Recruiting & selecting sales personnel

Recruiting & Selecting Sales Personnel

Recruitment and Selection Process
Job Analysis
Job Qualifications
Job Description
Recruitment & Selection Objec.
Recruitment & Selection Strategy
Internal Sources
External Sources
Screening Resumes and Applications
Initial Interview
Intensive Interview
Testing
Background Invest.
Physical Exam
Selection Decision and Job Offer
Planning for Recruitment & Selection Step 1 Recruitment: Locating Prospective Candidates Step 2 Selection: Evaluation and Hiring Step 3

Planning for Recruitment and Selection
Job Analysis: Entails an investigation of the tasks, duties, and responsibilities of the job.

Job Qualifications: Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.

Job Description: A written summary of the job containing the job title, duties, administrative relationships, types of products sold, customer types, and other significant requirements.

Recruitment and Selection Objectives: The things the organization hopes to accomplish as a result of the recruitment and selection process. They should be specifically stated for a given period.

Recruitment and Selection Strategy: The plan the organization will implement to accomplish the recruitment and selection objectives. The sales managers should consider the scope and timing of recruitment and selection.

Sources of Sales Force Recruits
Pre Recruiting Reservoir
Sources within the Company:
Company Sales Personnel
Company Executives
Internal Transfers
Sources outside the Company
Direct unsolicited Applications
Employment Agencies
Employees of Customers
Sales Force of competing companies
Sales Force of non competing companies
Educational Institutions

Selection System
Preliminary Interview & Pre Interview Screening
Formal Application
Interview(s)
Reference & Credit Check
Testing
Physical Examination
Employment Offer

Preliminary Interview & Pre Interview Screening
Eliminating unqualified Applicants
Detects the presence or absence of predetermined minimum qualifications
Criteria includes applicant’s basic qualifications, education, experience, health
Questions about the company and the job are answered
Applicant fills Formal Application Form for Formal Interviews

Formal Application Form
Central record for all pertinent information collected during selection process
Customized Formal Application form tailored to each company’s specific requirement
Present job, dependents, education, employment status, time with last employer, previous positions, record of earnings, reasons for leaving the job

Formal Interview
Most widely selection step & comprises the major portion of selection system
Most satisfactory method in judging an individual’s ability in oral communication, personal appearance and manners, attitude towards selling & life in general, reaction to obstacles presented face to face and personal impact upon others

Formal Interview
Who Should do the interview:
HR Managers
District or Branch Sales Managers
Marketing Managers
How Many Interviews:
Varies with the selling style
Depends upon the job profile & Technicality of the job

Interviewing Techniques
Patterned Interview:
Prepared outline of questions designed to elicit a basic core of information
Interviewer works directly from the outline and records answers as they are given
Non Directive Interview:
Applicant is encouraged to speak freely about experience, training & future plans
Interviewer just directs the interview
Yields maximum insight into an individual’s attitudes & interests

Interviewing Techniques
Interaction (Stress) Interview:
Simulates the stresses the applicants would meet in actual selling & provides a way to observe the applicant’s reactions
See how applicant reacts to the surprise situation & to size up to selling ability
Rating Scales:
Constructed that interviewer’s ratings are channeled into a limited choice of responses
Results in more comparable ratings of the same individual by different interviewer’s
Objectivity restricts precise description of many personal qualities

References
Reference provides information on the applicant not available from other source
References are excellent source for candid appraisals
Four classifications:
Present or Former employees
Former Customers
Reputable citizens
Mutual acquaintances

Credit Checks
Personal Debt records
Timely Payments
Large debts out standings for longer periods

Psychological Tests
Different sets of behavior or attributes can lead to successful job performance
Test of Ability:
Measure how well a person can perform particular tasks with maximum motivation
Includes Mental ability (Intelligence Tests) & Tests of Special abilities ( Aptitude Tests)
Language usage & Comprehension, & abstract reasoning or problem solving ability

Psychological Tests
Test of habitual characteristics:
Include attitude, personality & interests
Moral measuring techniques
Ascertain employees feelings towards working conditions, pay, advancement opportunities.
Interests Tests:
Relationship between Interest & Motivation
Among two persons, one with greater interest will be more successful
Physical Examination
Offer Letter

Recruiting & selecting sales personnel

by Pankaj Kumar

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