that are more market-oriented, i.e. that do not only focus on product quality to develop sales, but also on a series of well defined sales policies and structured and consolidated marketing strategies.
This is why when searching for and selecting a Sales Director it is necessary to evaluate a series of aspects that also depend on the type of company for which such a professional figure is required, be it a small or a large company. For small companies, in fact, a Sales Director often plays several roles, also related to the promotion of products according to different commercial strategies and according to the type of market of reference. Of course, in this case it becomes necessary for this figure to be familiar with the study of these markets and with the different techniques for defining the possible commercial strategies to be used. In reality, on the other hand, the duties of the Sales Director seem to be reduced while the organisational commitments aimed at achieving sales objectives increase.
We can therefore summarize what the main skills needed to apply for the role of Sales Director should be:
Obviously, in the previous paragraphs, no precise rules have been defined, but generic guidelines, which may vary from company to company depending on the size and the reference market.
Unlike other professional figures of lesser responsibility, that of the Commercial Director is a role that is usually reached after a certain age. The motivations are often linked to the acquisition of extra-curricular skills, i.e. linked to previous experience in sectors that allow you to acquire extensive knowledge of general markets and some in particular. If, in fact, the research and selection of a Sales Director must focus on a series of characteristics and skills, given the particular role that he plays within a company, it is essential that his knowledge in specific markets, i.e. those closely related to business activities, is excellent. A degree in economics, linguistics or similar disciplines or the presence of titles related to the type of work performed are certainly fundamental elements but, often, they may not be sufficient if you do not have continuously updated skills in the specific sector of reference.
One of the main tasks of a Sales Director may be to develop marketing plans through which the use of the resources for which he is responsible must be defined. Of course, in order to carry out this activity with competence, it becomes necessary to present high skills in data analysis, which allow to recognize and evaluate any problems related to the sales policy adopted. Such an executive must be able to objectively recognize what the results achieved are, setting time targets to be defined according to the characteristics of the company, the sector in which it operates and the markets themselves. Data analysis therefore becomes a fundamental tool for evaluating the performance achieved and, therefore, also the effectiveness of the strategies adopted.
The characteristics of a Sales Director are above all those related to versatility, i.e. the ability to deal with different markets in order to better define the commercial strategies to be adopted. He or she must have knowledge of how to promote the company’s products, whether through classic channels or through the network. In order to be able to plan the best sales strategies, i.e. to guarantee the sale of the company’s products in an efficient and fruitful way, it must be able to draw up action plans concerning the organization of human and economic resources, it must provide the right directives to the individual components of the company’s sales network, and organize and analyze the different steps to be taken to achieve the intermediate objectives capable of bringing sales to the set target. In addition, it must always have the objectivity to evaluate the routes taken in such a way as to understand any errors during the journey and be ready to modify a strategy that is not able to guarantee sales suitable for what is required for the success of the company.
The Sales Director is responsible for the economic resources to be used both for the growth of its employees and for the strictly commercial aspect, using the resources available to increase distribution channels, expand the clientele or even enter new markets.
When searching for and selecting a Sales Director it is necessary to evaluate the leadership skills of the candidates. A good Sales Director, in fact, must know how to manage the human resources operating in his sector and, at the same time, must know how to motivate them to create a close-knit, competent and competitive team. For this reason, he or she will be able to stimulate his or her collaborators towards curiosity and training, for regular updating in the various areas of competence.
Knowledge of English is one of the most important requirements when sending an application to a company: even if not all companies have foreign relations, it cannot be denied that most of the news and information about the markets that you find on the web or in major magazines is in English. For this reason, in order to be up to date and able to understand the market trends in your sector, knowledge of the language is a must. Among the most appreciated languages in the business sector are certainly Chinese, French, German and Spanish, but as you can imagine the need to know one language or the other is closely related to the type of market in which the company operates.
We hope that this article has been to your liking and for further clarification you can always write us at: info@easytalent.it.
The search for commercial agents aims to select a professional with skills that can work in contact with companies from which it receives exclusive or multiple mandates to sell products or services.
The commercial agent is a VAT registered entrepreneur who receives a mandate from one or more companies to represent them in promoting and selling a range of products or services.
The commercial agent is a self-employed worker with no time constraints, and bases his or her productive effectiveness on competence and the ability to establish personal relationships based on collaboration and trust between the parties.
The work of the commercial agent is not subject to subordinate bargaining, in fact companies rely on this professional profile because of the versatility of the figure.
The commercial agent regulates himself or herself and organizes himself or ferself, keeping in mind the interests of the mandated company and the logic of turnover, the seller earns on the basis of a reimbursement of expenses (not always applicable) and the recognized percentages on sales. The commercial agent has in his or her mission the interest to produce and generate turnover, but with the utmost respect for the brand represented, transparency and fairness of relationships.
The search for sales agents aims to identify profiles to which companies can give a multiple mandate with multiple products or an assignment dedicated to a single sector. The activity of the sales agent can be directed to other companies, to wholesale, but also to retail or sale to private individuals.
The contract linking the agent with a company can be of the single or multiple agent type. In the first case the agents promote only one company. Multi-firm agents fully carry out their task as autonomous commercial entrepreneurs, being able to represent several companies and dedicating themselves to sales and promotion only, and to deal with them in a relationship linked to the commercial function.
The answer is trivial: all companies that need to offer the best products or services with a targeted action to possible buyers do so. The commercial network, structured with commercial agents rooted in the territory, can generate a considerable increase in sales. A commercial organization structured with valid professionals in the sector optimizes, makes effective and economic the relationship between the resources employed and the results obtained.
Companies that look for agents do so in order to obtain advantages in the commercial network, without standardized economic commitments. Companies that have an extensive network of commercial agents can achieve an excellent presentation of the product or service sold, the brand in this way is present in all territorial markets.
For these reasons many companies are always looking for commercial agents. The commercial agent is the strategic engine to build a sales network that implements the total turnover of its business.
To create an effective sales network you need to start by searching for sales agents, to select skilled and motivated salespeople. It is not a simple and short process, but it is the result of long, consolidated and structured work over time and years, made of relationships based on trust and correct communication between the parties.
In order to produce a significant increase in sales, which is the main purpose of the sales network, it is assumed that an effective sales model and technique common to all members of the organization will be put in place.
The network is based on a defined chain of command and must be organised with a clear management basis. Qualified sellers can only work best and generate profits for the company if the chain is functional and without hesitation. In fact a sales network can work perfectly and give optimal results for sales, only if it is organized correctly and if it rests on a solid management base.
Generating an effective sales network is the synergistic fruit of several components.
Mere research is not enough to automatically increase sales and turnover, several synergistic and coordinated actions are needed, including the training of sales staff and management effectiveness.
An effective and productive sales network requires a number of agents who are properly trained and have consolidated experience. Training is often disregarded within structured sales organizations, this “denialist” attitude starts from a cultural background that sees companies willing to reduce costs wrongly considered useless.
On the other hand, even the most experienced commercial agents have little appetite for lifelong and continuous learning.
Training is very often understood as a cost of abatement and the direct correlation with the company’s core business is not understood. A training investment in human resources can have positive economic effects for the company.
This virtuous process also aims at the qualification of the sales network, which will be motivated and increasingly productive.
In order to implement an effective sales network, the following processes must be regulated:
(a) study of salary levels and competition;
(b) cost planning;
(c) sales management (training of sales staff, sales policies and marketing policies).
Remuneration is one of the motivational elements with which a commercial agent chooses to respond to a job offer. The company that needs to expand its sales network, in some cases, needs to verify what the market offers in terms of remuneration, and what kind of offer could push a qualified commercial agent to accept a collaboration mandate.
On the web there are a lot of searches of sales agents in place every day, many remain unsuccessful, valid sellers with experience available on the market are inferior to the offer and related selections.
The search for commercial agents is bound to remain ineffective, or would give poor results, if the economic offer was not interesting for an experienced seller. Knowing what demand wants is a good way to modulate a successful agent search. Knowing what the pay levels of competitors are, is also useful to quantify the investments to be allocated to the structuring of an effective sales network.
The network does not feed itself economically, but must be encouraged with attractive benefits and incentives that motivate and bring the best professionals closer to the proposal submitted to the market.
The best sellers are always looking for the best structured companies, able to support their commitment with economic rewards of various kinds. Companies in the search for sales agents stimulate the interest of sellers with economic offers that include numerous formulas, ranging from percentage commissions, coverage of all expenses, the company’s car equipment, or a secure and loyal customer package and a whole range of other rewards.
The search for commercial agents is a true Far West and sees the proliferation of many offers to encourage membership of the network of the best commercial sellers on the market.
We can say that the less experienced or novice seller is more willing to take risks and experiment with compensation solutions, but in the abstract it would give less guarantees on short and medium term results. The experienced seller looks for immediate guarantees and probably gives results in the short term, but also has less willingness to innovate and self-forming.
Investing in new profiles is always a risk, but it is a more permeable profile to take in new ideas, experiment and follow training courses.
Choosing a poorly structured profile in a search for commercial agents could become a long term bet, but not all companies can wait and decline their turnover expectations over a long period of time. Many companies do not even have the structure to invest in young people and to train agents.
Investing in training is always an element of success. Sales agents in a sales network cannot use specific car sales strategies or the result of consolidated but empirical experience.
Commercial networks, designed with a capillary structure of duly trained agents, able to use common, effective and functional sales strategies and systems, are advantaged.
A company that invests in the sales network, in training and marketing strategies, obtains sure results in the effective structuring of sales processes.
A company must have all these aspects clear in order to motivate sellers.
The selection of sales agents is the result of targeted recruitment campaigns. We will see what are the techniques for the search of the best professional profiles, actions that must be preceded by valid preparatory steps that we have illustrated in summary in the article.
The databases of commercial agents facilitate the task in the search because they present the profiles of agents divided by sector and market of operation. The databases also offer details on the experience and turnover obtained in previous services and collaborations with similar companies.
In order to carry out a search for commercial agents, it is necessary to have a clear idea of the profile to be searched for, perhaps even with possible and minimal variations. It is not always easy to find exactly which profile you have found on the market. The identification and definition of the profile is the fundamental phase in the search, from there starts the possible success of the action.
The professional profile of the agent once defined is functional for the research carried out by the company on its own. Even more so if you rely on an intermediary company operating in the human resources sector, in this case the information must be made available immediately to make the activity effective.
Only then can an advantageous search strategy calibrated to the identified profile, in this case the commercial agent, be put in place. The research strategy is not unambiguous, it may involve combined and synergetic actions using multiple levels of communication and tools, both traditional and also using information and communication technologies.
Generally, the process of searching and selecting commercial agents consists of the following steps:
(a) collection of applications from commercial agents;
(b) analysis of applications;
(c) selection interviews.
To manage this phase we use databases of commercial agents, publication of job offers and non-traditional tools such as search engines, which have long since launched content to promote targeted advertising campaigns, with which you can define the target audience, the message does not come to everyone, but selectively based on the interests of users.
This work of managing and selecting applications is not a service available and organized in some companies, also because it requires specialized training that finds a poor place in other periods of the production, commercial and management cycle.
In our case, in order to analyse the applications received, we use cutting-edge recruitment tools, where the best profiles are selected and sent to an online form with specific questions, with which the professional skills that the candidate possesses can be verified in relation to the job offer requested and further skimming. With these technological tools you can evaluate at the same time and quickly thousands of applications that would normally require a huge and long job.
Direct in-presence contact through an interview is the definitive aspect that makes the difference in the decision and the choice of the commercial agent who can best fill the role.
At this step it is necessary that a sufficient number of applications arrive to allow the recruiter to perform his job competency examiner role in the best possible way.
The work carried out should give rise to a document with which the seller is presented, together with the curriculum vitae, to the manager of the company that is looking for agents.
Opening an office abroad requires substantial investment as well as continuous presence at international trade fairs. It is possible to overcome these necessary and huge investments in order to internationalize a company, with the search for commercial agents and partners working abroad or playing the role of distributors abroad.
Small and medium enterprises can try to be present on international markets by searching for commercial agents and profiles working abroad. In this way it is possible to place services or products on the best reference markets worldwide.
We realize that the subject is a rather broad one and certainly a single article can hardly be exhaustive and answer all the perplexities or curiosities. For this reason we remain available for any request for clarification.
An Export Manager is responsible for structuring sales and distribution networks in foreign markets and this role includes various skills:
a) marketing and analysis skills;
b) sales skills;
d) language skills;
e) relational and managerial skills.
An Export Manager is able to analyze the sales potential of a product or service by establishing the quantitative and qualitative characteristics of demand. He knows the basic principles of marketing, such as segmentation techniques, and is able to plan, structure and implement marketing campaigns that aim to increase demand. This is not just theoretical knowledge, but practical skills acquired “with sweat” in the field.
In the selection of an Export Manager it is necessary to identify profiles that have the skills described in the previous paragraph, otherwise anyone who tries in this role, without an in-depth knowledge of the marketing discipline, could run into considerable difficulties. In an interview to select such a figure, it is certainly necessary to deepen the candidate’s ability to develop concrete and feasible marketing and sales plans, developed on the basis of precise market analysis.
Often an Export Manager is in charge of directly managing directional customers, i.e. customers of a certain importance and who generate a significant turnover. It is a profile with considerable sales skills, at least in the following areas: development of interpersonal relationships, networking, sales techniques and negotiation.
In some cases this figure also has the task of training the sales or distribution network on commercial issues and, if he is not prepared in sales in general and if he is not a good salesperson himself, he is unlikely to succeed in this area.
In the selection of Export Manager it is therefore necessary to identify profiles that in their past work have demonstrated in the field the ability to acquire important customers or manage difficult negotiations.
There is a system for classifying knowledge of foreign languages (European Framework of Reference for Languages). According to this document it is clear what should be the minimum level of knowledge required for those acting as Export Manager.
Usually the CV writer indicates the level of knowledge of a foreign language according to the European Framework of Reference, however, during the selection phase it is necessary to ascertain the actual knowledge (through written and dialogue tests). When selecting an Export Manager it is important to identify profiles who know more languages (at least English) in order not to preclude the possibility of using the same figure to approach more markets, even those that at this time seem uninteresting.
The role of Export Manager includes the ability to manage and motivate sales and distribution networks, but not only. To build a commercial network operating abroad, you must be able to select, train, guide and motivate a multitude of sales agents, sellers, importers, distributors, etc.. In the absence of adequate professional skills and experience, this is a rather difficult task to perform.
The skills outlined above can be taken into account to establish which criteria to use to select an Export Manager, however in some cases it is essential to identify profiles with consolidated experience in specific market segments and who have acquired networks of structured relationships.
In the hope of having provided you with some useful advice, we are always available for further clarification. Our email address is: info@easytalent.it.
In the research and selection of a .net developer it is certainly essential to take into account the skills and previous experience in programming the languages supported by this technology, but also management and communication skills.
The .net developer is a highly requested figure in the job market, and probably the demand for this kind of profile is higher than the availability of good programmers.
He or she is a professional who works in a team and symmetrically with other key figures, such as the developer of web graphical user interfaces. In fact, the .net developer does not always design the graphic part of a website or a web application. The professional figure mainly designs and develops applications and websites dealing with the source code and databases.
In the search and selection of a .net developer we look for a figure able to develop the structure behind a web application (in this case we refer to the back-end developer), but also to follow and take care of the external and visible part with which users interact (in this case we refer to the full-stack developer, i.e. a complete developer, both server and client side).
The figure of the .net developer is very requested by the market and it is essential to search and select profiles with the right professional experience and who know how to master the specific tools of web development.
The competences mentioned in the two previous paragraphs.
Please note that these are indicative lists and that the actual skills required for each of the above roles vary according to the type of profile sought.
The job opportunities for a .net developer are many, in fact the job market is always looking for similar profiles, which are normally engaged with different types of professional relationship; specifically how:
The rewards are really interesting and place the .net developer among the emerging professions and among the most sought-after roles by young people, taking into account that the sector is constantly expanding. It goes without saying that the expertise of the professional determines the amount of compensation.
To encourage professionals with the required skills, some companies (who are looking for .net developers) offer flexible or partially flexible ways of working, which include the possibility of managing projects by working remotely.
There are particular figures with even empirical training, but in most cases those involved in development through .net technology have followed an orthodox training path.
Frequently companies looking for .net developers require a bachelor’s or master’s degree in computer engineering or alternatively the presence of certificates that highlight the mastery of specific programming languages.
The sector is constantly evolving and developing and in order to be competitive it is necessary to continuously update.
In addition to specific technical skills, in the search and selection of a .net developer is required the ability to work in a team and to communicate easily with internal (colleagues) or external (customers and suppliers) interfaces.
Other criteria that it is fundamental to take into consideration when evaluating professional profiles in the sector are: the passion for the IT sector, the possibility to test new applications in contexts of great technological appeal and good prospects for professional and economic progression.
The figure of the .net developer is in great demand, so much so that many companies on the market are looking for this professional profile. The market is expanding; there are offers that come from both small companies and multinationals; the market of start-ups is very lively and by nature they need innovative solutions to start up and be competitive.
According to our experience it is very difficult to search and select the figure of the .net developer, unless structured recruitment processes are used.
When you start working in the sales sector you will immediately realize that there are some professionals who seem to be better suited to this type of work than others who, while working with all their means, are never able to achieve the desired results. However, although some have an innate predisposition to certain jobs, including that of salesman, it should be emphasized that there are many skills (characteristics of sellers) that can be acquired over time, learning from the best and trying to eliminate or limit their weaknesses, both character and professional. To do this, it is necessary to understand what are the ten main characteristics of a good professional in the field of sales and that, in most cases, are precisely those that are required from candidates during a selection interview for salespeople.
Below is a list of some of the main characteristics of salespeople.
The organization of a salesperson is one of the features that is best evident from the selection phase. The candidate who knows how to organize himself presents himself with the utmost punctuality and precision, bringing with him all the material he may need to present himself and his previous work and to highlight his qualities. During the working days he knows how to work in a systematic way, fixing a number of appointments that he or she is able to manage and always keeping some free time to face possible emergencies, inconveniences and personal needs. These include meetings, refresher courses and congresses where the salesperson can come into contact with different realities, fundamental for a continuous growth in his or her field of interest.
Whoever wants to sell must also be able to do it. For this reason it is always necessary to keep up to date on your product and those of competitors, so that you always have clear what to say to the customer, preventing his questions and always answering them safely and decisively. There is nothing worse than a salesman who knows how to talk only about his product without having expertise in markets that offer similar solutions, but never the same. The differences are those on which the salesperson must be able to focus but, in order to know how to do it, he must have a thorough knowledge of them. During a selection for salespeople will be easy to understand if the candidates are interested and passionate about the work they do and if they are able to make the recruiter curious about the product or if they have only a sterile knowledge, not very useful for the sale.
Surely experience is fundamental to be able to have a good mastery of the work. However, even when you are a beginner, it is important never to show yourself as an amateur, let alone as a schoolboy who is repeating a lesson by heart. In order to be able to sell your product and to arouse interest in the buyer you also need to be able to show your competence and preparation. A customer will be much more inclined to buy a product from a skilled and prepared salesperson rather than one who is clumsy and repeats the characteristics of the items he or she intends to sell. Once again, experience is flanked by knowledge, which allows you to illustrate with greater knowledge not only your goods, but also the differences with respect to competing products and positions within the markets of reference.
Language property is one of the main characteristics of sellers that is evaluated during a selection interview. You cannot think that you can sell a product if you are not able to use correct language, which is colloquial but at the same time, if necessary, characterized by technical terminology. Language ownership is not only essential for the sale of products or services: it is a key element when it comes to being able to handle criticism or objections from buyers. When you want to become a successful salesperson, you need to be aware of a number of sales techniques that affect language, the use of terms and ways of conversations that inspire confidence and aim to be positive. Dryly contesting the customer’s objections is never the right option: leading the conversation towards a direction of open-mindedness and, above all, being customer-friendly becomes a way to regain the possibility of dialogue.
In his career, a salesman will have successes and failures. Needless to deny that, especially at the beginning, failures will probably be very frequent: and yet at each new sale the professional will know how to self-manage his mood and his emotions to start all over again, without negative influences from a previous failure. If you have the right sales technique and have planned the different strategies to be implemented, failures are anticipated, so they don’t have to affect your conduct, your mood and your relationship with other customers.
Closely connected with the ability to manage one’s own work, successes and failures, there is the ability to always be in a good mood. This factor can also be easily assessed during an interview for the selection of salespeople: needless to say that showing up with a smile and self-confidence at the job interview allows you to assess the candidate in the best possible way. In the same way, a client will be more well disposed towards the salesperson if he or she presents himself with a serene and smiling face. Even in times of tension, for any discussions with customers who are not satisfied with the products or with people who prefer to use competing brands, being able to keep in a good mood is not only a way to avoid creating further critical issues with the customer, but above all it is essential not to be influenced on subsequent appointments.
A high level salesman is not able to lie: this means that he himself or she herself must firmly believe in the product he or she promotes. That’s why when you pass the selection of salespeople, companies do training courses to teach not so much how to sell, but to know the qualities, the merits and the defects of their products, because only a deep knowledge is able to make the salespeople first to understand the quality of what you propose. Needless to say, if the seller is not convinced of what he or she says to promote his or her products or services, he or she will hardly be able to convince others.
The good salesperson is not the one who learns to sing his own presentation and hopes in this way to convince the customer. Already during the selection phase of salespeople, candidates who know how to highlight that they are able to listen to customers and their needs will have more space than those who only know how to repeat the same rhyme over and over again. The successful seller, in fact, before sterilely proposing his or her product knows how to listen to customers’ needs, in order to tailor his or her offer to their needs. To understand the importance of this point, just think of the different types of people who may be interested in a particular article: the more experienced ones will want to know specific details, the less experienced ones will have more general questions to ask. The salespeople will be able to listen to everyone, answering technical or non-technical questions in order to satisfy the requests of those who are interested.
One of the main elements of a salesman’s success is his or her versatility, not only in being able to present and represent different types of products, but especially in being able to dress different clothes, i.e. playing different roles as needed. When you make a selection for salespeople, in fact, you do not only evaluate the ability to sell, i.e. communication that the candidate can show. Other aspects must also be taken into consideration. The successful salesperson, in fact, must have good administrative knowledge, in order to be able to close a contract and answer questions related to it; he or she must be a good technician, able to highlight the characteristics and qualities of the product; he or she must be empathetic, in order to understand how to approach a new customer and, above all, when he or she must aim at customer loyalty. This is why when we talk about a salesperson we are actually talking about a complete and complex figure, able to play different roles according to needs.
Probably it seems a superfluous point but instead it represents the fundamental one: a successful salesperson must be above all a person who loves his or her job, satisfied with his skills but at the same time never tired of learning new techniques and methodologies to keep up to date with the products on the market and, above all, with sales strategies, both technical and economic factors and the more strictly human ones, in order to understand customers and get more in tune with their real needs.
The selection of salespeople involves the evaluation of a number of aspects (characteristics of sellers), not all of which are easily recognizable. Moreover, it is undeniable that some of the aspects that characterize a good salespeople are innate while others are bought with experience and study. This is why it is essential to evaluate a candidate from different points of view, not only for his or her previous experience, ability to speak or technical knowledge of the articles to be promoted.
CFO is the English acronym for Chief Financial Officer, in short the financial director of a company. By better articulating the reflection is the manager of all financial activity. The CFO is the decision engine of a company for all the strategic actions that will determine its systemic vision, with the implementation of decisions that make the best use of the financial, structural and human resources of a start-up or a consolidated organization.
The search and selection of a CFO is a crucial step for a company as it can determine its success and development possibilities.
The company profile of the management is not the same and varies according to the structure of a company and its presence on the market. The CFO of a market leader company can not be the same as a start-up.
In a start-up the CFO must start the company from the ground up, in a consolidated company, on the other hand, this process is started, the management is trained and defined and in all of them the production processes and the objectives to be achieved are clear, expectations can be strengthened, the bar of objectives can be raised, the company organisation and the relative productive and working wellbeing can be modernised and improved.
In a start-up, the CFO must outline the business goals, identify weaknesses to turn them into goals to be improved through short, medium and long term objectives with the improvement of processes to achieve the final result of business growth.
The primary skills of a CFO are focused on readiness and speed of decision making, specifically in the quality of communication that must be clear and authoritative. Financial decisions always have an impact with a company’s internal and external stakeholders.
Any decision with economic implications that requires integrated models to be put in place as a result of financial decisions must be recounted and explained to illustrate the rationale behind the measures.
Financial decisions must be shared with stakeholders in a transparent manner, only then will the CFO gain the trust of the company. An honest relationship and a clear narrative of decisions creates a climate of trust and well-being that is the basis for achieving the goals set in the light of financial models promoted by the director and the company (CFO).
In the search and selection of a CFO, among the basic skills that must be sought, at the forefront is the ability to communicate effectively to the chain of command and to all stakeholders the logic that oversee every decision.
When hiring a financial manager, an entrepreneur must evaluate his or her ability to establish a collaborative relationship with everyone, based on transparency of actions and on a correct comparison and dialogue between the parties.
The director’s mission is intensified in the ability to find financial coverage for the development of a business project. Shareholders and company owners have a project in mind that they want to implement with the help of an expert in economic and financial affairs.
Each company, in the initial phase of development, concentrates responsibility for financial aspects in the hands of the owner and a team identified by him that collaborates on the basis of the property’s indications.
As soon as a business activity reaches a consolidated level and a recognized presence in the relevant market, it becomes attractive and arouses the interests of all, at this precise moment financial and treasury aspects need an overall strategic vision that optimizes decision-making processes.
At this precise moment, the search for and selection of CFOs becomes fundamental and their presence in the organizational management, as far as the financial aspects are concerned, can determine the success of a company.
The role of the CFO is perceived even more in its strategic importance, in an economic phase of the global market where changes are sudden.
Changes need to be interpreted and creative responses with financial repercussions, involving all sectors of the company to face all the challenges and opportunities of the market.
The financial management of a private company and in the public sector is an integrated and systemic part of an organization and decision-making process.
Financial management is part of the “management focus”, the financial manager takes decisions together with the team and gives his or her opinion when the decision-making process is defined and not afterwards, at the end of an already defined decision.
In the search and selection of a CFO you must take into account the educational and human background of the profile you require.
It is useful to have the ability to accept challenges that go beyond one’s financial management tasks alone, but that in the long term become opportunities to create a climate of trust with the company components that can then be transformed into profitable and productive collaborations.
In order to find the right person for this role and initiate the search and selection of a CFO, a targeted search must be carried out. The required profile must have both specific and technical skills.
The search and selection of a CFO at a glance must be taken into consideration:
Technical skills are part of the educational background of the profile and the course of study. Relational skills are part of the broader spectrum of attitudes, where communication skills are perhaps the most important that allows you to relate with others with an innate role of leadership.
In the search and selection of a CFO, the candidate’s past experience is always evaluated. Some may also bet and bet on a young profile.
The high financial and economic responsibilities, require a profile structured on consoled experience able to manage resources effectively, efficiently and economically in order to develop the company’s business.
The optimal structure of the curriculum becomes necessary, it must be descriptive not only in the training part, but also highlight the previous experience in the field.
In the research and selection of a CFO very often the properties always evaluate the experience gained in the field, with respect either to the training and theoretical knowledge that are fundamental.
The search for a CAD designer to fill the role must be targeted to identify a professional with technical, training and human skills appropriate to individual needs.
The mechanical designer uses the CAD system (Computer Aided Design) to design or graphically represent specific machines, plants, assemblies or specific parts.
Within companies the mechanical designer or the CAD designer works as:
The requirements to be taken into consideration for the search and selection of a CAD designer are the following:
Training is basic for a mechanical CAD designer. A continuous training path must be articulated immediately after the basic entrance qualification of the secondary school diploma in technical industrial and mechanical engineering. Companies often require professional profiles with a degree in mechanical engineering.
Here are the useful training paths to practice the profession of CAD designer:
Drawing and design with CAD tools is not just the graphic processing of mechanical parts. Human imagination and creativity make all the difference. The mechanical designer must develop the technical drawings taking into account any construction or usage problems that may arise. The ability to transform a criticality into creative and attractive solutions that facilitate subsequent construction and production activities is necessary.
The CAD designer, in addition to mastering 2D and 3D design software, must be able to read a project and graphically represent it according to all the international rules that unify the contents of drawings. The specific sector of the CAD designer, being highly technological, can not exaggerate from a particular attention to the updating and testing of new digital tools.
The selection of a mechanical designer must also take into account linguistic knowledge: some projects must be communicated and presented before production to the managers of the industrial cycle, both Italian and foreign. The linguistic mastery and communicative competence in foreign languages is always a factor taken into great consideration in the research and selection of a CAD designer.
In a precise and targeted research of a CAD designer, the previous experience, curriculum and design references of the professional are always taken into consideration. The task of the designer is not limited to the design, but interacts with the company and with the various departments of production to listen to the demands of the sales sector, which are the objective thermometer of the demands and market demand. To have an experiential progress in the management of the relationships between the parties, must not be only a declared assumption as intent, but a need for an objective and documented past experience. Having a solid design curriculum makes the difference for interested candidates who respond to the search and selection of a CAD designer.
The skills needed to carry out the activity of CAD designer at a glance are the following:
The experienced designer easily finds work:
All these requirements increase the job and employment opportunities, increasing the search and selection of CAD designers with important career prospects to become design managers in medium and large companies.
Can you create a sales network easily? No, not easily. In fact, the creation of a sales network is a structured and articulated process, which cannot be reduced to the simple publication of job offers within specialized sites.
In this article we will try to treat, in a non-exhaustive but only indicative way (it would take a whole book to exhaust the subject), what steps are necessary to take to create a sales network.
Here they are:
1) competition analysis and remuneration study;
2) definition of sales strategies and methods;
3) implementation of research and selection campaigns;
4) sales network management.
In order to create an effective sales network in a number of cases it may be necessary to carry out a remuneration study, the purpose of which is to determine precisely what type of job offer and remuneration is capable of motivating a salesperson to seriously consider a business cooperation proposal. Why is this sometimes necessary? The reason is quite simple: the availability on the market of salespeople is lower than the demand, in fact it is enough to observe the countless job offers on the web for sales roles, which very often even remain unnoticed.
The search and selection of new salespeople may be difficult or may produce poor results if you are unable to offer an economically attractive job offer for a salesperson, which is why it may be necessary to conduct a salary study and determine the economic investment that needs to be financed in order to create a sales network. The most qualified salespeople are looking for companies that are able to make suitable economic offers and this may include one or more of the following forms of remuneration: allocation of a customer portfolio; commission fee; expense reimbursement; rewards and incentives, etc.
The following questions should be asked before considering investing resources to create a sales network: “How are salespeople in this sector generally paid by the best players in the market? Or: “What kind of job offer could be interesting for a salesperson?” And also: “What kind of company is considered a coveted job by salespeople in this sector? Why?”
Companies that use effective and functional sales strategies and systems are facilitated in the task of building a sales network. You cannot ask a salesperson to make months of cold calls or dozens and dozens of visits to acquire a few customers for a risky commission fee. Unfortunately, this also happens.
Coding sales strategies and systems means:
1) define in a precise and accurate way a market target potentially interested in the products / services offered;
2) developing systems to create contacts and relationships with the defined target (telemarketing, lead generation, fairs and events, etc.);
3) develop systems to sell effectively (sales techniques);
4) make sure that the above points determine satisfactory economic results for the sales network.
Companies with unclear ideas about points 1) to 4) are hardly able to motivate good salespeople to accept concrete job offers, in fact, during a selection interview a salesperson wants to understand the nature of the business in simple, practical and concrete terms. Therefore, from the very first contact with a salesperson, it should be possible to provide clear information on the above points, such as the average indicative commission volume that a salesperson receives. This article published in our blog can further clarify ideas about the expectations of a salesperson who is offered a job offer.
Various communication tools and channels can be used to create a sales network; the best known are: 1) publication of job offers in specialized sites, 2) use of databases of salespeople. For the search and selection of salespeople, we prefer to use specific databases, because they allow direct access to business profiles operating in specific market sectors.
The management of a sales network is just as important as the search and selection of commercial profiles: in fact, a badly managed sales network can completely compromise the efforts made in searching and selecting valid sales agents and sellers. Managing a sales network means being able to train, organize and motivate a group of salespeople and these are aspects that are difficult to improvise.
We hope that this article has been to your liking and for further clarification you can always write to us: info@easytalent.it.
The search and selection of CNC lathe operators is quite complex and requires to identify profiles with specialized skills.
This role can grow in a company organization, with the possibility of holding various positions up to that of head of department, passing from the shift manager.
The answer in brief could be this: he is the lathe operator who works with the computerized numerical control (CNC). It is the technological evolution of the manual lathe.
The manual lathe operator works a piece of iron, wood, stone or other material, removing excess material with a rotating mechanism that makes the “raw” piece turn by impacting on a tool. The workpiece is fixed to a “spindle” to be machined in the best possible way.
The CNC lathe operator uses a computerized numerical control lathe and processes a part in automatic mode, according to the indications that the operator has inserted in the software (programming on board the machine). They are specialists who find employment in industry and particularly in the mechanical sector, where the role and skills of the CNC lathe operator are highly appreciated.
Computerized numerical control technology is used in many production sectors and allows to work metal, wood and a myriad of other materials and is used both in industrial mass production and in niche artisan production.
A lathe operator may be able to use computerized lathe models and/or master the essence of the manual lathe.
The lathe operator is a highly specialized employee, able to obtain from a raw piece a detail and a finished product, according to the characteristics foreseen by the technical project.
He is able to perform the required machining operations, turning the parts, making all the necessary adjustments to the lathe functionality, modifying the speed, the alignment and the optimal use of the accessories.
Automation and technological development have made giant strides, but its work is not reduced to the mere use of the equipment, it still provides a great manual skill that is always taken into consideration every time a new lathe operator is selected.
The lathe operator using CNC lathes is able to program the machines using the appropriate language, which depends on the machine tool manufacturer. They must therefore be able to read the mechanical drawing and prepare the machine tools for specific requirements.
The part is always subject to careful evaluation, the lathe operator must finish the finished work, removing some inaccuracies and checking the quality of the manufactured product, checking if the final output corresponds to the lines and design characteristics. The evaluation action, also presupposes a continuous connection with the project and production managers, the lathe operator must report any problems encountered in order to improve the future implementation process.
The lathe operator is also responsible for the management of consumables, lathe maintenance and cleaning.
In the search and selection of CNC lathe operators, the versatility of the professional profile must be taken into great consideration. There are various types of CNC lathes and the desire to keep up to date is fundamental to keep pace with technological evolution.
It is always recommended, for both professional and cultural reasons, to have attended a secondary school with a technical or professional specialization in mechanics.
A necessary requirement for the profile is the predisposition to update, a lathe operator must continuously train in order to know the news of the sector.
A good mechanical training is a good entry prerequisite to give job opportunities also outside the national borders. Technical and professional skills are acquired mainly in the field and with experience.
The experienced lathe operator must be familiar with all existing types of turning, master the available tools and variables in order to use them in the best possible way and according to the technical requirements of the machining process.
Knowledge of specific programming languages is fundamental in the use of CNC lathes; the worker must be able to use electronic and technological devices by programming on board the machine, modifying and varying the indications.
In the search and selection of CNC lathe profiles the following skills and competences are required at a glance:
A lathe operator can also learn to use other types of machine tools, such as grinding machines, milling machines, etc. This versatility increases the prospect of professional and economic progression.
The professional profile is very much in demand for its many uses in various areas. The manual skill and craftsmanship of Made in Italy is also guaranteed by a tradition of lathe operator who have been able to combine the use of the old devices with the new numerical control machines.
The work is not lacking for a skilled lathe operator and the prospects of employment are always just around the corner. Small mechanical workshops or large companies use the lathe for all types of production. Every area or production area requires this specialised professional figure. In the research and selection of CNC lathe operators, in addition to professionalism and technical expertise, great flexibility and the ability to work in a team are required.
It is usually a very difficult task for companies, but also for recruitment companies, to look for good lathe operators. In order to overcome the obvious difficulties, which arise from the scarcity of profiles compared to the demand of the labour market, we have developed a database of technical profiles and an innovative and cutting-edge research and selection method.
An employment agancy that specialises in headhunting sales agents needs to have exstensive and in-depth knowledge of sales and marketing systems in order to assess commercial profiles effectively.
Headhunting sales agents involves a special approach to recruiting. In our opinion, it is a complex activity which may require reorganisation of the sales process to ensure successful recruitment.
The search and selection of a mechanical engineer is an articulated process, which requires first of all the analysis and definition of the type of profile sought.
The mechanical engineer deals with the research, design and development of articles, machinery or plants in different industrial sectors. The mechanical engineer can also take care of the installation, evaluation, maintenance and operation of mechanical systems.
Usually he or she works in manufacturing, production or transport industries or in companies involved in energy production or consulting.
Mechanical engineering is described as the study of three important components: energy, motion and strength. The mechanical engineer has at his or her disposal a series of human, material and economic resources that allow him or her to develop mechanical solutions that, with the control of these elements, lead him or her to satisfy the company’s desires and needs.
Let’s see now what are the most common tasks this professional figure deals with. This is not a complete list, but a series of functions that he or she could perform within a specific work context and that should be precisely defined before proceeding with the search and selection of such a profile.
He or she examines the designs of mechanisms, systems and components and ensures that they are feasible, designable and subsequently performed.
He or she designs and manufactures machinery to produce energy (internal combustion engines, electric generators and gas and steam turbines, etc.); electrical machinery (air conditioning systems, refrigerators, etc.); various types of machinery (escalators, elevators, household appliances, automated transfer stations and transport systems, etc.); tools, components (of various kinds); etc.
He or she analyzes the dynamics of the structures through special design software, CAD, which are used both to realize the projects and to make simulations, and are also used to test the operation of the machinery and the relative fine-tuning of the various components.
He or she prepares drafts, layouts, calculations and all the various specifications in detail trying to comply with engineering practices and industry standards, then he or she deals with the development and testing of prototypes of the devices he or she designed. In this way, it will be easier for him or her to analyze any mechanical irregularities or unexpected maintenance difficulties, make the necessary changes to the design and establish the size, shape and material for the various parts of the device or mechanical machinery.
He or she plans and manages projects: at this stage he or she prepares contracts and evaluates the costs for maintenance and industrial construction, also taking care of the preparation of materials, deadlines, costs, plans, design requirements, specifications and technical notes, manuals and customer proposals.
He or she is in charge of carrying out the inspections and then drawing up the reports attesting to the condition of the constructions, both existing and new. He or she is responsible for designing and building the machinery necessary for the realization of the project, he or she also supervises and inspects the installation, makes, if necessary, the appropriate modifications and takes care of the implementation of the mechanical systems in use in mechanical systems or construction sites.
In the research and selection of mechanical engineers it is essential to identify profiles with specific technical skills, but also with human and professional skills that make this profile highly sought after in the labour market.
Below is a list, also in this case not necessarily complete, of skills generally appreciated by companies seeking mechanical engineers.
The era of digital transformation has changed all our habits, the way we live and even the way we work. The technological revolution that accompanies the process of innovation has resulted in the disappearance of some professions considered obsolete in the new context, but it has also configured new specialized job profiles capable of governing digital systems. Among these new professional figures, the most comprehensive and sought-after is certainly that of the IT systems engineer, that is, a highly specialized technician who represents the professional evolution of the hardware technician and the software technician; in fact, he includes the skills of both, with particular reference to the architecture of computer networks and systems that manage large amounts of data through communication infrastructures. So many companies now find themselves in need of the search and selection of an IT systems engineer.
The computer systems engineer has the task of creating IT systems and the responsibility of managing them efficiently by performing all those tasks necessary to keep them functioning and secure. In particular, the main activities pertaining to this job profile involve the design and implementation of computer networks, that is, the infrastructure necessary for certain systems to be interconnected and communicating, and in addition, the maintenance, installation and updating of the various software and hardware components of the network are part of his or her role. The IT systems engineer, therefore, must:
No less important than the technical skills, for the completion of the professional profile, are to be considered the soft skills, also called transversal skills, i.e., those personal attitudes that allow the individual to integrate into the environment, to have a positive and proactive attitude towards work and colleagues, to be identified as a reference point in teamwork, to have organizational skills and to be creative.
In fact, the systems engineer, as a network manager, must therefore have communication and problem solving skills to be able to quickly identify the defect and overcome it as quickly as possible. These qualities are indispensable for coping with problems, correcting errors, and being recognized as collaborative and supportive of other users. In the search and selection of an IT systems engineer, knowledge of technical English is also important; a bachelor’s degree is not required, although many companies direct their interest preferably to graduates in Computer Science, electrical engineering, and so on. In fact, a degree in computer science or similar is sufficient for entry to the position of systems engineer. For a systems engineer it is not essential to know programming languages such as Java and PHP, however, having some familiarity with programming concepts and scripts is useful and appreciated in the search and selection phases of the IT systems engineer. Added value, because they are highly valued by companies, are the courses and certifications issued by Cisco, Microsoft, Linux, and so on.
Generally speaking, the working hours, if directly employed by a company, fall within the normal traditional full time, however, precisely because of the delicacy and responsibilities associated with the role he or she holds, the IT systems engineer provides for forms of flexibility that allow him or her to carry out maintenance and updating operations in the evenings or on weekdays, including holidays, so as not to interfere with normal work activities. There is also the option of h24 on-call for emergencies and/or systems breaches.
In a reality where we are always all, or almost all, connected to the Internet, choosing to use and deepen one’s IT skills to become an IT systems engineer can certainly be indicated as a choice in line with the job market, given the constant increase in demand for this professional figure. An IT systems engineer finds a place in all realities that use computer systems for their operations, so the search and selection of an IT systems engineer concerns businesses and offices of all types, banks, public agencies and, of course, data centers that house the servers, memories and all the equipment necessary to control processes and precisely why they work 24 hours a day. Job openings for such a professional figure can also come from companies that offer so-called IT outsourcing services, that is, they take on the task of managing the computer systems of other companies. The professional outlets of an IT systems engineer, therefore, can have different connotations; in fact, for the tasks he or she has to perform, he or she can be a figure directly employed by the company, or he or she can be an employee at an external IT company in turn contracted by a company or an institution, and finally he or she can also be identified as an independent external consultant, who can therefore work simultaneously for several principals.
Our consulting services, specializing in the search and selection of qualified personnel, enable us to help those who come to us because we make targeted selections of candidates, which we actively and passively source from our databases. For a free, no-obligation quote, please contact us through the form provided.