Executive search for a sales manager in a medium-sized chemical company
A medium-sized production company in the chemical industry contacted Bjelić & Barth because they urgently needed a competent and experienced Sales Director. The previous job holder, who had moved to a competitor, was immediately released, so that the position had to be filled adequately as quickly as possible.
- Step 1: Needs analysis
- The needs analysis revealed that the ideal candidate must have the following core qualifications:
- At least 10 years of experience as Sales Director or Sales Manager
- Sound knowledge of the chemical industry in the product portfolio and the application of our customer
- Management experience of international sales teams and dealers as well as the necessary self-confidence to enforce decisions
- Strong communication skills, very good verbal and written communication skills and negotiating skills - also in English
- Entrepreneurial thinking and action
- Resilience
- Step 2: Create job profile
- Based on the client's requirements, we created a detailed job profile for the position of Sales Director. This contained information on the tasks, the required skills, abilities and qualifications.
- Step 3: Search for candidates
- Our personnel consultants used various methods to identify suitable candidates:
- Screening of our internal database and contacting potential candidates who were already in contact with us.
- Active search in online job boards and on career pages of companies that advertised similar positions.
- Networking in the industry and participation in relevant events.
- Step 4: Applicant selection and review
- After we had created a list of potential candidates, we conducted interviews and assessments. We placed particular emphasis on matching the requirements of the job profile. We checked the professional qualifications, leadership skills and personality traits of the applicants.
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Step 5: Presentation of the candidates
We presented our client with a selection of the best candidates, along with their resumes and our evaluations. We ensured that the candidates presented were a good fit for the corporate culture, both professionally and culturally.
Step 6: Interviews and selection process of the customer
Our client conducted interviews with the 3 presented candidates and finally made the decision as to which applicant was the best fit for the position.
Step 7: Offer and negotiation
After the client had selected his favorite, we assisted in the preparation of the employment contract and in the negotiations regarding salary and benefits.
Step 8: Offer and negotiation
We accompanied the successful candidate during the onboarding process and maintained regular contact to ensure that the integration into the company went smoothly and the client was satisfied with his choice.
The case study shows how Bjelic & Barth proceeds to win a personnel matter for our clients. Every step is crucial to ensure that the client receives the best possible candidate for the vacant position.
