So how do we make sure our graduate sales candidates have the attributes required for success in your sales jobs?
We get to know your ideal graduates for six to eight hours
For a start, we don’t use CVs for initial screening. Secondly, we always meet our graduate-level candidates. Not just at a conventional sales recruitment interview either, but at a specialist sales awareness day at our Gloucestershire offices.
This complements the phone contact we have with candidates. By the time we put someone forward for your sales job, we’ve interacted with them for between six and eight hours. We do this on the phone, face to face in groups of six or seven people and in one-to-one meetings.
Traditional methods don’t work; ours do
That’s right, only a handful of carefully screened graduate candidates attend each of our graduate sales awareness days. We don’t agree with the ‘cattle market’ approach to graduate recruitment used by so many recruiters. Bringing together 30 to 50 graduates, then picking two or three before dismissing the rest isn't good for you or us. Nor is it respectful to graduates. Most importantly, in our experience it simply doesn’t work and isn’t good practice. So we do things our way and clients love the results we achieve. So do our graduates, who often go on to become clients…