BSI NEWSLETTER

HIRING PROCESS:
BSI Management Search & Consulting, LLC recruits A candidates for our clients who are leaders in their industry. An A level candidate is a STAR PERFORMER. They are engaged in the workplace, they love the work they do and do it to the best of their ability. There are two key differentiators between an A candidate and the rest of the field. The first one is the A Candidates are usually goal setters. The person who sets goals is already successful and therefore is an A candidate. The second differentiator is that they are solutions finders. They solve problems. As you might expect an A level candidate is becoming more and more difficult to find. It was thought in the past that A candidates needed to be passive candidates. If you have a resume on Career Builder or Monster you were not a passive candidate and therefore not an A candidate. I do not think this was ever really true. Usually, A candidates do not change jobs as often as others do. I am not sure that even that truism is true. In todays world things happen that no one can really control. The other day I talked with an A candidate recently downsized by a Fortune 500 company. In fact, the entire department was laid off. This candidates sales were up significantly while corporate sales were flat, at best. But the company decided that this departments efforts could be done by another department. At BSI Management Search & Consulting, LLC we find our best candidates through a referral system that includes referrals from our friends on Face Book, Linkedin and other social media. We also get referrals from our contacts, competitors, distributors, integrators, other recruiters, etc. Many of us do not like this method of recruiting because you get to hear NO every once in a while. Sales is a contact sport. To do it successfully we must endure the agony of defeat to experience the thrill of victory. If your recruiter is not using referrals than they are not getting in touch with the best people available. Finding great referrals does not eliminate the need to include the Job Benchmarking System to make sure your candidate not only meets the technical skills required but also the behaviors and motivators required to do the job successfully. This system allows the job to tell us what behaviors and motivators are needed to be a STAR PERFORMER. An engineer might have the technical skills needed to be a great Embedded Controls Engineer at ABC

company but does he have the behaviors and motivators necessary to be a STAR PERFORMER as a sales engineer at the same company? The Job Benchmarking Systems can tell us and thereby avoid hiring mistakes and costly turnover problems. FOR MORE INFORMATION ABOUT FINDING A CANDIDATES FOR YOUR JOB OPENINGS AND/OR ABOUT THE JOB BENCHMARKING SYSTEMS SENF AN EMAIL TO CHARLIE@BSICONSULT.COM.

AVAILABLE CANDIDATES
1. Product Marketing Manager - who has grown market share growth

from 12% to 30% and at same time increased productivity by reducing by 50% processing time.
2. Packaging Machinery Sales who salvaged several key accounts

while closing largest order of year for company.

3. Business Development Manager who has increased sales year over

year by an average of 15% in a $50 million territory.

4. Project Manager/ Engineering Manager providing leadership to

diverse group of engineers, managers, and directors on complex projects involving nuclear fuel.
5. Sales/Marketing Manager - of startup technology company

addressing safety systems in the petroleum industry.

6. Director of Sales who developed and implemented strategies that

increased closing rate from 40% to 72%.

7. Director Metals Management who utilized supply channel

strategies to create systems, procedures and controls to monitor price risk of commodities.
8. Regional Business Development Manager who was member of

Presidents Club and awarded Regional Manager of Year for achieving top sales growth.
9. Regional Sales Manager who achieved 126% of target sales in

region last year.

10. Marketing Director who developed and implemented sales and

marketing lead generation process, increasing growth target pipeline from &22M to $122M.