Talent Acquisition
Our aim is to unite your business with exceptional, committed sales professionals. Rather than just filling job positions by filtering CV's, we are dedicated to creating as close to the ideal match as neuroscience, psychology and the latest technology can enable. By carefully assessing the unique needs and goals of both organisations and sales professionals, we ensure successful and long-lasting placements.
ISP ANZ stands apart from other companies providing talent search and placement for sales in three key ways. First, we only do sales - nothing else. Second, we are committed to building and nurturing strong professional networks that benefit companies and candidates, helping both connect with the right opportunities and build meaningful relationships in their chosen industries. Thirdly, we take an intensely personal interest in the lives and careers of our professionals, supporting and nurturing their development as professionals and providing guidance and mentoring along the way. And finally, with decades of collective experience as employers, employees and contractors we bring a unique 360 degree perspective to the sourcing process, having seen both sides of the hiring equation. With these key differentiators, we provide a level of customised service and expertise in sales that is second to none.
TALENT IDENTIFICATION AND SOURCING PROCESS
Face-to-face briefing session to prepare an Assignment Specification listing information about the client, the position, and the candidate, including the organisation framework, the position description, an ideal candidate specification.
1. ASSIGNMENT
2. TARGET,
3. REVIEW &
Direct approach to candidates to be interviewed, and assessment against the Assignment Specification requirements. Candidates are briefed on the opportunity.
4. INTERVIEW &
5. PSYCHOMETRIC &
If required, additional information on the candidates can be obtained using testing and psychological assessments.
7. REFERENCES &
Referees will be checked by at the appropriate stage, and if necessary, police checks can be undertaken before final offer.
8. OFFER & NEGOTIATION
9. FOLLOW UP
We will advises all candidates of the outcome of their application. Contact is maintained with appointed candidate and with the client throughout the guarantee period.
BRIEF
APPROACH
BEHAVIOURAL ANALYTICS
BACKGROUNDING
SEARCH &
SOURCE
SHORTLIST
6. PANEL
INTERVIEWS &
APPOINTMENTS
Candidates are sourced within a targeted group, and through network contacts, and with specific “market mapping” of suitable target organisations. Internal candidates can be included at this point.
Candidates are interviewed face-to-face (preferably) or over zoom (if necessary). The candidates considered suitable will be forwarded for the client’s review, and copies of their resumes and an overview summary will be provided. The candidates to be shortlisted will be defined with the client..
A client Panel is formed with representatives of the client to interview the shortlisted candidates. Interviews are arranged, and the candidates are interviewed face-to-face (preferably) or over zoom (if necessary), preferably at/from the client’s premisses.
At the client’s request, we can assist with the salary package negotiations
