Salesforce Recruitment & selection-SDM
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This document discusses recruitment and selection for sales positions. It begins by defining recruitment as the process of locating and attracting job applicants. It then provides details on writing job descriptions, the main sources of recruitment including advertisements, staff referrals, agencies, educational institutions and competitors. The document also outlines the selection process which includes application screening, interviews, testing, reference checks, physical exams, and making a job offer.
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Salesforce Recruitment & selection-SDM
- 1. Sales & Distribution Management Recruitment & Selection Reference Book by: Tapan & Sahadev OXFORD Publication Powered byDhaval Gurnani K.S.School of Business Management,Ahmedabad Gujarat University
- 3. Then let’s start to learn…. What is Recruitment & Selection
- 4. Recruitment Recruitment is the process of locating & attracting job applicants.
- 5. How to prepare Job Description & Specification? i) ii) iii) iv) v) vi) Title of the Job Duties and responsibilities Reporting Methods Technical Requirements Territory to be covered Degree of Autonomy
- 6. Recruitment
- 7. Recruitment Five Main sources of recruitment are: 1.Advertisements 2.Staff within the company 3.Recruitment Agencies 4.Educational Institutes 5.Competitors & Other Industries
- 9. Advertising Advt. in Newspapers,Magazines & Trade Journals ->Produce Large No. of applicants ->Short span of time ->Low Cost ->Application screening is time consuming ->Applicants may be of questionable character.
- 10. Recruiting-From Inside The Organisation’s Own Staff
- 11. Internal Recruitment •Candidate is familiar to company •Candidate’s character is known •No Fresh Talent •Lack of performance due to surity of promotion
- 13. Recruitment Agencies Provide Bio-data of potential candidates for a fee. Screen applicants on various parameters. Eg-HR Consultancy firms,Employment Agencies
- 15. Educational Institutions •Includes Management Institutes, universities & technical institutes. •Used for Placement at entry level. Advantage i.Freshers are more adaptable than experienced. ii.Candidates are inteliigent iii.Possess required technical qualifications 2014 PLACEMENT
- 16. Hiring from Competitors & Other Industries
- 17. Competitors & Other Industries • Salesperson knows the market & its customers. • Recruiting company knows the ability of candidate. • Candidate is acquainted with market trends & customers.
- 19. Selection Process Job Offer Physical Examination Reference Check Psychological Testing Interview Application Scrutiny Hiring Profile
- 20. Selection Procedure Hiring Profile: Attract number of qualified candidates. Neither too less..nor too more..!! Application Scrutiny Sales Manager should review the completed forms he has received. Identify the candidates who fit the job Specification & can be called for Interview.
- 21. Selection Procedure Interview: Helps in determine if a person is RIGHT for Job. Brings out personal characteristics. Types of Sales Interview: 1.Structural or guided interview. 2.Unstructured or Informal interview.
- 22. Selection Procedure Psychological Testing: It is designed to measure such skills & abilities that are essential for job performance. Types of Psychological Tests: 1.Knowledge Tests: Measures knowledge or information regarding sales job.
- 23. Selection Procedure 2.Ability Tests: Measures the skills and abilities already present in the candidate at the time of testing. 3.Aptitude Tests: Measures whether or not the individual has the capacity or latent ability to learn the job quickly. 4.Simulation Exercises: A test which duplicates many of the operations & problems confronting the sales job.
- 24. Selection Procedure Reference Check: Secure information that is not available from application & verification of information from external sources. Physical Examination: Physical Examination reveals whether or not the candidate possess the required stamina,strength & tolerance needed under hard working conditions. Handle job without delay on health grounds.
- 25. Selection Procedure Job Offer: After all steps,company decides whether it should hire the candidate or not. If yes,the company gives offer letter. It must be in writing for the protection of recruit & company specifying all details. Sometimes,salespople may have to sign a jobcontract too.