Target Top Sales Professionals
Top-performing sales professionals are competitive and willing to go the extra mile for a great opportunity. Our processes are designed to weed-out individuals who are looking to be compensated regardless of contribution to your bottom line.
Getting Started is as Easy as 1, 2, 3!
STEP 1: Create your employer account.
STEP 2: Setup your Employer Page.
STEP 3: Post your job.
Either wait for candidates to find you or send out a targeted email to a prospective hire. Once a potential hire clicks on the link on your job listing or email, a Job Seeker account is set up on our site allowing them to learn more about your company, the position, and what it takes to succeed.
Not Convinced Yet?
To better understand what makes us unique, click to open each Applicant Step below.
Automate Recruiting
A Harvard Business School study of more than 60,000 employees found that “a superstar performer–one that models desired values and delivers consistent performance” brings in more than $5,300 in cost savings to a company. Avoiding a toxic hire, or letting one go quickly, delivers $12,500 in cost savings.
The cost of incivility can run into the millions, the study says:
- Employees subjected to incivility in the workplace experience “markedly loosened bonds with their work-life”.
- Nearly half of employees “decreased [their] work effort” and intentionally spent less time at work.
- 38 percent “intentionally decreased” the quality of their work.
- 25 percent of employees who had been treated with incivility admitted to taking their frustrations out on customers.
- 12 percent left their jobs due to uncivil treatment.
Not surprisingly, toxic employees alienate their co-workers and team members, which also directly impacts the bottom line:
- 80 percent of employees lost work time worrying about the offending employee’s rudeness.
- 78 percent said their commitment to the organization declined in the face of toxic behavior.
- 66 percent said their performance declined.
- 63 percent lost worktime in avoiding the offender.
The Applicant Process
The top-recruit system is designed on a Learning Management System framework; meaning our system is designed to educate both the employer and candidate throughout the process.
The course will help guide your recruit through the entire process. In addition to website navigation, the course will provide insight to help the user prepare for your job opening and better understand what is expected of them when they arrive for the interview.
Your candidate should be able to learn more about your company, the office culture, expectations, and more by viewing your customized company page. Similar to setting up a business social media account, you will have the option to upload video content that advertises your business 24/7.
TOOL TIP: This page is not only useful as a tool for potential employees to learn more about your business, but if you do it right, you could also gain new customers as well!
The President and Founder of Top-Recruit is a Harvard-educated Industrial-Organizational Psychologist with years of research building workplace assessments. There are two assessments currently available on our site including an Employee Assessment and a Business Preparedness Index.
Employee Assessment
Hiring the right employee is one of the most difficult but important tasks that any business owner can perform. Using conditional logic, the series of questions a candidate must answer depends on a number of things including the type of position (salary, commission only, or both), candidate experience level, and even the answers to previous questions. Once complete, a summary report is sent to the candidate and a recommendation is forwarded to the employer. While the summary report will not provide great detail, if the candidate did well, it will highly recommend they proceed with the application. If there are concerns, the concerns will be noted and thoughts will be shared to help them make the right decision before taking the next step.
IMPORTANT: The employer recommendation report should only be used as a guide to better understand your candidate and to prompt a more in-depth discussion during an interview. The reports should not be used as the sole instrument to make a hiring decision.
Pricing
Assessments can be purchased as needed, in bulk, or included in one of our more robust memberships.
Here is where our program gets very interesting!
Are you having a difficult time trying to find employees who are motivated and willing to do whatever it takes to succeed? Or better yet, are you surprised when you conduct an interview and the applicant has done little research to prepare or have any idea what it takes to succeed? If so, you are not alone. These are the primary reasons we created our proprietary applicant system and the results have been phenomenal!
Here is how it works
To give the applicant a better understanding of the job opportunity, we ask that they conduct research to find out the reasons people who choose your product make a buying decision. For instance, if the candidate is applying to work in an insurance agency, the candidate would find out why their family member or friend choose their current insurance provider, what they like about the provider, and also what they wish their provider would do different (often the reason why they may be unhappy with the service). The final question would be if they would allow the applicant the opportunity to quote their insurance if hired.
As you can imagine, the research is extremely helpful to determine:
- Does the applicant follow instructions?
- Did the applicant use the technology efficiently?
- Does the applicant have a supportive network of friends and family who can help them transition to a new career?
- Can the applicant become a successful sales representative?
All that is required to send a survey is a name and email address. It’s simple…and best of all, you will be able to see your applicant’s work as they progress through the system.
While this system was not intended to do so, it has been one of the most effective lead generation tools some of our clients have ever used!
Submitting an application is easy through Top-Recruit. In addition, once submitted, an automated reference checker is sent out on your applicant’s behalf.
When it comes to providing references, we ask the applicant to list non-family members who are business owners in your local area. By directing them to provide unusual reference requests, we are able to obtain a higher quality references as well as potential leads for your business!
Once all of the prior steps have been successfully completed, the candidate will be given a link to your online calendar. An online calendar is required to automate your Top-Recruit Applicant Tracking System. Your calendar and booking system should set appointments, provide the meeting format (in person or zoom), the address, and even a reminder text prior to each meeting.
You can provide a link to your existing calendar, or purchase the recruiting management system from Top-Recruit.
The Interview Process
Some employers prefer to complete a quick prescreening interview to make certain all minimum requirements are met prior to investing time in the process. The prescreening interview can be conducted over the phone, in an online meeting (Zoom), or in person. In most cases, these informal meetings only last 5-10 minutes.
This is an entirely optional step in the process and can help answer questions for both the applicant and employer early on in the process. For employers who use the prescreening interview, our research has shown the applicants are 2-3 times more likely to show up for the formal 1st interview.
The 1st interview is completely structured meaning you will ask a predetermined set of questions that allow you to get to know your applicant while limiting the chance of applying unfair bias in your hiring decision.
After asking each question, the interviewer will select the appropriate option which is closest to the answer provided. Once complete, the interviewer can either select the option to decline the applicant or approve for the final interview. Once selected, an official email notification will be sent to your applicant making this process extremely easy to use.
If approved for the final interview, detailed steps will be given to the candidate on how to prepare for the next meeting.
The final interview is unstructured where the interviewer will ask the interview questions pertaining to how they plan to become successful if hired. At this point in the process, the candidate has invested time and has undoubtedly thought a lot about the position. This is the time they should be selling you into reasons why you should make them the offer to join your team!
Compare Top-Recruit
Monster Standard
Career Builder Standard
Indeed Hiring Platform
Top-Recruit
SB Growth
Resume Parsing
Document Management
Status Tracking
Email Marketing
Candidate Dashboard
Employer Dashboard
Online Application
Workflow Automation
Learning Management System
Company Profile Page
Employee Assessments
Candidate Surveys
Structured Interview
Hiring Recommendations
Employee Onboarding
Maximum Resumes per month
Maximum Candidates
Job Postings
User Accounts
✅
✅
✅
✅
✅
✅
✅
✅
❌
✅
❌
❌
❌
❌
❌
150
Unlimited
3
1
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
❌
❌
✅
❌
350
100
3
1
Pay per click
Unlimited
Unlimited
1
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
✅
Unlimited
Unlimited
3
2
Monthly Cost
$399
$449
$1,000
$150
No-Risk Trial
Set up your account today and take advantage of our free trial offer.
Billed Monthly, cancel anytime.
Get Started Today!
FREE FOR 1 -YEAR
Select Monthly, Use Coupon Code:
FREEFOR2023
