This document discusses the sales force recruitment and selection process. It covers defining job requirements through analysis, identifying selection criteria, recruiting internally and externally, using tools like applications and interviews for selection, ensuring equal opportunity compliance, and predicting success through validated selection methods. The goal is to hire salespeople that meet the job qualifications, will be successful, and without discrimination.

1. SALES FORCE RECRUITMENTSALES FORCE RECRUITMENT
AND SELECTIONAND SELECTION
Recruitment and Selection IssuesRecruitment and Selection Issues
Responsibility of Recruitment andResponsibility of Recruitment and
SelectionSelection
Job Analysis and Determination ofJob Analysis and Determination of
Selection CriteriaSelection Criteria
Recruiting ApplicantsRecruiting Applicants
Selection ProceduresSelection Procedures
Equal Employment OpportunityEqual Employment Opportunity
Requirements in Selecting SalespeopleRequirements in Selecting Salespeople

2. Recruitment and Selection IssuesRecruitment and Selection Issues
(Decision Process of Recruitment)(Decision Process of Recruitment)

3. Responsibility for Recruiting &Responsibility for Recruiting &
Selecting SalespeopleSelecting Salespeople
 Sales and Marketing supervisors andSales and Marketing supervisors and
managersmanagers
 Personnel departmentPersonnel department
 Higher executivesHigher executives
 Outside assistance from recruitingOutside assistance from recruiting
firmsfirms

4. Job Analysis & Determination of SelectionJob Analysis & Determination of Selection
CriteriaCriteria
Following 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 the
job to be filledjob to be filled
Contents of job descriptionContents of job description
1.1. Nature of product or services to be soldNature of product or services to be sold
2.2. Types of customers to be called on, along with the company policiesTypes of customers to be called on, along with the company policies
3.3. Specific tasks and responsibilities to be carried out e.g. research, informationSpecific tasks and responsibilities to be carried out e.g. research, information
collection, promotional duties etccollection, promotional duties etc
4.4. Relationship within the organizationRelationship within the organization
5.5. Mental and physical demands of jobMental and physical demands of job
6.6. Environmental pressures and constraintsEnvironmental pressures and constraints
Determining job qualifications and selection criteriaDetermining job qualifications and selection criteria
Methods of deciding on selection criteriaMethods of deciding on selection criteria
Following 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 two
yearsyears

5. Recruiting ApplicantsRecruiting Applicants
Internal 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, as
employees become aware of opportunities for advancementemployees become aware of opportunities for advancement
are available inside the companyare available inside the company
External SourcesExternal Sources
 Referral of people from other firmsReferral of people from other firms
 AdvertisementsAdvertisements
 Employment AgenciesEmployment Agencies
 Educational InstitutionsEducational Institutions
 InternetInternet

6. Applicant Interview FormApplicant Interview Form

7. External Sources of Sales RecruitsExternal Sources of Sales Recruits

8. Selection ProceduresSelection Procedures
Selection tools and procedures:Selection tools and procedures:
 Application blanksApplication blanks
 Personal InterviewsPersonal Interviews
1.1. Structured InterviewsStructured Interviews
2.2. Unstructured InterviewsUnstructured Interviews
 Physical ExaminationsPhysical Examinations
 Psychological testsPsychological tests
1.1. IntelligenceIntelligence
2.2. AptitudeAptitude
3.3. Personality testsPersonality tests
Concerns about the use of testsConcerns about the use of tests
Guidelines for the appropriate use of testsGuidelines for the appropriate use of tests
 Reference checksReference checks

9. Predictive Validity of Various SelectionPredictive Validity of Various Selection
CriteriaCriteria

10. Equal Opportunity Requirements inEqual Opportunity Requirements in
Selecting SalespeopleSelecting Salespeople
 Requirement for testsRequirement for tests
 Requirements for interview and application blanksRequirements for interview and application blanks
 Sensitive questionsSensitive questions

NationalityNationality

ReligionReligion

Sex and Marital StatusSex and Marital Status

AgeAge

Physical characteristics, Disabilities, Handicaps and HealthPhysical characteristics, Disabilities, Handicaps and Health
problemsproblems

Height and WeightHeight and Weight

Bankruptcy or GarnishmentsBankruptcy or Garnishments

Arrests and ConvictionsArrests and Convictions