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The creation of an effective sales network that brings together skilled salespeople requires constant commitment and a structured working methodology. However, this effort can lead to increased sales.
The creation of a sales network requires specific know-how that represents a significant competitive advantage. What needs to be done to create a talented sales team using an effective sales system? Well, let’s see…
A sales network cannot function properly if it is not properly organised and based on solid management foundations. A successful sales network is made up of qualified salespeople who are able to perform their tasks and is of great value to any company.
Recruiting capable salespeople is not enough to achieve an increase in sales. A sales team should also be properly trained and managed, because the management system of a sales network can be as important as recruiting itself. Unfortunately, some companies consider training courses for salespeople as a cost, without considering them as a means of investment to create and motivate a sales force to be “winning”.
Too general sales courses, which are “good for everyone”, can be ineffective because each company is unique and the training of sales staff should be built taking into account some fundamental factors, such as: mission; brand positioning; target; product/service characteristics; more frequent purchase objections; etc.
The creation of a successful sales network requires the implementation of systems and tools necessary to search and select new sellers and also to plan and control the activities of the sales network itself.
The key processes that need to be structured to implement a sales network are basically two: process of search and selection of new sales figures; process of management of sales personnel. The latter process includes other sub-processes, such as: technical and commercial training; motivation; planning; organization and control of the sales network. For each of these critical activities it is necessary to adopt different strategies and techniques according to the specific company reality and the availability of economic resources.
1) Technical and commercial training. A salesman must know very well the products/services he proposes. Even if we have heard that a seller would know how to “sell ice to Eskimos”, in reality the best sellers we have observed in action have a great technical competence and this is one of the reasons that allows them to relate effectively. The commercial training that is given to a seller should be contained in a special sales manual and should document how the main stages of a commercial negotiation are dealt with. We have noticed that the training of salesmen guided by a very practical manual guarantees better results, provided that the training itself is of good quality.
2) Organisation. The organisational structure (roles and responsibilities) and the management model to be adopted for the governance of a group of salespeople must be chosen very carefully.
3) Planning and control. The planning of sales activities plays a decisive role in setting up a sales network. It is as important as the sale itself. The way in which each stage of the sales process, from the procurement of sales contacts to after-sales service, is managed must be established in advance. Sometimes a very specific stage of the sales process is critical enough to adversely affect the commercial results that can be achieved. The metrics used by different sales networks are inadequate to identify the main drivers that influence sales performance. This situation, unfortunately very common, is due to a too spasmodic attention to short-term sales.
4) Motivation. It is useless to describe its importance. However, it is worth pointing out that constant motivation cannot be achieved through participation in a short training course or can only depend on extraordinary events, such as, for example, year-end conventions. Ensuring that a sales network is truly motivated is possible, but this requires deep and structured analysis and intervention.
In the hope that we have given you some useful advice, we wish you good work!
This professional figure corresponds to a highly qualified worker, so the search and selection of the welder to be employed in a company or workshop is a rather complex operation that requires a lot of attention in order to choose exactly according to the skills possessed.
Specifically, the welder has the task of welding two elements, an operation that requires a broad knowledge of the materials with which he or she works, their chemical-physical behaviour in the presence of high temperatures and the use of the appropriate tools to carry out the work undertaken correctly.
It follows that the welder must also be able to maintain the tools he or she uses daily, knowing how they work and the best intervention techniques in case of problems or malfunctions. Despite the introduction of automation in the various phases of industrial production, the welder remains a fundamental figure for companies as, in addition to his or her specific manual skills, he or she must be familiar with the automatic machines, including the robots used in welding, so as to follow the processing phases and intervene in quality control.
From a theoretical point of view, the welder must have a deep competence in the field of metals and their behaviour when they are subjected to different stresses, he or she must know the various types of welding and be aware of all the regulations concerning accidents and safety at work.
The research and selection of the welder is carried out by steel companies, civil and industrial shipyards, mining factories, construction companies of various types and all companies involved in the installation of gas, sewer or water pipelines.
The professional figure of the welder includes specializations in different areas, depending on the type of methodology used. Specifically, there are workers specialized in electric welding or flame welding.
Electrical welding: this sector includes workers who work in the welding of metals with electrical tools, different according to the work to be carried out and the place where they work, i.e. construction site or workshop. The electric welding machine used can be arc or wire and is used to join parts of aluminium, iron or steel objects. The welded parts will then form a product used both in the domestic environment (gates, boilers, windows, etc.) and in the industrial environment (machinery).
Flame welding: gas torches are used to weld metal and, usually, also to cut parts of various types. A worker specialized in flame welding, in fact, can draw a draft of the drawing on the sheets, cut it and then join the individual pieces to obtain a finished result. Usually, to carry out the work he or she relies on a technical drawing.
The welder has the task of assembling, by welding, the parts of an artifact. To access this work, therefore, specific training and the acquisition of a special patent are required. Since 2014, Italy, in fact, has complied with European legislation that provides for qualification tests for welders who work in factories and workshops. The licence in question must be issued by a certified body and demonstrates that the welder is able to use work tools such as electrodes, torch and welding torch in a suitable and conscious way to perform a high quality job, as well as being aware of the various welding processes involving different materials.
The welder’s licence is obtained after passing an examination at an authorised centre at European level and is valid for two years, after which it is necessary to take a new examination for renewal. It is important to bear in mind, however, that the patent is owned by the welder but also by the company for which he or she works; this means that in the event of termination of the contractual relationship before the natural expiry of the patent, this would have no value in another working context and it would still be necessary to take another examination. In addition, there is a special patent for each welding technique. The welding carried out during the examination in front of a qualified inspector is subjected to a careful visual and radiographic evaluation in order to assess its quality. In fact, it must be perfect and free of any danger of breakage, otherwise the examination will not be considered passed. The examination can be taken either after attending a course or by private individuals if the welder already has proven experience in the field.
Anyone who wants to become a welder and therefore take the exam for the patent, but has no experience, must attend specific vocational training courses, whose level depends on the knowledge of entry. The duration of the courses is variable and is linked to the type of subject you wish to study in depth and the provider. In some cases, especially for specialisation courses, prior knowledge of the main topics is required. The preparation is carried out in order to obtain the Professional Habilitation ISO 9606-1.
In order to carry out a targeted and specific research and selection of the welder, it is good to know that this professional figure must necessarily have technical but also theoretical skills. In particular he or she must know:
The welder, as well as taking care of the actual welding through various machines and tools, is also directly responsible for the quality of the work carried out, so at the end he or she must verify that the product has no anomalies or may cause subsequent malfunctions; for this reason he or she may also be called to fill in specific quality control forms within the company. The welder, then, must also be able to intervene promptly on faults and revisions of the instruments he or she normally uses, identifying any critical points.
A welder can find use mainly in mechanical production departments in a wide range of companies, from small workshops to industries or construction sites. Naturally, his or her position depends on the degree of specialization he or she possesses, as well as the possibility of a career within the working environment. In this case, in addition to the experience gained, management and interpersonal skills will also be important. By virtue of these characteristics possessed, a specialized welder can be employed as site manager, in any case, have tasks involving different degrees of responsibility. When searching for and selecting a welder, it should be borne in mind that he or she is not always easy to find on the market, precisely because he or she requires a high level of specialist training and the appropriate licence. This problem is more evident in the case of electric welders, while flame welders are more common. Although the work of a welder is quite tiring from a physical point of view, it offers a great possibility of personal growth and job opportunities because this specialization is necessary in a large number of companies.
Working hours are obviously linked to the working realities in which the welder performs his or her work and may also include shifts that in large industries, may be necessary to ensure a continuous cycle in production, so even at night or on holidays. The welder must use special personal protective equipment, which consists of suits, masks and gloves as the work exposes him or her to continuous health risks, especially related to heat. Once the licence has been obtained, a welder could access a series of professions, both in the case of flame and electrical specialisation. These include the electric brazer, the roller, arc, spot, pressure and spot welder or the tin, atomic hydrogen and fusion welder, the oxyacetylene cutter, the tubular welder or the special alloys and metals welder.
For further information you can write to in**@********nt.it or fill in this form.
Let’s find out together how to search for sales agents in an appropriate way.
When it comes to sales agents in Italy there is great confusion. Some people don’t know what they are talking about; others confuse sales agents with other job figures. Yet a sales agent is simply an entrepreneur duly registered in the Register of Companies and INPS and in possession of a work mandate from one or more companies. He or she is a sales promotion professional who works closely with the companies with a mandate to promote their goods and services.
A sales agent is a sales professional who makes communicability, relationships with people, but also seriousness, professionalism and continuity his or her strong points. Last but not least, the sales agent must know how the free market works, comply with the relevant regulations and keep up to date with the latest news in the field. Usually a good sales agent must be willing to travel a lot, resist stress and have good computer skills. Usually a sales agent can be paid with a fixed fee (“fixed monthly”), to which is added a share (usually expressed as a percentage) closely linked to the sales made. This is a self-employed figure. Not only: the professional figure of a sales agent is defined by the laws of the Italian State in a very simplified way, making it easier for the company to establish working relationships. This, but not only, makes the figure of a sales agent much sought after on the labour market in Italy. This is why the search for sales agents is not at all easy.
The sales agent is hired by companies through a multi-firm or single-firm mandate and is generally responsible for finding new customers and proposing the sale of services or consumer goods of the company. The sale of the goods or services concluded by the sales agent can be either retail or wholesale.
Nowadays, companies that base their sales force on an extensive national network of sales agents can achieve various useful results. First of all an excellent distribution of the service/product in the chosen territory, a high representation of the brand, as well as a deep market penetration in the area. Thanks to sales agents it is possible to increase sales and the company’s presence in the area. The search and selection of new sales agents can be the means to obtain a structured sales network.
The difference between single and multi-firm agents is very simple. Single-firm agents only promote one company. For this reason they are often considered as a kind of territorial extension of the company itself: figures close to those of the employees. On the other hand, multi-firm agents have the power to promote several companies at the same time, such as self-employed commercial entrepreneurs.
Finding a good sales agent is not at all as simple as you might think. In order to find the best sales profiles you need to have a database of salespeople and work in a structured way. Once we have identified the ideal type of agent for the cause, we publish agent search ads on the web and consult a database. In this way, we are able to select a more or less wide range of candidates.
Then we interview possible candidates, so that we can make an additional selection to identify only those who really meet the specific requirements.
The network of search agents is made up of the main Italian job boards suitable for the purpose. From the database, instead, profiles are extracted by entering the search requirements. From both commercial agents search methods, a single list of candidates to whom specific mandates can be sent is created.
Interviews of suitable candidates are conducted to analyse their experience and work background to ensure that they can actually carry out the job. In addition, the interview is useful to verify their interest in a specific job offer.
During the interview, their job characteristics are confirmed and key points are clarified, such as the target clientele, their experience in selling specific products or services, as well as the precise way in which they are recruited. Particular attention is paid to the sales results achieved during the career.
Only after the preliminary interviews have been completed do we send the company a list of salespeople available. The company concerned can then choose independently the profiles to contact in order to entrust them with the job. Without having both tools to search for agents, it is difficult to find the best professionals.
In the database there are several sales agents throughout the country, divided according to their specific sales skills. For this reason, you will be able to operate in various market sectors, including agriculture/zootechnics, food, clothing or furniture, in the automobile and transport sector, printing or paper, chemistry and plastic materials, but also ecology, construction, energy, electronics, finance, information technology, industry, telecommunications, medicine and health, mechanics, advertising and promotional activities, sports, services, aesthetics, hobbies and many others.
Using the database of sales agents operating throughout the country, you can access real curriculum vitae to carry out a targeted commercial agent search. Not just any list of names, but real data relating to the work experience of specialists in the field. Anyone wishing to hire sales agents can contact us at in**@********nt.it or request a free and non-binding quote by filling out the request form.
The search and selection of sales representatives, importers or distributors operating abroad is a fundamental step to strengthen its presence in international markets. The implementation of internationalization strategies requires, however, sometimes very expensive investments, just think of the economic resources needed to open commercial offices located in foreign countries or to participate in international fairs. There is a cheaper way to sell abroad, which consists in the search and selection of valid business partners, that is:
In today’s market environment, the path of internationalisation is also sustainable for SMEs that do not have significant economic resources. In fact, through the search and selection of sales agents, importers or distributors operating in foreign markets it is not complex to place their products and/or services in international markets. In this case, the support of a research and selection company can be useful to identify trading partners located in specific countries.
When selecting sales agents, importers or distributors operating abroad, it is essential to find business partners who are suitable for their needs, who have adequate sales experience in specific market segments, who have the necessary technical expertise and, above all, who have an organic and structured customer portfolio and relationships.
It is the task of a recruitment company specialized in the search and selection of foreign trade agents, importers and distributors to deepen the sales experience of the selected subjects and to make their analysis known through “evaluation sheets”, which will serve to highlight the information collected.
Before embarking on an internationalization project, in several cases it is necessary to assess which foreign country represents the most suitable market to market certain products or services and it is therefore advisable to carry out feasibility studies to determine where it is more appropriate to focus your sales strategies.
It is advisable to contact research and selection companies with consolidated experience in the search and selection of business profiles; in fact, those who do not have experience with the world of marketing and sales and with the dynamics of sellers, are unlikely to be able to search and select figures such as sales agents, importers or distributors.
It is also advisable to turn to research and selection companies in possession of a database of sales agents, distributors and importers already introduced in specific market sectors, because, for obvious reasons, the timeliness and quality of a recruitment project also depends on the pool of commercial subjects from which it is possible to select the profiles that will best meet one’s needs.
We remain at your disposal for any request for clarification regarding our services of search and selection of sales agents, importers and distributors operating in foreign markets. For any request for clarification you can also write us at in**@********nt.it.
For further information you can also fill in a free quote request at the following link: quote request form.
Enjoy your stay!
The search and selection of sales representatives working abroad involves a series of steps necessary to achieve the desired objective, i.e. the identification of valid business profiles.
The steps normally necessary to search and select sales representatives working abroad are the following:
1) objective definition of the search;
2) setting search and selection strategies;
3) analysis of applications;
4) presentation of the identified subjects.
The first step is to precisely define the research assignment and therefore the type of subject to be selected. The research can be addressed to different types of profiles: sales representatives, sales agencies, distributors, importers or final customers of a certain importance. To this end, it is advisable to fill in a Job Description to precisely define the research assignment and the characteristics of the business profile to be selected.
In particular, it is essential to define the characteristics of the person sought, especially with regard to previous sales experience, the characteristics of the customer portfolio and the areas managed, as well as the technical experience gained in the marketing of certain products and/or services.
The search strategies are structured according to the previous point, however in general it is possible to use two basic channels: a) use of databases of sales representatives / agencies / distributors / importers already introduced in certain sectors; b) publication of search ads in specialized portals.
The search for sales representatives working abroad is not always limited to the use of the above mentioned channels; in fact, in some cases it may be necessary to use different methodologies, such as direct contact with networks of commercial relations operating within specific market niches.
The aim of the above mentioned search strategies is to identify applications of business profiles (agents / agencies / distributors / importers) able to satisfy the requests documented in the Job Description.
The next step in the search of sales representatives is to screen the applications identified in order to deepen the previous sales experience and the actual knowledge acquired within specific sectors. At this stage, the outcome of the analysis is documented in an evaluation sheet which will serve as the next reference document for further business contacts.
We support companies that need to select agents / agencies / distributors / importers operating in foreign markets. We remain therefore available to examine your needs and formulate a quote developed ad hoc for the search of sales representatives working abroad. To request more information simply fill out this form.
To search and select sales agents is not enough to have a database of qualified salespeople; and without it it it is very difficult, if not impossible, to succeed. It is also necessary to adopt a structured and consolidated working method. Usually, before proceeding with the selection of sales agents, we support our customers in the drafting of a specific Job Description, which aims to accurately outline the characteristics of the sales profile sought. This is not a canonical Job Description, but a data collection model that we have perfected over time and that allows us to profile the characteristics of the sales profile that we want to select with precision.
After identifying the type of profile to be selected (see previous paragraph), we search for sales agents using two different tools that we tend to use in parallel: a) publication of search ads on the web; b) consultation of a database of sales agents. Using these two tools we identify a shortlist of candidates to interview with the aim of selecting those who meet the professional requirements outlined in the Job Description.
Regarding the consultation of the database of sales agents, we directly extract profiles in line with the search requirements. We use both tools (ads and database) with the aim of creating a single pool of applications from both the ads channel and the database, in order to build a core of sales profiles to contact and to propose specific mandates.
Then we interview the core of identified candidates (see previous paragraph) with the aim of: a) analysing the candidate’s experience and sales background; b) verifying interest in a specific company and/or job offer. With regard to point a), we interview sales agents to ascertain their characteristics, such as: target of managed clients; experience in selling specific products/services; customer procurement methods; main sales results achieved, etc.
Once the previous selection phase has been completed, we propose the chosen salespeople to the company that commissioned us to search and select them.
Access to databases of sales agents is indispensable for managing research projects and selection of sales profiles. Without having a database of salespeople, it is difficult to access enough CVs to be able to select qualified candidates.
We use a database of sales agents with sector-specific sales competencies, which consists of operational profiles in many different market sectors:
We use a database of sales agents operating in different areas. This is not simply a list of names, but real CVs.
For more information you can write to in**@********nt.it or fill in the quote request form.
We are specialized in the search and selection of sales representatives operating in different market sectors. In fact, we have carried out recruitment projects related to sales agents introduced in various areas, including food, i.e. single or multi-firm sales representatives operating in the retail or on-trade sector.
In attempted sales, sales agents usually visit a number of daily customers and supply them directly. The sale is therefore geared to small retailers. In pre-sales, on the other hand, sales agents in the food sector regularly visit an assigned customer portfolio and collect orders for goods that will be processed at a later date.
There are many companies in the food sector and therefore it is not easy to find good sales representatives, especially if a lot of sales experience and an important customer portfolio are required.
The experience gained in the search and selection of business profiles has led us to understand how sellers operate in the food sector, what characteristics they have, how to evaluate their differences and peculiarities. Over the years we have also set up a database of sales representatives specialized in the food sector, which allows us to offer our customers a truly qualified search and selection service.
Sales representatives operating in the food sector are characterised by their knowledge of specific product categories, the sales methods known and used, their ability to acquire new customers and develop the assigned customer portfolio and finally by the volumes of turnover generated.
Sales representatives operating in the food sector who have been able to acquire a fair number of customers over the years, or who have been able to develop an assigned customer portfolio in an important way, and who also generate significant and constant turnover could prove to be an excellent choice. This information is not included in a CV and therefore we usually provide our clients with a presentation form for each sales agent who has been interviewed, which highlights the factors mentioned above.
In order to request a quotation for the selection of sales representatives working in the food sector, the research requirements must first be precisely defined. For this purpose it is advisable to read this article: “How to work with a recruiting company for the selection of commercial profiles”. A very precise request allows us to estimate the time needed to complete the search and selection assignment.
We remain available to formulate an estimate for the search and selection of commercial agents working in the food sector. Simply fill in the quote request form to receive more information.
Before proceeding with the search and selection of qualified personnel, one must define one’s research needs very clearly. This can be done by filling in a Job Description.
The compilation of a Job Description facilitates the entire search process as it defines its objectives. Moreover, from the information contained in a Job Description, it is possible to write a clear and exhaustive job description.
The search and selection of qualified personnel is a strategic and fundamental process for the growth and development of any company.
It usually consists of the following steps:
The choice of publication channels and the quality of job advertisements are fundamental in the search for qualified personnel. Job advertisements should be designed to attract a fair number of applications. It is possible that a job advertisement is written disregarding some basic copywriting rules and therefore attracts a small number of applications despite the quality of the job offer. In other cases, applications may be insufficient, especially if the job offer is not competitive.
It is possible to publish search advertisements using different media: print media, job posting portals, etc. The choice of the most appropriate search channel is an element to be considered and evaluated according to the Job Description and available advertising funds.
It is up to us to use multiple search channels at the same time in order to get as many applications as possible. We generally publish search ads on the web and/or in print, consult proprietary databases and use digital marketing techniques.
In a job advertisement for the search of qualified personnel it is at least necessary to specify the type of formal education required, the skills and experience that are necessary and indispensable to fulfil the assigned role.
The screening phase of the applications aims to screen the candidates who have the best potential in relation to the research requirements defined in the Job Description. Several companies conduct the screening phase through one or more individual interviews, but additional tools can also be used.
Careless and hasty choices in relation to candidates may later turn out to be wrong, even if the initial credentials are fully in line with your expectations.
This is a very delicate phase, which may also affect the choice of candidate. The orientation and insertion phases should be accompanied by appropriate training courses, to facilitate the candidate’s entry into the company, making him/her autonomous and operational in the shortest possible time. The methodologies used by a company to train, manage and motivate its employees can have a very positive effect on staff performance. The processes for finding qualified personnel best suited to the company should be structured taking into account the quality and effectiveness of the training, management and motivation methods used for staff.
We are the ideal partner for any businesses who require the services of head hunters in Italy. What makes our head hunting services unique? Fundamentally, when clients need to find talented personnel for critical positions, we have the connections and skills to find exactly the right people for the job. Our staff are experienced specialists who know their sectors inside out.
One of the strategies that a company can implement to build a successful sales network is to keep constantly active a channel dedicated to the search for qualified personnel and business profiles, such as valid sales agents and sellers. This strategy can also be implemented when it is not necessary to search and select new sales profiles in order to avoid weakening the sales network due to turn-over phenomena.
Turnover within a sales network can weaken its effectiveness quickly, which is why it is important to constantly introduce new high-potential salespeople and also to adopt tools and methods that aim to maintain a high level of motivation and satisfaction of sales staff.
Here are some tips that can be implemented to maintain a high level of motivation within a sales network.
When looking for qualified personnel, as in the case of sales agents and salespeople, it is essential to understand that the sales profiles just entered into a sales network want to feel competent as quickly as possible. There are several companies that do not provide their sales network with precisely coded sales methods.
Companies that adopt weak training programs do not realize that they show little care and little interest in their sales network. The first thing that many sellers require, as soon as they join a sales network, is to receive the necessary know-how to quickly acquire high-level commercial and technical skills. A good sales manual could serve this purpose. A new salesperson could be supported by a tutor, who does not necessarily have hierarchical responsibility, who will teach him/her the necessary sales skills and the most important “secrets” of the trade. The role of tutor could be assigned to the best performing sellers who find teaching enjoyable. The secrets of sales are learned through study, practice and coaching by the best trainers and tutors. If you want to increase the number of salespeople in your sales network by finding qualified personnel, you should ask yourself how they will be made competent and performing in the shortest possible time. Have successful methods been developed to do this?
Such a check-list would allow the regular review of the sales skills acquired and the results obtained. It would include the weaknesses found and the necessary corrective actions to be taken. This tool could be used by the function in charge of managing or training the sales network, or by an internal or external tutor, in order to rapidly improve the performance of newly recruited sales agents. Newly recruited sales agents within a new organisation may need a great deal of care and attention before obtaining discreet and continuous results. What effect does lack of care and attention have on us?
This aspect, if poorly managed, can generate undesirable turn-over phenomena. Therefore, complete and clear Job Descriptions should be drawn up to avoid generating implausible expectations about future promotions or career advancements. During selection interviews it is also necessary to specify the less rosy aspects of the job position offered. It is important to provide candidates with a clear representation of the day-to-day working reality and the working environment. When searching for qualified staff and business profiles, clear and comprehensive job descriptions should be drawn up (click here for more information). Investments in the search for qualified personnel can be frustrated by the provision of incomplete or general information.
One factor that can generate excessive turnover is the lack of satisfaction with salespeople expectations. Another equally important factor is the lack of attention. Newly placed sellers in a sales organization need a lot of care and attention through comprehensive training programs, tutoring and coaching programs, regular meetings and gatherings, team building programs, simple phone calls to take stock of the situation and provide the necessary support, etc. This is why the level of motivation within a sales network should be measured at regular intervals with the aim of identifying the factors that generate dissatisfaction and then remedying them.
In the search for qualified personnel we have found that in some market sectors sellers agree to continue the selection process only after having analysed the factors specified in point 3. above.
Surely there are also other factors that can generate dissatisfaction with a job, but we advise those who need to add new sellers to create the conditions to avoid excessive turnover. By keeping constantly open a channel dedicated to the search for qualified personnel, as in the case of valid commercial profiles, it is possible to increase the number of a sales network.
A recruitment agency that researches and selects sales agents needs to have a broad and deep knowledge of sales and marketing systems, otherwise it may be ineffective in the evaluation of business profiles.
Dealing with the search and selection of sales agents means facing a very particular type of project. In our opinion it is a complex activity, which may require the reorganization of sales processes in order to make the recruitment itself successful.
When you are in the business of recruiting commercial agents, you first need to establish precisely the type of profile required and document your needs through the compilation of a Job Description. It is better to draw up specific Job Descriptions, containing information about the characteristics of the sales agent sought, the economic offer, how to manage the sales network, etc.. For more information on the subject, we recommend reading this article, which provides some ideas on how to collaborate with a recruitment company in the selection of business profiles.
You can use several channels to search for sales agents at the same time: advertisements, sector and specific databases, direct contact with sales agents, etc. The number of sales agents has decreased considerably in the last few years, therefore it is necessary to plan search campaigns using different communication channels at the same time in order to gain extensive visibility. Publishing search ads within a few websites can lead to inadequate results.
Before starting a search and selection project, we remain available to share communication and search strategies.
Usually we structure the selection interviews taking into account the Job Description provided by our client, because the behaviors, selection criteria and trends of companies in the search and selection of sales agents are different and change depending on the search and selection strategies to be used.
There are companies that prefer recruiting sales agents who have already gained sales experience in a specific sector. There are companies that exclude sales agents from the search and selection process that come from a specific sector. Each company has its own policy and its own system of creation and management of the sales network. One of our objectives, when clients ask us to do so, is to advise and share possible alternative strategies for the search and selection of sales agents. It should also be considered that the process of selecting a sales agent does not end with the signing of a contract that regulates the employment relationship, but with the first period of work in which it is possible to observe the actual sales potential in the field.
We believe that managing a sales network properly is as important as adding new salespeople. A poorly managed sales network can make the recruitment of new salespeople ineffective. This article contains more information about this.
We can provide you with a sales network management process analysis service that aims to identify weaknesses that need to be corrected to improve the placement of new sales agents. It is particularly in the early approaches that a sales agent tends to evaluate the surrounding work environment and sales network management methods, which if they are weak, can lead to premature abandonment of the job assigned.
We remain at your disposal for any questions you may have.
The best candidates are usually attracted by clear and professional job advertisements.
Within a job search advertisement it is important to provide information about the company offering the job and a clear description of the role and skills required.
Sometimes recruitment companies, in order to protect the confidentiality of the project, publish job advertisements without indicating the name of the company but briefly describing its characteristics. In Italy companies are not allowed to publish job advertisements anonymously.
The following rules can be used to write an attractive search advertisement:
This is not a list of points to follow when writing an advertisement, but a set of elements which, if not present, may reduce the value of the job offer in the eyes of potential candidates. The list is also not necessarily complete. It is useful to consult a Job Description before writing a job search ad.
On this page we describe, by way of example, some of the job vacancies we have published for our clients.
Search for qualified personnel in the design and installation of industrial electrical systems.
“We are looking for an industrial electrician with many years of experience for one of our customers. For over 3 decades the company has been involved in the design, construction and installation of industrial electrical systems, as well as telephone and data networks.
We require a high school Diploma of Electrical Technician and at least 5 years of experience in the realization of industrial electrical systems. Excellet knowledge of PC and office automation, web and e-mail software is required. Own car.
Gross annual salary to be defined according to effective skills. It is necessary willingness to travel in Italy for periods of a few days”.
Search for qualified personnel in the manufacturing sector, heavy mechanics.
“We are looking for a Production Manager for leading company in the production and assembly of prefabricated mechanical parts. The company operates in the heavy mechanics sector and is strongly export-oriented.
The candidate researched, who reports directly to the Managing Director, will be responsible for production planning, analysing the workloads of the various departments, planning available resources, taking “make or buy” choices. The Production Manager also has the task of managing a team of 40 people and therefore experience of at least 5 years in the same role in the mechanical / heavy carpentry sector is required.
A degree in Management Engineering or Mechanical Engineering with skills in quality control and quality assurance processes is required.
Permanent employment contract after passing the trial period.”
Search for qualified personnel in the chemical sector.
“We are looking for a Laboratory Manager for an important chemical company operating internationally. As a Manager, in addition to specific laboratory functions, he will be responsible for the work of two other resources.
The candidate we are looking for has a degree in chemistry and is extremely competent in organic synthesis chemistry. Ideally he has 4/5 years of experience as a Laboratory Manager, but applications from recent graduates in chemistry will also be evaluated as long as they have an excellent knowledge of organic synthesis. A good knowledge of English and a willingness to make short trips are required.
Gross annual salary to be defined according to profile and experience”.
Search for qualified personnel in the field of design and production of safety equipment and systems.
“We are looking for a Sales Director for a historical company operating in the field of research, development and production of security equipment and systems.
The selected candidate will manage the sales force, examine sales reports by geographical area and product line in order to propose the necessary development actions and formulate sales forecasts.
The Sales Director will also be responsible for managing the directional customers and participating in national and international trade fairs.
A degree in Economics or a related qualification with excellent knowledge of English is required. Significant experience in sales / area manager and total availability to frequent foreign travel is required.
Permanent employment contract, company car, various benefits”.
Search for qualified personnel in the retail sector.
“For a leading company operating in the large-scale retail sector, we are looking for department heads. The candidate will have to take care of the “consumer electronics” department referring to the management of the store.
The objectives assigned concern the implementation of commercial policies, the organization of departmental staff, the maintenance and increase of departmental performance and the control of warehouse inventories.
The ideal candidate has many years of valid experience in the same role. He/she is careful about the customer’s expectations, has knowledge of consumer electronics and sales techniques in the retail sector. He has experience in personnel management and motivation”.