Job_Selection_Interclean

With the new strategic direction being focused on selling full-service cleaning solutions for organizations in the health care industry, we need to reorganize our sales teams. Our sales people must be well versed with compliance and regulatory issues and come up with creative solutions for our clients. In order to succeed with the company’s new strategy the sales staff in particular needs to be able to generate sales leads with larger health care organizations where regulatory agencies are constantly looking over their shoulders. The sales staff must also develop and further cultivate relationships with local, state, and federal sanitation compliance agencies so that we can always remain ahead of the competition when it comes to learning about new directives or pending legislation as it pertains to sanitation standards. Therefore suitable sales team candidates are those who are proactive, creative, and possess strong interpersonal skills. They need to be very comfortable with schmoozing both with regulatory officials and new and existing clients. This new direction is less focused on direct product selling where the sale ends with the transfer of goods, but more focused on solution and relationship selling. An ideal sales team candidate is one who is able to come up with creative solutions for the client that adds tremendous value to their operations. By adding tremendous value to the chain InterClean will be able to justify the consulting fees it will be charging. The sales team candidate must be able to actively listen to the clients concerns and plans for the future and while building trust present creative solutions that will help the client meet or exceed both their short and long term objectives. By efficiently tying in the knowledge learned from the regulatory contacts about future regulatory changes, a savvy sales person will be able to design a sanitation solution for the client and sell the client on it before the competition even knows what hit them. This is what we need from a sales team professional at InterClean. Now to address the issue of finding these sales team professionals who will be able to implement this new, solution based selling. I propose that we take a talent inventory of all sales staff from both InterClean and EnviroTech. When evaluating the talent pool we should get the direct input of Eric Borden, Ving Hsu, and Terry Garcia. After all it is those three senior sales specialists who pioneered the customer and service based system of selling at EnviroTech. Our new corporate strategy focusing on solutions or service based selling must look to EnviroTech’s experience and expertise to capitalize on its best practices. With the guidance of EnviroTech’s management team we must access industry needs and identify prime candidates in the marketplace for our solutions. Considering the sanitation industry is constantly changing as ever more stringent legislation is enacted we must have not only skilled sales people on board but also market analysts and health and environmental professionals on staff. The new sales efforts will involve many subtle undertones, so therefore I recommend compiling a list of needed talent in order to complete a comprehensive sales team. After having taken stock of all available talent from within both InterClean and EnviroTech, I propose we recruit whoever is deemed appropriate from within before looking towards external recruitment. When we have exhausted all available internal talent we should contact professional recruitment agencies. In the long run I feel the cost of using such services will be well worth it as it will dramatically cut down on our prescreening process. With the merger of InterClean and EnviroTech we will be in a high growth stage and our business strategy will be adapted accordingly. Our new objectives are to focus on selling our clients cleaning solutions not just cleaning products. EnivroTech has some market share in this space but combined with the resources of InterClean, after this merger we hope to quickly expand our market share and achieve market dominance in this space. As we grow our staff to achieve these goals of market dominance we must select our staff wisely. Along with the general background/reference checks, and letters of recommendation, I propose we subject all applicants to a series of tests. Since we are currently experiencing a loose labor market with the economic downturn we have an abundant available labor supply to hire from. Some of these tests should include integrity tests dealing with personality measures, mental ability tests, work sample testing, or better yet situational testing such as an ‘In-Basket test’. We want to ensure that with the soft job market we are taking advantage of being able to hire the brightest and sharpest available talent. This screening or selection process may involve additional costs as certain assessment centers may need to be used and professional evaluators will need to be paid to assist in the selection process. However, it is better to aggressively test the potential hires and weed out the subpar candidates, before extending employment to the rest. In the long run this will reduce turnover and help in optimizing productivity. In building my team I have selected six employees, namely; Susan Banner, Tina Fields, Pam Dunkin, Tom Stevens, Dick Wheelwright, and Harry Truman. I feel my team will be very well represented within the company by these employees. They each bring phenomenal knowledge and experience to the table. Both Susan and Tina have spent over 10 years working at EnviroTech and have with the help of Sally Lindley been able to develop close relationships with Florida state board sanitation officials. By learning firsthand from Sally how to develop relationships with state regulators in Florida, both Susan and Tina have done the same in Georgia, Texas, and New York. I strongly feel that with their expertise at relationship building with state regulators we will be able to establish relationships nationwide in every major market we service. The advantage this brings to the table is that we will be able to get the inside scoop on upcoming changes with regards to sanitation standards in certain markets well before they are released to the public and subsequently our competitors. This allows us to customize cleaning solutions for our clients so that they will always be in compliance with new sanitation standards. Pam is a chemical engineer who has been with InterClean for the past five years. Her research has lead to 4 different cleaning product lines within the company and she is an expert in proposing creative applications for various cleaning products. We intend on utilizing Pam’s expertise in proposing new cleaning solution regimens for clients based on new sanitation guidelines. Since she knows exactly what product/chemical combinations can achieve what results we will be able to provide customized cleaning solutions as per individual client specifications within a fraction of the time our competitors will take to come up with comparable solutions. Tom and Dick have been salesmen with InterClean for over a decade and have enjoyed the highest sales records year after year for the past 7 years. Every year they practically rotate taking either first or second position as the highest grossing sales rep. Harry was recruited with the help of a recruiting agency from GermaTech, one of InterClean’s leading competitors. Harry has been in sales for 20 years and has spent the last 15 years at GermaTech. He has enjoyed being named GermaTech’s salesman of the year for the past 8 years in a row. I feel that the premium we have paid to get Harry on board with our team will reap us great dividends in the near future. With Harry’s rolodex of personal connections within the healthcare industry, Tom and Dick will be able to join forces with him and target market to his contacts to land service contracts. Utilizing each of their strengths, as a team I am confident we will be able to become the preeminent sales team providing cleaning solutions in this industry. As you can see, following my approach and choosing the team members that I did in the manner in which I did, will definitely help my team succeed with the company’s new strategy. References 1. Cascio, W. (2005). Managing Human Resources. Retrieved from the University of Phoenix eBook Collection database. 2. InterClean, Inc Scenario Retrieved from the University of Phoenix online database