Recruitment and selection


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  • Recruitment and selection

    1. 1. Recruitment And Selection Of Force Presented By: Gagandeep Singh Arvinder Singh
    2. 2. Definition Recruitment means finding potential job applicants telling them about the company and getting them to apply. Recruitment is the search for best available candidates for various sales position.
    3. 3. Recruitment and Selection Process Step 1 Step 2 Step 3 Planning for Recruitment: Locating Selection:Recruitment & Selection Prospective Candidates Evaluation and Hiring • Screening Resumes and Applications • Job Analysis • Initial Interview • Job Qualifications • Intensive Interview • Job Description • Internal Sources • Testing • Recruitment & • External Sources • Background Invest. Selection Objec. • Physical Exam • Recruitment & • Selection Decision Selection Strategy and Job Offer
    4. 4. Planning for Recruitment and SelectionJob Analysis: It is a detailed and systematic study of jobs to know the nature and characteristics of the people to be employed on various jobs.
    5. 5. Planning for Recruitment and SelectionJob Qualifications: Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.
    6. 6. Planning for Recruitment and SelectionJob Description: A written summary of the job containing the job title, duties, administrative relationships, types of products sold, customer types, and other significant requirements.
    7. 7. Planning for Recruitment and SelectionRecruitment 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.
    8. 8. Planning for Recruitment and SelectionRecruitment 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.
    9. 9. Sources of Sales Force Recruits InternalSource Sources within the Company: – Company Sales Personnel – Company Executives – Internal Transfers ExternalSource Source outside the Company – Casual applicants – Employment Agencies – Employees of Customers – Sales Force of competing companies – Sales Force of non competing companies – Educational Institutions
    10. 10.  Advantages of Internal Source Improves morale No error in selection Promotes loyalty Disadvantages of Internal Source Limits the number of applicants Lacks creativity and innovations Selection of incapable persons
    11. 11.  Advantages of External Source Benefits of new skills & ideas Larger pool of workers Wider range of experience Disadvantages of External Source Longer Process Expensive Problem of adjustment of new employees
    12. 12. Selection System Preliminary Interview & Pre Interview Screening Formal Application Interview(s) Reference & Credit Check Testing Physical Examination Employment Offer
    13. 13. 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
    14. 14. 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
    15. 15. 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
    16. 16. 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
    17. 17. 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
    18. 18. 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
    19. 19. 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
    20. 20. Credit Checks PersonalDebt records Timely Payments Large debts out standings for longer periods
    21. 21. 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
    22. 22. 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
    23. 23. THANK YOU…