Recruitment Method

SALES AND MARKETING ANALYST

Surrey - £40-£45K + Benefits and Career Progression

An exciting role within an International FMCG company in Surrey has arisen for a Sales & Marketing Analyst to join them

Reporting directly to the CFO this role will partner the sales and marketing teams in the IK and as the Analyst you will be required to prepare the monthly and quarterly marketing forecast, present the review and forecast to the senior management team and undertake projects such as sensitivity analysis.

For more information and to apply for the role, as well as searching for other roles which might be perfect for you, please click below

Sourcing Suitable Candidates

"The first step in finding something is knowing where to look".

1. INTERNAL CANDIDATES

The person you want could be on your doorstep. That person has the benefit of knowledge of your company and its personalities and may already know something of the position. Internal promotion is good for staff moral; nevertheless, there will be occasions where it is either necessary or desirable to look outside the company.

2. ADVERTISING

Probably the most obvious source of candidates; but where to advertise? And when? How large an advertisement? How to write advertising copy that works? And how much will it cost?

At Alexander Lloyd, we understand the complexities of recruitment advertising and ourselves finance a substantial programme covering all relevant industry media. When a recruitment brief calls for a specific advertising approach, your consultant in conjunction with our marketing department will determine the most appropriate media for that vacancy, prepare the advertising copy, design the layout, organise the typesetting and book the advertising space. Where appropriate, we are able to increase the cost-effectiveness of our service still further by passing on to our clients substantial discounts achieved through existing contracts with major media.

Alexander Lloyd have also achieved considerable success in the area of direct mail, a specialist and highly specific form of advertising which is targeted at a particular segment of the candidate population, many of whom will not be active in the job market.

3. RECRUITMENT CONSULTANCIES

It is vital to brief the consultancy properly and, in order to do that, you need to have defined the job. Invite us to visit you to discuss both your needs and the requirements of the job, and to agree the most appropriate recruitment approach. The type and level of position will determine the most effective method of recruitment.

Filesearch - For many positions, particularly at junior and middle management level, a file search may be the most appropriate recruitment method. Alexander Lloyd’s database will give you access to candidates who are 'highly active', i.e., those candidates who have made a conscious decision to change job.

Advertised Selection - Certain senior or more specialist appointments will suit an advertising approach. Media advertising attracts those candidates who are 'partially active', i.e. candidates who, whilst not actively seeking a career move, will be monitoring the media for suitable opportunities. We will advise on all aspects of advertising, screen the response, interview a long list and provide a shortlist of 3-5 candidates.

Search - For certain positions, it may be necessary to identify the 'non-active' candidates, i.e., those candidates who are not active in the job market but are prepared to show interest if approached. Whilst we will 'network' known contacts in order to identify available candidates, direct mail can be used as a 'catalyst', stimulating an interest in candidates who previously had no intention of changing job.

4. PERSONAL RECOMMENDATIONS

It has been estimated that as many as 40% of jobs are filled through some form of personal recommendation. Some companies even reward their staff for recommending prospective employees. Whilst this may be an alternative source of candidates, don't ignore references; you must be just as rigorous in assessing the candidate.