III. Job Requirements
Interclean has shifted focus from solely a product driven environment to a product/service minded approach. By reviewing profiles of highly qualified sales candidates from both companies the following are the key skill set requirements necessary in the job analysis selection for the formation of sales team:
1. Experience: 6+ years of sales experience in either industrial cleaning or sanitation products or services. E2E experience is a plus.
2. Communication: verbal and written communication since reps will be dealing with customers directly. Presentation skills are a must.
3. Teamwork and Collaboration: Previous experience in a team environment and able to adapt to diverse change and culture. A key skill for this position since the sales team will be dependent upon each other to provide an E2E solution to customers.
4. Industry Regulation: Knowledge of laws and procedures a plus.
IV. Job Duties and Goals
The day to day tasks necessary to develop a successful strategy for sales growth:
1. Assist customers: offer product knowledge and expertise on all services; create individual customer driven packages of services and products. Setup presentations to overcome customer limited product/service knowledge while including specific product language, and client support from the inception of the sale over the life of the sale E2E.
2. Volume: retention of current customers, increased quarterly penetration levels by 2-5%, and achieve year end volume goal while maximizing return on investment.
3. Adding new clients: finding new prospects to purchase InterClean’s services through all media forms: email, cold calling, appointment setting and referrals. The monthly goal is 10 new appointments with a minimum of 2 products or services sold.
4. Travel: minimum of 1 week a month of planned meetings with prospect or clients to cover any new industry procedural changes, improvements and services offered. A sales report needs to be submitted no later then two weeks after a visit.
5. Compliance: all sales representatives must be current on any internal or external laws in conjunction with doing business within the healthcare industry for cleaning products, and full-service cleaning solutions.
V. Workforce Planning System
With the recent acquisition of EnviroTech, Inc. by InterClean, Inc., a strategic initiative was developed to impact the direction in which InterClean not only sells cleaning products but also offers a full-service spectrum of cleaning solutions for organizations in the healthcare sector. For the merger to be successful, a new sales team of five individuals needed to be formed.
Part of this team’s requirement is to offer full-service cleaning solutions and in order to fulfill this pre-requisite; each representative is responsible for satisfying the necessary training obligations. Each salesperson needs to comprehend the developing and plaguing issues of legal, environmental, safety, and ethical ramifications within sanitation, regulations pertaining to environmental restraints/confines of cleaning and cleaning systems, and familiarization with OSHA (Occupational Safety and Health Administration) policies.
Employees were selected based upon industry knowledge, sales experience, sub-set of team and customer centric skills, and performance abilities. Training will be held either quarterly or semi-annually to ensure all employees are abreast of any regulatory and or statutory updates, a minimum of three to five sales seminars annually and any other pressing issues relating to environmental or safety notifications will be held as necessary to accommodate the influences affecting production and possible legal responsibilities. The team will be centrally located at home office but will be required to travel a minimum of 50%. Promotions can be considered after a year to 18 months in service within current position for qualified candidates. High profile candidates will be given a mentor to increase development curve while status quo employees will have semi-annually meetings with HR to address development concerns. Employee compensation: base salary (industry experience, skill sets and tenure with either company will determine salary) plus a potential quarterly bonus of 10-20 of base salary (sales objective thresholds must be met).
VI. Selection Method
Potential candidates will be ranked on there ability to answer questions during the interview process and overall performance with either company. In the event of a tie score, an in-basket test will take place mimicking the role of middle management. The following individual’s will form the new sales team:
Jim Martin
Knowledge: longevity within the cleaning and sanitation sector as a sales manager
Skills: proven year-to year sales track record and customer centric
Abilities: strategic development and client retention, forecasting and exceeding sales projections, exceptional ability to manage others while ensuring a compelling work environment
Career Motivation: desire to become director of sales and marketing
Position: Vice President of Sales – industry abilities coupled with product knowledge and ability to mentor while increasing sales
Tom Gonzalez
Knowledge: 25 years worth of industrial cleaning experience
Skills: customer solution-based driven and visionary leadership minded
Abilities: customer retention and relationship rapport, and team building
Career Motivation: Assistant Director
Position: Sales Manager – team player with a passion to build and retain customer’s and create a positive workplace environment while ensuring sales are obtained. Ability to mentor is a plus
Susan Burnt
Knowledge: well rounded on all areas of expertise: Customer Service, Collections Distribution and Purchasing, company vision and goals
Skills: met sales goals every year, success in all roles within InterClean (24 years worth of experience)
Abilities: multi-dimensional, able to leverage other departments for increased sales returns and customer service minded
Career Motivation: Management role
Position: Sales Representative – extremely knowledgeable of all components within InterClean and has hit sales objectives every year. Positive and dynamic attitude which will blend in well for the transition
Eric Borden
Knowledge: current events pertaining to industrial cleaning and sanitation products, compliance issues
Skills: inventory control, customer savvy and profit optimization
Abilities: team leader on projects coupled with keen customer service satisfaction and product knowledge
Career Motivation: Sales or Compliance Supervisor
Position: Sales Representative – team player versed in product knowledge, compliance and regulations as well as current events impacting sanitation and industrial cleaning.
Ving Hsu
Knowledge: cross-department comprehension with 12 years of company experience
Skills: one-stop resource for answers and customer centric
Abilities: internal networking, facilitate and train, and dependability
Career Motivation: HR Manager
Position: Sales Representative – motivator and team player who will foster an upbeat energetic environment while ensuring quality and retention of customers
The aforementioned individuals offer the skills, knowledge and experience necessary during the transition into the new adaptation of offering another product while creating a chemistry which will be conducive to generating sales, retaining customer loyalty, and adhering to any compliance or regulatory concerns. The new sales team will take effect immediately so join me in welcoming them.
References:
Cascio, W. F. (2001). Managing human resources: Productivity, quality of work life, profit (7th Ed).[University of Phoenix Customer Edition e-text]. Retrieved May 26, 2009 from University of Phoenix, Resource, HRM/531-Hunan Capital Management Web site:
InterClean – EnviroTech Merger Scenairo and Employee Profiles. (2005). Retrieved May 27, 2009, from University of Phoenix , Resource, HRM/531-Hunan Capital Management Web site:
