Reitman Personnel utilizes a 30 step placement process with several benchmark steps. This insures a match to our clients "goals for the hire" and "performance expectations" and focuses beyond placement to candidate success and retention. The following case studies demonstrate the value of the Reitman Placement Process to our clients.
Recruiter: Kevin Spagone
The Search Assignment: Our client was a southern California market-leading manufacturer of Access Control, Structured Cabling and Intrusion Products with over $200 million in global sales.
The North American Sales Division had been working two years without the benefit of a corporate-based Product Manager to specifically support their access control product line. During this time the client grew by over 150% through new sales and acquisitions. The Senior Vice President of Sales engaged Reitman Security Search to recruit a proven Product Manager with a minimum of 10 years industry-specific experience. Their goal was to reduce pressure on field sales representatives and free them to grow new accounts.
In addition to taking our basic search assignment, we interviewed members of our clients senior management team, their direct reports, and field sales representatives. These interviews were designed to develop insights to develop a "model" candidate and provide the recruiter with valuable insights into the goals of the hire. The recruiter developed a Composite Model Candidate and compared results with the hiring manager.
Initial candidate sourcing began with Reitman's candidate database. Over 200 possible job candidates were contacted and of those three finalists were telephone interviewed by the client. Two finalists were selected for a second interview and a single candidate was brought back for a final interview. References were checked and an offer was extended and accepted.
Although relocation assistance was available, the selected candidate resided within 15 miles of the Southern California corporate headquarters. The placement of a local candidate saved the client relocation costs of up to $20,000.
Recruiter: Anthony Avallone
The Search Assignment: Our client is a well-known 40+-year-old business in Southern Connecticut. They needed to find and hire a Sales Manager with industry knowledge who would not only protect their current market share in a very competitive market but also grow sales.
After three unsuccessful months attempting to locate candidates, the Forklift Dealership engaged Reitman Personnel.
In taking the job order we focused on the "goals of the hire". As we discussed the "goals of the hire" we determined that industry experience was only one characteristic of potential candidates. Candidates who have successfully managed and grown a sales team and who sold to the target market (e.g. plant managers, warehouse managers, purchasing managers, etc.) might also be appropriate. By focusing on the 'goals of the hire' the Reitman recruiter was able to broaden the client's potential candidate pool.
Adding value to service the Reitman recruiter recommended, and the client agreed to test the final job candidates with a sales aptitude test. Reitman Personnel administered the tests through our consulting industrial psychologist. The consulting psychologist presented findings directly to the client. In this case the psychological tests assisted the client with the decision process and gave the client valuable information about how to manage the candidate for success.
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