My Business Partner(s) and I have a Mid-Sized Mortgage
Banking/Broker Company located in Scottsdale AZ.  We have a proven
successful system from Marketing to Administrative staff and are very
profitable. We Process and fund about 45-55 Mortgage loans a month and
currently have a handful (5-7) of Salespeople making between
$10K-$25K/ month. Our Sales people receive 100% of there business from
our company generated lead sources of Internet, Direct Mail and or our
In House Telemarketing. We are at a point of growth and are in need of
Good Salespeople, not necessarily just good Loan Officers but just
people who can close business in a competitive environment. People
that have fit well in our system in the past have come from other
industries such as the Car Business, Biz Opp?s (Business Opportunity
Sales), Call Center Personnel, Collections and other Mortgages
Companies. Most of these fits are people driven by 100% commissions,
have the willingness to work long hour?s nights and weekends, familiar
with closing sales over the phone, and are motivated by a large
paycheck.

We are very familiar with common sources of Newspaper, Job sites,
Headhunters etc and use some of these techniques currently.  Seeking
out a custom recruiting system to find and directly contact
Salespeople complete with related links and an answer practical in its
use; essentially allowing us to become our own ?Personal Headhunters?.
An ideal answer would allow us to contact a large number of candidates
in a short amount of time.

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Request for Question Clarification by belindalevez-ga on 03 Sep 2006 09:37 PDT

<Thankyou for your question.

I have been researching your question and would like to confirm that I
am on the right track before proceeding further.

Are you looking for a software system to speed up your recruitment
process and track down candidates?

There are a large number of companies offering recruitment systems.
Applicant tracking systems allow you to streamline the job application
process. These systems typically allow you to:
Post job advertisements
Upload resumes from applicants
Create a database of resumes
Search your resume database
Contact applicants
Schedule/track interviews
And more.

Two such systems are OpenHire and Taleo.

OpenHire is currently the only system that is fully integrated with
the major job boards. The major job board CV databases can be searched
at no further cost and the search results are automatically loaded
into the system. OpenHire costs $10,000 to $15,000 but has the
advantage that searching the CV databases of the major job boards is
included free of charge.
http://www.openhire.com/applicant__tracking/features/job__board__integration.htm

Taleo offers a cheaper solution with a monthly subscription from $99 per month. 

Other systems are modular in nature charging different amounts
depending on which features are required.

OpenHire
The system is integrated with online job boards like Monster, HotJobs,
CareerBuilder and hundreds of speciality job boards. This gives you
the unique ability automatically post your jobs to any job board you
have an account with, without requiring a second log in and with no
extra fees. This means your job opening can be posted to hundreds of
job boards in seconds. The system also allows you to import resumes
from all the major sources of resumes with no additional fees. The
resume import feature allows the information to be parsed into
predefined database fields.

Taleo
Taleo offers a recruitment software system that focuses on the needs
of small to medium sized businesses.
It takes less than 48 hours to set up.
Annual subscription starts at $99 per month per user for personal service level.

http://www.taleo.com/solutions/business-edition-30daytrial.php


Could you please let me know if these are the kind of systems you are
interested in?

It would also be helpful to have an idea of your budget for a system.

I look forward to hearing from you.

Belindalevez-ga>

---

Clarification of Question by businessmanaz-ga on 07 Sep 2006 09:11 PDT

Hello Belindalevez-ga, Although your Software system suggestions for
helping with recruiting, job posting and applicant management seems
very interesting and I may check into them, I was seeking a different
system. When I had mentioned "custom recruiting system" I was thinking
more along the lines of outside the box ways to find and contact these
sales people, other then job boards, newspaper ads, headhunters or
other traditional ways. More specifically I have researched through
old Google Answers and found the Question titled Finding Great Sales
People Question ID: 203098, which had triggered the term "custom
recruiting system" as journalist-ga had developed a way for this
person to target and contact Sales People in that industry in a very
specific fashion. Maybe it would even be possible to contact and
consult with journalist-ga and brainstorm for an unorthodox approach.
Not sure if that would help at all and or if journalist-ga may be
specific to that industry.  My search parameters can be broader and
should allow for more contacts as I am willing to go outside the
mortgage industry for Recruiting. Hopefully this paints a clearer
picture for you.

---

Request for Question Clarification by belindalevez-ga on 08 Sep 2006 04:50 PDT

<Thankyou for your clarification.

You may find it helpful to edit your question title adding (for
journalist-ga, if possible). This way you will more easily attract his
attention to your question.

Best wishes Belindalevez-ga.>

---

Clarification of Question by businessmanaz-ga on 08 Sep 2006 11:20 PDT

Understandable and I can try attracting journalist-ga if possible but
I would like your input also. Journalist-ga answered that question
about 2+ Yrs ago any may not even be around to contact. When I
mentioned journalist-ga it was not to specifically consult/converse
with that person, more to point out the non-conforming approach this
person used. I am not 100% sure how GA works, period, and which other
GA Researchers have access to answering this question since we have
been conversing. You seem very knowledgeable and resourceful; I liked
the input you had provided initially. I would like to hear your
approach now that you have my clarification to help you think along
the same lines of what I am seeking. Are you up for the challenge?

---

Request for Question Clarification by belindalevez-ga on 11 Sep 2006 02:29 PDT

<I'm definitely up for the challenge. I'll post my ideas as a
clarification so that you can decide whether or not they fit your
needs.

Best wishes 

Belindalevez-ga.>

---

Request for Question Clarification by belindalevez-ga on 11 Sep 2006 05:25 PDT

<Recruiting sales closers.

I would organise an event that is aimed to attract sales people and
has the potential to get media attention. This would combine an open
day with a competition. The competition is the hook that gets both the
prospective employees? and media interest. The open day allows you to
present your company to the candidates. You can hold it either at your
premises (if there is sufficient space) or at another suitable venue.
The advantage of an event is that it gives local television something
to film. The event has the added bonus that it is not just a means of
recruiting but also advertises your business to prospective clients.

The competition.

The aim of the competition is to find the best sales person in
Scottsdale. The competition should have a sales theme with the
entrants needing to show their sales skills to win. The first prize
should provide sufficient incentive to enter.

Ideally the competition will be organised in conjunction with a local
newspaper, radio or TV station. Personally contact the local media and
ask them if they would like to partner with you. In return for their
co-operation, offer to put their name/logo on display at the event and
on any promotional materials that you produce.

You can either provide the competition prizes yourself or partner with
other local businesses who would provide prizes in return for
publicity.

The competition should be fun and easy to enter. One suggestion would
be to base it around the saying ?money for old rope.? The challenge is
for the sales person is to stand on a podium and give a short sales
presentation trying to get ?money for old rope?. To add interest a
?difficult customer? interacts with the sales person raising
objections. A panel of judges rate the performance. You could make it
into a fun event with judges who ring a bell for a sale and sound a
hooter for a no-sale. A small prize can be given for a sale. To add
variety there can be several rounds. For example in the second round
?sell your granny?. The person who is judged to give the best sales
pitch is the winner.

Entrants should be invited to register for the competition. This gets
you their contact details. even if they don?t show up on the day of
the event. For those who take part you will have an indication of how
they will perform in a sales situation. Anyone who shows promise can
be invited for an interview.

You can also advertise your vacancies during the open day using
posters, fliers etc. The CEO can give a welcoming speech and mention
that the company is currently recruiting sales personnel.

The key to making the event a success is to get media attention. Just
posting off a press release is not an ideal approach. I have found
from experience that it is best to make a personal visit to the local
newspaper, radio and TV offices. Tell the receptionist you?ve got a
great story and would like to see the editor. You may get a journalist
instead but at least you?ve got a foot in the door. Have a press pack
prepared so it makes life easy for the person who will cover the
story. Include photographs, an article about your event, and other
articles that can provide background information like what makes a
good sales person, what a career in sales is like...  Include quotes
in the articles ?According to John Smith CEO of ?? This gets your
company name mentioned. The ideal situation is that the journalist
takes the idea and maybe turns out a series of articles that ensures
your company name keeps getting mentioned.

Keep in contact with the journalist, it?s a good idea to give a follow
up phone call a couple of days later to ask if he/she has everything
they need for the story. This ensures that the story stays in the
journalists mind and starts to build a relationship that you can use
in the future.

This method of recruiting has a number of advantages:
It is aimed directly at sales people.
It has the potential to get free advertising.
You can see a large number of candidates in one day.
You get to see their sales skills.
It is low cost compared to other forms of recruiting.
The competition gives sales people the incentive to give you their contact details.
Your vacancies can be presented to the candidates at the event.

Please let me know if this approach is something that you would consider.>

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Clarification of Question by businessmanaz-ga on 12 Sep 2006 18:58 PDT

Ouch, you are getting further off the map! To keep things short and
sweet we are not in a position and would have no interest in putting
on an event of this sort at this time. I need an on going recruiting
system/engine that I can consistently hire new sales people. Let?s get
back to online trains of thought(s)and ways to isolate and recruit
Sales Leaders, Managers, Collections People, Car Sales, Finance
Managers, and Biz Opportunity Closers. The system needs to have the
ability to plug new people in every few weeks. As you know with sales
people they come and go or don't work out in on way shape or form,
more times then they work out. With that said,what others thoughts do
you have?

---

Request for Question Clarification by belindalevez-ga on 13 Sep 2006 00:26 PDT

<An online solution would be to use data harvesting software to find a
list of potential candidates. The software crawls internet sites and
looks for the names of sales employees and their contact details.

Velodityscape is an example of a company that offers this type of service.
http://www.velocityscape.com/Solutions/Enterprise/BusinessLeads.aspx>