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It has been a very busy month for the business! Business has been fantastic so far, and we have had a lot of positive feedback by our clients for the work that we have done. We would like to firstly thank everyone for taking their time out to write to us, it really keeps the team fired up and excited for the work that we do – it's one of our core values!
A big piece of news that we'd like to share today is our current quest for some quality telesales executives. Dylan (heading the telesales recruitment) and the team have been very hard at work, building and advertising the job profiles. We have already interviewed some bright and talented candidates whom we would like to thank for applying and showing an interest in working with us!
It is crucial that we find the right people for the job, which is why we have decided to do a blog post, discussing some of the important elements that need to be considered when choosing the right person.
So what are some of the processes and tools that we have been using for this you may ask? It's mind boggling that the answer just ten years ago would be completely different to what it is today! Even just a decade ago the main methods of advertising jobs would be to either use the newspapers, printed adds, bulletin board postings and just word of mouth.
This has dramatically changed over the years, but we really think it has in a positive way! We have posted the vacancy on a job site which exposes the position to an online audience. We have also posted the position on our social media which will encourage people to engage with the brand, however it furthermore adds to the value of your social media account because it shows your audience a willingness to reach out to them and keep them informed.
Ironically, although these two processes were free, we still decided to put an advert in the local news paper for Nottingham. The print add still costs, yet we have seen a greater response rate with the online adverts that have been used for the last couple of weeks. We have also been in touch with the local City council as they have a sub brand called 'The Nottingham Jobs Hub'. The Nottingham Jobs Hub has a website whereby users can log in and search for local jobs in Nottingham. Our job vacancy for 24 hours was posted right at the top of the list and their social media team have done a fantastic job at further promoting it on the Nottingham Jobs' Twitter and Facebook. Advertising the job for your company can be the first challenge, but we have taken advantage of the tools and resources available with our online presence.
The bigger challenge is selecting that perfect candidate for the job. Over the years, the concept of a 'trial period' has become quite controversial, however, this is still a regular practice for sales-related jobs. We typically run a trial period between one to two weeks for a candidate. This is not just to observe whether they can sell our services in a productive manner, but also to check whether the person fits in with the team.
Sales can be a challenging job, and how a candidate manages their customer service skills, sales targets and more importantly their ability to keep there self-motivation 'topped up' is exactly what we use a trial period for. Our team is full of hard-working and passionate people, and it is crucial that people joining the team have a similar ethos.
To conclude, our experience so far with the recruitment process for this job has been very enjoyable. Here are some tips that we believe made it easier for us to approach the recruitment process for the telesales position:
Be absolutely clear on what you are trying to achieve with your recruitment. Whether it is establishing a brief with a clear definition, or deciding what type of character you would like to see become a part of the team; one of the most efficient ways to have productive results is to be crystal clear in your understanding of the outcomes you desire.
Put some time into your job profiles. This can be overlooked many times as companies expect to be impressed by the candidate, however, this is drastically changing within the modern working world. Research suggests that people consider their well-being in relation to their working life as vastly more important than other elements such as wages, occupation and even the amount of hours for their careers.
Pay close attention to all of a candidate's qualities. Candidate A can possibly sell better than candidate B, however, if they are not as proactive or driven, it is almost certain that candidate B will eventually surpass them.
Trial periods should only be used when it is necessary. We may use a trial period for a sales job, but this does not mean that we would always have a trial for a candidate. This refers back to point one, whereby understanding precisely what you are trying to achieve can make your recruitment process much more productive and successful.
For now we are still on the search for the best telesales executives! Dylan has set up a new office space for the telesales team so we expect to have great additions to our team very soon. We hope that this blog post on our recruitment quest has been a good read for you and hope to see some more candidates very soon!
Wish us luck!
The Eco Roof And Wall Company