Wednesday, May 26, 2010
NY/NJ Freight Transportation Sales
NY/NJ Job Opening. Sales Executive/Account Manager. Freight transportation services company is looking to increase its national presence by adding on motivated, outgoing, and articulate individuals to their sales team. Primary functions are to grow clientele, maintain existing accounts, and help build a company that pretty much sells itself. You must have a minimum of 3 years of successful experience in selling freight transportation services. Company is a national provider which means room for growth, highly competitive wages, great benefits package, and profit sharing. Apply immediately as applicants are already being interviewed. Go to http://personneloptionsny.com/apply-now/ and apply immediately!
Tuesday, May 18, 2010
NY Job Opportunity-Staffing Recruiter
Skilled Recruiter positions available with multiple Staffing Companies/Headhunting Firms across the tri-state area. Must possess a minimum of 2 years experience as a Recruiter within a Staffing Firm, providing Business to Business Services. Individuals with exceptional B2B sales experience (minimum of 2 years) will also be considered. These individuals should be leaders and extremely motivated to exceed quotas and meet deadlines. Strong verbal skills to communicate effectively with candidates. Capable of building strong relationships with talent to increase pool of skilled individuals. Must also have experience recruiting through social networking, job boards, and other unique methods to produce highly desirable “passive candidates”. Highly competitive salary + commission package. Go to personneloptionsny.com and apply immediately! Three positions currently available, but these will definitely be filled quickly.
NYC Job Opportunity-B2B Services Sales
Client seeking several B2B sales professionals with a minimum 2 years of stellar performance selling outsourced Business Services such as human resources, insurance, benefits, payroll services, etc. National company however currently looking for individuals within the NYC area. Self motivated individuals with excellent verbal communication skills are perfect for this position. Originally four positions were available however due to the large response of qualified candidates only two out of four of the positions are still vacant. Generous base + commission package and exceptional growth potential.
NYC Job Opportunity-Financial Specialist
Financial Services Company located in Manhattan is seeking a Financial Specialist. If you have two years of accounting experience within a Financial Services Company, and a minimum of one of that experience was spent at an FCM (Futures Commission Merchant) then you are an ideal candidate for this excellent opportunity. An interest in the financial markets, especially Futures and Foreign Exchange (FX) is a major positive. Office environment is vibrant and fast paced, excellent for individuals with a few years of experience that want to take a major step towards developing a successful career. Compensation is highly competitive and company is global, with offices all over the world this is a highly desirable position that will be filled fast.
NYC Job Opening-FCM Internal Auditor
Financial Services Company located in Manhattan is seeking a motivated team player to assist Internal Audit Department with the firm’s due diligence program, regulatory compliance and ongoing audit responsibilities. Minimum of 1 year internal auditing experience within a financial institution, futures commission merchant, broker/dealer or bank. Knowledge of the USA Patriot Act, Bank Secrecy Act, NFA, CFTC, SEC, FINRA, and FinCen required. If you meet these requirements, go to personneloptionsny.com to apply!
NY/NJ Job Opening- IT Consulting Sales Account Executive
Account Manager / Account Executive positions available for multiple IT Consulting and IT Staff Augmentation firms within the tri-state area. Must possess a minimum of 3 years experience within the field, successfully developing new business and building on existing relationships. Excellent verbal and written communication skills are required for this position. Also, your education background should be in the technology field, as you will need to intelligently communicate with decision makers in the IT field on a daily basis. Experience with various social networking sites and other forms of technology to locate and pursue new clients will definitely work in your favor. Highly competitive salary + commission package. Go to personneloptionsny.com to apply.
Thursday, May 13, 2010
Sales Staffing & Executive Search: Try Before You Buy
In today’s connected world, it makes sense to try before you buy – even in sales staffing & executive search and placement. To be honest, technology has both been a blessing and a bane in the world of executive search and professional sales placement. It’s been a blessing because never before has it been so easy to reach so many. Really, even this article will be read by a far wider audience than I ever could have hoped for fifteen years ago. In all likelihood, it will appear in every state, and even in every country on earth.
Furthermore, the internet allows for some serious laser-like targeting. To go back to this article, it will likely be read by those with at least a passing interest in executive search and sales employee placement. It won’t likely be read by those searching for steak knives (at least not this far into it, anyway. That first sentence should send cutlery lovers scattering.)
So yes, the internet is a HUGE blessing. People all over are connected, and can search for / find interested parties for their services. Nice. And to be honest, it’s made our job as executive search professionals much easier in a sense.
However, the internet is a bane as well. And here’s why: Everyone – and I mean everyone – is on the internet.
Now, a bit earlier I said that the wide breadth of the internet is good. And it is. But it’s also a problem. Want to see how much of a problem it is? Go put up a plum job on some major job board. First of all, it’ll cost you up front, sometimes hundreds (or even thousands) of dollars. Second of all, I hope you have a HUGE inbox. Because everyone – even people with nowhere near the qualifications you require – will apply. You put up a position for an executive VP, and some supermarket bagger will send you a note just asking for a chance…
What’s the alternative? How about an employment agency and/or executive search (headhunting) firm? Now we’re getting somewhere. But here’s the rub – these firms have the exact same problem (I know – I own one). They have to sort through a TON of people to get your position filled. Now, they (we) are paid to sort through and select people – that’s why we exist. But for most search firms (not mine), the end result is still skewed because so many people are “out there” looking for that great job.
So again, what to do? Well, I’ve found what I think is a novel solution, and I encourage more companies to insist on this: a performance-based fee structure. In essence, try before you buy.
Try before you buy – what a novel concept…
A performance-based fee structure is very simple: you hire an executive search firm (like mine or one of my competitors) to fill an executive or a sales position. The executive search firm works closely with you to determine just what type of person will work best. Then, they navigate the incredible expanse of the candidate pool. The better firms have access to better places (and better people) but in the end, that’s somewhat transparent to you – you just want a great fit.
Then you get the call you’ve been waiting for – the executive search firm has found (and screened) several people. Now you interview them, and make a selection. Your new hire starts to work for you.
I want you to notice something… nowhere in the process have I mentioned any fee yet. And that’s the way it should be – no fee until the new hire works for you for a predetermined amount of time. Not one day, not one week, but enough time so you can be certain that things will work out well.
THAT’S putting your money where your mouth is, and that’s exactly how an executive search firm should work. Because if they can’t operate under these rules, they must think there will be a problem with the people they send. A good executive search firm should be 100% confident in 100% of the candidates they recommend. A performance-based fee structure ensures that is exactly the case.
Companies today do not have the time, or the money, to waste on interviewing substandard candidates. A solid executive search firm – one who offers a performance-based fee structure – makes sure that doesn’t happen.
David Lee is Director of Business Development at Personnel Options, Inc. Personnel Options is a NY-based sales and executive staffing firm providing leading executive search and placement services throughout the nation. For more information about Personnel Options, please visit http://www.personneloptionsny.com or call 212-710-3585.
Furthermore, the internet allows for some serious laser-like targeting. To go back to this article, it will likely be read by those with at least a passing interest in executive search and sales employee placement. It won’t likely be read by those searching for steak knives (at least not this far into it, anyway. That first sentence should send cutlery lovers scattering.)
So yes, the internet is a HUGE blessing. People all over are connected, and can search for / find interested parties for their services. Nice. And to be honest, it’s made our job as executive search professionals much easier in a sense.
However, the internet is a bane as well. And here’s why: Everyone – and I mean everyone – is on the internet.
Now, a bit earlier I said that the wide breadth of the internet is good. And it is. But it’s also a problem. Want to see how much of a problem it is? Go put up a plum job on some major job board. First of all, it’ll cost you up front, sometimes hundreds (or even thousands) of dollars. Second of all, I hope you have a HUGE inbox. Because everyone – even people with nowhere near the qualifications you require – will apply. You put up a position for an executive VP, and some supermarket bagger will send you a note just asking for a chance…
What’s the alternative? How about an employment agency and/or executive search (headhunting) firm? Now we’re getting somewhere. But here’s the rub – these firms have the exact same problem (I know – I own one). They have to sort through a TON of people to get your position filled. Now, they (we) are paid to sort through and select people – that’s why we exist. But for most search firms (not mine), the end result is still skewed because so many people are “out there” looking for that great job.
So again, what to do? Well, I’ve found what I think is a novel solution, and I encourage more companies to insist on this: a performance-based fee structure. In essence, try before you buy.
Try before you buy – what a novel concept…
A performance-based fee structure is very simple: you hire an executive search firm (like mine or one of my competitors) to fill an executive or a sales position. The executive search firm works closely with you to determine just what type of person will work best. Then, they navigate the incredible expanse of the candidate pool. The better firms have access to better places (and better people) but in the end, that’s somewhat transparent to you – you just want a great fit.
Then you get the call you’ve been waiting for – the executive search firm has found (and screened) several people. Now you interview them, and make a selection. Your new hire starts to work for you.
I want you to notice something… nowhere in the process have I mentioned any fee yet. And that’s the way it should be – no fee until the new hire works for you for a predetermined amount of time. Not one day, not one week, but enough time so you can be certain that things will work out well.
THAT’S putting your money where your mouth is, and that’s exactly how an executive search firm should work. Because if they can’t operate under these rules, they must think there will be a problem with the people they send. A good executive search firm should be 100% confident in 100% of the candidates they recommend. A performance-based fee structure ensures that is exactly the case.
Companies today do not have the time, or the money, to waste on interviewing substandard candidates. A solid executive search firm – one who offers a performance-based fee structure – makes sure that doesn’t happen.
David Lee is Director of Business Development at Personnel Options, Inc. Personnel Options is a NY-based sales and executive staffing firm providing leading executive search and placement services throughout the nation. For more information about Personnel Options, please visit http://www.personneloptionsny.com or call 212-710-3585.
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