Publishing
Company Sales/Service Recruiting
Our recruiting database of publishing sales/service
professionals is the largest in the industry...and has taken us
21 years to build/develop it--and to earn the trust of our recruiting
candidates and publishing companies. This database gives us the
power and visibility to find and select the very best-of-the-best
... those who know how the publishing and advertising industry
works.
For publishing companies we provide:
- We place strategic ads with industry publications and related
websites.
- We place your job openings in our recruiting publishing E-newsletter.
- We draw on our industry contacts and relationships to find
perfect candidates...candidates that will fit in the culture
of your publishing company.
- We create a customized publishing Selection Summary Form,
which is our proprietary system for sorting and filtering candidates.
- We telephone interview publishing candidates before we forward
their information to you, plus have them complete three specific
written exercises.
- We send you each person's cover letter, their resume and a
list of references, once we have completed the interview process.
- We provide a comprehensive 23-page written assessment, numerically
scoring this person, as compared to publishing SuperStars around
the country.
- We can provide exit interviews, to better understand why your
employees are leaving.
For more information, please complete the form
on the right side of this page.
For publishing companies sales/service
candidates we provide:
- A review of your resume.
- We place your availability, confidentially, in our recruiting
publishing E-newsletter.
- We draw on our industry contacts and relationships to find
publishing companies that will be a perfect fit.
- We use a customized publishing Selection Summary Form, which
is our proprietary system for sorting and filtering the best
companies, based on your experience and needs.
- With your approval and permission...we send your information
to the publishing companies best suited for you.
- We stay involved with you...every step of the way.
For more information, please complete the form
on the right side of this page.
Below is a list of "some" of the industry superstars we
are actively working to place with leading publishing companies.
All of the recruiting work we do for our publishing companies is
to match "A" companies with "A" candidates...and
"A" candidates with the best/perfect publishing companies.
Each candidate we send to our publishing clients
is taken through the following steps:
1. A careful read and review of each resume is done.
2. A first telephone interview is conducted. Compensation, non-competes
and travel/relocation issues are covered during this call.
3. A written exercise with two specific assignments is requested.
4. The completion of our PowerHour three-part publishing sales pre-hire
testing/assessment is done.
[ powerhour.com/publishingcompanies/assessments.html
]
5. A second interview is done that includes interview questions
focused on their testing/assessment results.
6. A request for references.
7. Each candidate is compared to our proprietary publishing PowerHour
Selection Summary.
8. A package is sent to you by E-mail for each candidate.
Want to learn more? Send an E-mail
or call us at 435-615-8486.
| Publishing
SuperStar Candidates |
|
Candidate #: 559
Years of sales experience: 6
Years of sales experience in the publishing industry: 6
Located in: NC/SC/GA/TN
Willing to travel: Yes, 25% of the time
Looking for: Key/national accounts
Compensation range: 80-100K
Candidate #: 470
Years of sales experience: 30
Years of sales experience in the publishing industry: 30
Located in: TX/OK/NM/LA
Willing to travel: Yes, 30-40% of the time
Looking for: Key/national accounts sales position or management
Compensation range: 125-150K
Candidate #: 206
Years of sales experience: 15
Years of sales experience in the publishing industry: 15
Located in: NJ/NY/PA/CT
Willing to travel: Yes, 20-35% of the time
Looking for: Key/national accounts or sales management position
Compensation range: 120-140K
Candidate #: 733
Years of sales experience: 14
Years of sales experience in the publishing industry: 14
Located in: CA/AZ/OR/NV
Willing to travel: Yes, 25% of the time
Willing to relocate to: East Coast
Looking for: Key/national accounts sales position
Compensation range: 140-165K
Candidate #: 232
Years of sales experience: 18
Years of sales experience in the publishing industry: 9
Located in: UT/NM/CO/KS areas
Willing to travel: Yes, 50-75% of the time
Willing to relocate to: Open
Looking for: Sales management position
Compensation range: 150-200K
Candidate #: 846
Years of sales experience: 18
Years of sales experience in the publishing industry: 18
Located in: FL/GA/SC/AL
Willing to travel: Yes, 50% of the time
Willing to relocate to: Yes
Looking for: Key/national accounts sales position or management
Compensation range: 175-200K
Candidate #: 671
Years of sales experience: 16
Years of sales experience in the publishing industry: 4
Located in: OK/LA/TX/NM
Willing to travel: Yes, 50% of the time
Looking for: Key/national accounts
Compensation range: 75-90K
Candidate #: 201
Years of sales experience: 18
Years of sales experience in the publishing industry: 14
Located in: TX/LA/OK/NM
Willing to travel: Yes, 30-40% of the time
Willing to relocate to: No
Looking for: Key/national accounts
Compensation range: 100-110K
Candidate #: 809
Years of sales experience: 16
Years of sales experience in the publishing industry: 8
Located in: GA/FL/NC/SC
Willing to travel: Yes, 50% of the time
Willing to relocate to: No
Looking for: Sales management position
Compensation range: 200-225K
Candidate #: 212
Years of sales experience: 25
Years of sales experience in the publishing industry: 25
Located in: CA/NV/AZ/OR areas
Willing to travel: Yes, 25% of the time
Willing to relocate to: No
Looking for: Key/national accounts or sales management position
Compensation range: 250-300K
Candidate #: 403
Years of sales experience: 24
Years of sales experience in the publishing industry: 24
Located in: AZ/CA/NV/OR areas
Willing to travel: Yes, 10-20% of the time
Willing to relocate to: Maybe
Looking for: Key/national accounts
Compensation range: 100-120K
Candidate #: 408
Years of sales experience: 20
Years of sales experience in the publishing industry: 20
Located in: NC/SC/VA/TN areas
Willing to travel: Yes, 20-30% of the time
Willing to relocate to: Open
Looking for: Sales management position
Compensation range: 90-100K
Candidate #: 985
Years of sales experience: 21
Years of sales experience in the publishing industry: 10
Located in: WA/OR/ID/CA
Willing to travel: Yes, 25% of the time
Willing to relocate to: No
Looking for: Sales management position
Compensation range: 100-110K
Candidate #: 947
Years of sales experience: 20
Years of sales experience in the publishing industry: 20
Located in: CA/AZ/NV/OR areas
Willing to travel: Yes, 10-30% of the time
Willing to relocate to: No
Looking for: Key/national accounts sales position
Compensation range: 150-175K
Candidate #: 313
Years of sales experience: 16
Years of sales experience in the publishing industry: 10
Located in: OR/WA/ID/CA areas
Willing to travel: Yes, 20-30%
Willing to relocate to: No
Looking for: Key account executive sales position
Compensation Range: 80-90K
Candidate #: 802
Years of sales experience: 25
Years of sales experience in the publishing industry: 25
Located in: WA/OR/ID/CA areas
Willing to travel: Yes, 25-30% of the time
Willing to relocate to: No
Looking for: Key/national accounts sales position
Compensation range: 100-125K
Candidate #: 321
Years of sales experience: 15
Years of sales experience in the publishing industry: 15
Located in: GA/FL/SC/AL areas
Willing to travel: Yes, 50-60% of the time
Willing to relocate to: Yes
Looking for: Sales management/leadership position
Compensation range: 175-200K
|
Nine Steps For The Perfect Publishing Interview
#1, Remember These Words: I will
not lower my standards and hire sub-par candidates for my publishing
company! By making it difficult for a new person to be hired,
you weed out marginal candidates.
#2, Advertising The Position:
Run an ad specific for each position and include a salary range,
for better candidate selection. Look to advertise each position
in trade/industry publications and web sites versus local newspapers,
when possible.
#3, Reading A Resume: Sort all
resumes into two piles reading those with a cover letter first,
especially those "customized" for your publishing company.
Look closely at employment dates and the number of companies each
person has worked for, over the past five/ten years. Look for
background or work experiences that closely match the responsibilities
your position requires. Look for time gaps between jobs.
#4, Conducting A Phone Interview:
Select the best candidates from the resumes you have received
and schedule a ten-minute phone interview with each person. Ask,
"are you currently employed...why are you leaving your current
employer...what is the ideal position you are looking for...what
are you currently earning?" Take "written" notes
as you listen for their phone voice, their attitude, and how close
their ideal position matches the position you have advertised.
Financially, your advertised position should be within 15-20 percent
of this person's current income range. Give each person "homework"
or "research" to complete, prior to the first interview...such
as reviewing your web site, visit/call a few of your competitors,
etc.
#5, Conducting The First/Second Interviews:
Start the first interview by asking about the homework
you assigned. Look to cover questions 1-12 on the first interview
while taking detailed "written" notes and schedule about
30 minutes for this meeting. The first interview should focus
on work experience and skills. If you like what you hear/see,
ask this person to write you a "longhand" letter titled
"what will I do my first 90 days if you hire me today? And,
what questions do you have about the position you are interviewing
for?" Look for accurate spelling, punctuation and if the
letter "sells" you on them. Also, schedule the second
interview, before this person leaves your office. On the second
interview, continue to ask questions 13-23 spending, 30-45 minutes
for this meeting. The second interview should focus on the key
success factors required at your publishing company, problem-solving
abilities and determining the future potential and possible career
path for each candidate.
#6, Using Assessments: If this
person continues to be a strong candidate, schedule another 35-45
minutes for this person to come to your office and take the behavior/values/sales
strategy assessments. The results from these assessments will
either confirm the strengths of each candidate or will "red-flag"
potential problems. Leading companies like 3M and Xerox use this
powerful tool to hire superstars, as assessments communicate a
professional/thorough interview process to a candidate.
To learn more about publishing pre-hire
testing, surf... [ powerhour.com/publishingcompanies/assessments.html
]
#7, Conducting Third/Multiple-Person
Interviews: This interview is the last meeting before compensation
and a job offer is made. It is critical at this point to have
another peer or your immediate supervisor/manager conduct this
interview. In addition, the third interview is perfect for asking
each candidate to give a "mock" presentation, based
on a sample-selling scenario. If possible, have each candidate
give the presentation to a third person, so you can observe the
presentation without distraction.
#8, Checking References: Ask for
references of past employers and these must be carefully checked.
When making your reference calls, leave this message, "Your
name has been given as a reference by xyz person. Please call
me back if this candidate was outstanding". Watch to see
how many do not call you back, as a red flag. If given a person's
name at a past employer, conduct the reference check, then ask,
"who else might I speak with at your company who worked directly
with Bill/Mary?" This "second" person will be the
best reference you can get. Also, use reference waivers (see attached).
#9, Conducting A Fourth Interview And
Presenting Compensation: During the fourth interview, ask
any remaining questions needed to finalize your hiring commitment.
Then, present a 24-month income spreadsheet projecting gold-silver-bronze
performance and projected income levels, by month. The bronze
level must be achievable, realistic, and at least 50 percent of
your current sales team must be performing at this level. Also,
plan to fully explain company benefits, policies and procedures
during this fourth interview. Congratulations...you have completed
the perfect interview and hiring steps!
Want to learn more? Send an E-mail
or call us at 435-615-8486.
