This document outlines a sales personnel recruitment plan and training program for a company. It discusses: 1) The three main steps in recruiting sales personnel - evaluating recruiting sources, tapping sources to build a supply of prospects, and selecting candidates with the highest probability of success. 2) The selection process, including interviewing techniques, reference checks, testing, and physical examinations. 3) The objectives and importance of sales training, such as improving job performance. It also discusses building a training program by defining aims, deciding content and methods, organizing execution, and evaluating results. 4) Specific topics that may be included in training content, such as product data, sales techniques, and company information. It also lists

1. Republic of the Philippines
POLYTECHNIC UNIVERSITY OF THE PHILIPPINES
QUEZON CITY BRANCH
Don Fabian St. Brgy. Commonwealth Quezon City
Presented By:
Joel Pe
Gorsky Borja
Justine Pacate
Wilfred Paulo Guevarra
Holden Joseph Plaza
Marketing Management 3-1
Mr. Philip SJ. Soberano
Subject Instructor
SALES PERSONNEL RECRUITMENT PLAN and TRAINING
PROGRAM

2. SALES PERSONNEL
RECRUITMENT PLAN
and TRAINING
PROGRAM

3. OBJECTIVES
• To Create a better recruitment plan
• To understand the salespeople selection process
• To understand the objectives of sales training program
• To know about training content
• To understand the different methods of training
• To understand how training is executed

4. Recruitment
According to Edwin B. Flippo,
“Recruitment is the process of
searching the candidates for
employment and stimulating them
to apply for jobs in the
organization”.

5. Objectives of Recruitment
1) Support the organization ability to acquire, retain, and develop the best
talent and skills.
2) Determine present and future manpower requirements of the organization
coordination with planning and job analysis activities.
3) Obtain the number and quality of employees that can be selected in order
to help the organization to achieve its goals and objectives.
4) Attract and encourage more and more candidates to apply in the
organization.

6. Objectives of recruitment
5) Infuse fresh blood at all levels of the organization.
6) To search or head hunt people whose skill fit the company’s value.
7) To induct outsiders with a new perspective to lead the company.

7. three main steps in recruiting and
selecting a sales force.
Step 1 is to evaluate the sources from which sales personnel with good
potentials are obtainable.
Step 2 is to tap the identified recruiting sources -and build a supply of
prospective sales personnel.
Step 3 is to select those who have the highest probability of success.

8. THEMAJORSOURCESTOCONSIDERFORRECRUITING.
✔Campus recruiting
✔Contingent staff
✔On-line job sites
✔Company Web site
✔Job fairs
✔Newspaper ads
✔Recruiting firms
✔Trade associations and magazines
✔Referrals by company employees
✔Internal candidates

9. SELECTION PROCESS
The main objective of a selection procedure is to determine whether an
applicant meets the qualification for a specific job, and then to choose the
applicant who is most likely to perform well in that job.

11. Interviewing Techniques
I. Patterned Interview
II. Nondirective Interview
III. Interaction (stress) Interview
IV. Rating Scales

12. • References
1. Present or former employers
2. Former customers
3. Reputable citizens
4. Mutual acquaintances
• Credit Checks

13. Types of Tests
• Tests of Ability
• Tests of Habitual Characteristics
• Interest Tests
• Achievement Tests
• Conclusions on Testing
• Physical Examinations

15. Sales Training
Effort put forth by an employer to provide the
salesperson job related culture, skill, knowledge, and
attitudes that result in improved performance in the
selling environment.

16. Planning Sales Training Programs
The purpose of sales training is to
achieve improved job performance.
In the absence of training, job
performance improves with
experience. Training substitutes for,
or supplements experience, so sales
personnel given training reach high
job performance levels earlier.

18. Building Sales Training Programs
• There are several types of sales training programs. The most comprehensive
and longest is the training program for newly recruited sales personnel. More
intensive and shorter programs on specialized topics, as well as periodic
refresher courses (collectively known as continuing sales training), are
presented for experienced sales personnel
• Building a sales training program requires five major decisions. The specific
training aims must be defined, content decided, training methods selected,
arrangements made for execution, and procedures set up to evaluate the
results.

19. Building Sales Training Programs
• . Some sales training specialists refer to these decisions as the A-C-M-E-E
decisions-aim, content, methods, execution, and evaluation.

21. Building Sales Training Programs
• Defining Training Aims
• Identifying Initial Training Needs
• Job Specifications
• Trainee’s Background and Experience
• Sales-Related Marketing Policies
• Identifying Continuing Training Needs
• Deciding Training Content

22. Training objectives, Training method
• Product data

23. • Sales technique

24. Company information

25. MARKETS

26. TRAINING METHODS
❖Lecture
❖Personal conference
❖Demonstration
❖Role play
❖Case discussion
❖Impromptu discussion
❖Gaming
❖On the job-training
❖Correspondence courses

27. Executing and Evaluating Sales Training Programs

28. Organization For Sales Training
The execution step of A-C-M-E-E (the first E) requires four
key organizational decisions:
1. Who will be the trainees?
2. Who will do the training?
3. When will the training take place?
4. Where will the training site be?

29. Who Will Be the Trainees?
Four criteria are in common use:
1. Reward for good performance,
2. Punishment for poor performance,
3. Convenience (of trainee and trainer), and
4 Seniority (the greater the seniority, the greater the
opportunity for added training). Those selected for
continuing training should be aware of the criterion used

30. Instructional Materials and Training Aids.
1. Manuals:
2. Other printed materials
3. Training aids
4. Advance assignments

31. Evaluating Sales Training Programs
The evaluation step (the second E in A-C-M-E-E) focuses upon measuring
program effectiveness.
A sales training program represents investments of time, money, and effort-
sales management expects returns commensurate with the investment.

33. References