Employers
Now more than ever, getting talent in the door is the key to building a successful sales force. Today’s tight labour market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality candidates.
The Organisational Challenge
With the changing business environment and the increasing expectations of all its stakeholders, organisations are faced with the requirement to focus on the sustainability of their triple bottom line, i.e. Profit responsibility to shareholders, Social responsibility to employees and the community and Environmental responsibility to the planet.
This increases the need for organisations to have robust processes to mitigate or minimise risks associated with achieving and reporting on business sustainability. This means attracting, selecting and retaining quality employees who are ultimately responsible for the business and the front-line sales force, being ambassadors of the organisation, should get more attention in this process. These risks are,
1. Financial Risk
• Inability to find good people and thus loss of business to competition
• High labour turnover in front-line sales people resulting in loss of business
• The increasing cost associated with attracting and retaining front-line sales staff due to high employee turnover
• Uncertainty of consistency in delivering results due to knowledge, skill and attitude gaps
• Penalties for non-compliance with labour laws and regulations
2. Regulatory Risk
• Risk of violation of labour laws and regulations by manpower agencies which have a direct impact on business organisations
• Transparency, reliability and integrity of manpower suppliers / operators
3. Reputation Risk
• Risk to corporate image associated with recruiting poor quality front-line people
• Lack of training and development and motivation of front-line staff which results in disgruntled employees spreading negative publicity about the organisation
• Unethical practices such as employee rotation can lead to loss of competitive advantage
A major gap between excellent strategy and meticulous execution depends solely on front-line sales teams. However many organisations are unable to achieve this ideal state due to the poor quality of front-line people supplied by some manpower agencies thus running the risk of adverse impact on the organisation and its business.
Many organisations that rely on manpower agencies are often unaware of the many unethical practices of some agencies including and not limited to violation of labour laws, employee rotation and disclosure of business sensitive information to competition. Therefore organisations need to identify the right partners for outsourced services and closely monitor the systems and processes of such service providers to ensure compliance with organisational policies and standards.
The FLAME Difference
FLAME Human Capital Management is a unique organisation, as it is professionally managed by experienced experts in the fields of selling and distribution, marketing, human resource management, training and development and business analytics. Our commitment goes beyond simply supplying front-line sales staff to ensuring uncompromised compliance with statutory requirements while safeguarding the image and reputation of our clients and serving the community at large.
We go that extra mile and more to ensure that our clients are delighted with our services while ensuring that our candidates are highly motivated and are of superior quality capable of delivering extraordinary results. Our candidates are offered permanent employment after a reasonable period of probation in consultation with our clients, thus offering our candidates a sense of belonging and job security supported by training and development.
Our Selection Process
Our candidates are carefully handpicked following a stringent selection and registration process. We assess their knowledge, skills and attitudes and provide basic training and a sound foundation to facilitate excellent organisational fit.
Our selection process involves a series of interview and activity-based screening sessions where each high potential candidate is grouped into one of three job groups available through FLAME. The next step involves an extensive training workshop on the specific job role followed by an activity-based final selection, and it this from this pool of candidates that we offer our clients a list of potential candidate for interview and selection.
Recruitment of candidates may be based on recruitment into the client’s permanent payroll or into FLAME’s permanent payroll depending on the client’s preference and staffing strategy.
Job Categories
We presently offer our clients with candidates in three job categories based on the level of experience and expertise required and the client’s budget, ranging from trainees to experienced personnel.
• Sales Representative
• Sales Assistant – Display and Merchandising
• Customer Marketing Representative (Promotional Staff)
Further to the above FLAME can also head hunt suitably qualified personnel to fit into sales supervisor, sales executive or sales management categories.
