SALES FORCE RECRUITMENTSALES FORCE RECRUITMENTAND SELECTIONAND SELECTIONRecruitment and Selection IssuesRecruitment and Selection IssuesResponsibility of Recruitment andResponsibility of Recruitment andSelectionSelectionJob Analysis and Determination ofJob Analysis and Determination ofSelection CriteriaSelection CriteriaRecruiting ApplicantsRecruiting ApplicantsSelection ProceduresSelection ProceduresEqual Employment OpportunityEqual Employment OpportunityRequirements in Selecting SalespeopleRequirements in Selecting Salespeople
Recruitment and Selection IssuesRecruitment and Selection Issues(Decision Process of Recruitment)(Decision Process of Recruitment)
Responsibility for Recruiting &Responsibility for Recruiting &Selecting SalespeopleSelecting Salespeople Sales and Marketing supervisors andSales and Marketing supervisors andmanagersmanagers Personnel departmentPersonnel department Higher executivesHigher executives Outside assistance from recruitingOutside assistance from recruitingfirmsfirms
Job Analysis & Determination of SelectionJob Analysis & Determination of SelectionCriteriaCriteriaFollowing are the activities in selection and recruitmentFollowing are the activities in selection and recruitment::Analysis regarding activities, tasks and environmental influences involvedAnalysis regarding activities, tasks and environmental influences involved in thein thejob to be filledjob to be filledContents of job descriptionContents of job description1.1. Nature of product or services to be soldNature of product or services to be sold2.2. Types of customers to be called on, along with the company policiesTypes of customers to be called on, along with the company policies3.3. Specific tasks and responsibilities to be carried out e.g. research, informationSpecific tasks and responsibilities to be carried out e.g. research, informationcollection, promotional duties etccollection, promotional duties etc4.4. Relationship within the organizationRelationship within the organization5.5. Mental and physical demands of jobMental and physical demands of job6.6. Environmental pressures and constraintsEnvironmental pressures and constraintsDetermining job qualifications and selection criteriaDetermining job qualifications and selection criteriaMethods of deciding on selection criteriaMethods of deciding on selection criteriaFollowing characteristics are common in failed professionals:Following characteristics are common in failed professionals:• Instability of residenceInstability of residence• Failures of business within last two yearsFailures of business within last two years• Unexplained gaps in the person’s employment recordUnexplained gaps in the person’s employment record• Recent divorce or marital problemsRecent divorce or marital problems• Excessive personal indebtedness e.g bills not paid in last twoExcessive personal indebtedness e.g bills not paid in last twoyearsyears
Recruiting ApplicantsRecruiting ApplicantsInternal SourcesInternal Sources Company employees have established performance recordCompany employees have established performance record Recruits from inside require less orientation and training.Recruits from inside require less orientation and training.Moreover they are more familiar with company policies,Moreover they are more familiar with company policies,products and operations.products and operations. Recruiting from inside can bolster company morale, asRecruiting from inside can bolster company morale, asemployees become aware of opportunities for advancementemployees become aware of opportunities for advancementare available inside the companyare available inside the companyExternal SourcesExternal Sources Referral of people from other firmsReferral of people from other firms AdvertisementsAdvertisements Employment AgenciesEmployment Agencies Educational InstitutionsEducational Institutions InternetInternet
Applicant Interview FormApplicant Interview Form
External Sources of Sales RecruitsExternal Sources of Sales Recruits
Selection ProceduresSelection ProceduresSelection tools and procedures:Selection tools and procedures: Application blanksApplication blanks Personal InterviewsPersonal Interviews1.1. Structured InterviewsStructured Interviews2.2. Unstructured InterviewsUnstructured Interviews Physical ExaminationsPhysical Examinations Psychological testsPsychological tests1.1. IntelligenceIntelligence2.2. AptitudeAptitude3.3. Personality testsPersonality testsConcerns about the use of testsConcerns about the use of testsGuidelines for the appropriate use of testsGuidelines for the appropriate use of tests Reference checksReference checks
Predictive Validity of Various SelectionPredictive Validity of Various SelectionCriteriaCriteria
Equal Opportunity Requirements inEqual Opportunity Requirements inSelecting SalespeopleSelecting Salespeople Requirement for testsRequirement for tests Requirements for interview and application blanksRequirements for interview and application blanks Sensitive questionsSensitive questionsNationalityNationalityReligionReligionSex and Marital StatusSex and Marital StatusAgeAgePhysical characteristics, Disabilities, Handicaps and HealthPhysical characteristics, Disabilities, Handicaps and HealthproblemsproblemsHeight and WeightHeight and WeightBankruptcy or GarnishmentsBankruptcy or GarnishmentsArrests and ConvictionsArrests and Convictions
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