Good One.

1. IABM, BIKANER
Salesperson Recruitment, Selection
and Training
(Sales Force Management)
Surjeet Singh Dhaka
PhD Scholar
1

2. IABM, BIKANER
Learning Objectives
2
Introduction
Process of Selection
Training and Development

3. IABM, BIKANER
Introduction
3
o Salesperson:
An individual acting for a company by performing one
or more of the following activities: prospecting,
communicating, servicing, and information gathering.
• Salespersons have many names:
Agents Sales Engineers
Sales consultants District Managers
Sales Representatives Marketing Representatives
Account Executives Account Development
Representatives
Contd…

4. Traits of Successful Salespeople
IABM, BIKANER
Enthusiasm
Patience
Initiative
Self-Confidence
Job Commitment
Customer
Orientation
Independent
Self-
Motivated
Excellent
Listeners
Friendly
Persistent
Attentive
Honest
Internally
Motivated
Relationship
Oriented
Disciplined
Hardworking
Team Players
Contd… 4

5. Sales Force Management
The analysis, planning, implementation, and
control of sales force activities. It includes
setting and designing sales force strategy; and
recruiting, selecting, training, supervising,
compensating, and evaluating the firm’s
salespeople.
IABM, BIKANER
Contd… 5

6. Recruitment
IABM, BIKANER
Recruitment is a continuous process whereby the firm attempts to
develop a pool of qualified applicants for the future human resources
needs even though specific vacancies do not exist .Usually, the
recruitment process starts when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy.
Sources of Recruitment:
Internal Recruitment
o Promotion
o Departmental Exam
o Transfer
o Retirement
o Internal Advertisement
o Employee Recommendation
External Recruitment
• Management Consultant
• Employment Agencies
• Campus Recruitment
• News Paper Advt
• Internal Advt
• Walk In
Contd… 6

7. Selection
• DALE YODER “Selection is a process in
which candidates for employment are
divided into two classes, those who are to
be offered employment and those who are
not.”
• V.S.P.RAO “Selection is the process of
picking individuals who have relevant
qualifications to fill jobs in an
organization.”
IABM, BIKANER
Contd… 7

8. • Qualified sales people are scarce.
• Good selection improve sales force
performance.
• Promotes cost savings.
• Eases other manager tasks.
IABM, BIKANER
Importance
8

9. The Selection process
Kujnish (2006) describes a typical selection process which is explained
by the following diagram:-
IABM, BIKANER
Requirement
Application
form
Testing
Reference
checks
Physical
examination
Employment
offer
Interview
9

10. IABM, BIKANER
Selection tools
Selection tools and procedures are only aids to
sound executive judgment and not substitutes for
it. They can eliminate obviously unqualified
candidates and generally help recruiters spot
extremely capable individuals.
• Application blanks
• Personal interviews
• Psychological tests
• References and credit reports
• Assessment tests
10

11. IABM, BIKANER
Process
RECEIPT AND SCRUTINY OF
APPLICATIONS- A receptionist in the
personnel department gives information about
new openings to the visitors, and receives their
applications.
• The scrutiny of applications is essential to take
out those applications which don’t fulfill the
requirements of post.
11

12. IABM, BIKANER
• BLANK APPLICATION FORM-This is a
way of getting written information about
candidate’s particulars in his own handwriting.
• INFORMATION COLLECTED IS- bio-data,
educational qualifications, work experience,
curricular activities, references and salary
demanded.
12

13. IABM, BIKANER
TESTS- It is the most controversial step. Some
people are of the view that tests do not serve any
purpose and do not improve selection process.
TYPES OF TESTS-
• Proficiency tests
• Aptitude tests
13

14. IABM, BIKANER
PROFICIENCY TESTS
TYPES -
• Achievement tests- These tests measure the
skill or training which the applicant possesses
at the time of testing
• Dexterity tests-These tests are designed to find
out how efficiently and swiftly an applicant
uses his hands, fingers, eyes and other body
parts.
14

15. IABM, BIKANER
APTITUDE TESTS/PSYCOLOGICAL TESTS-
Such tests measure the skill and ability which a
person may develop later on.
TYPES-
• Intelligence tests
• Personality tests
• Movement tests
• Interest tests
15

16. IABM, BIKANER
• INTELLIGENCE TESTS-Such tests measure
the overall intellectual activity or intelligence
quotient of the applicants.
• PERSONALITY TESTS-Are designed to
know about the non-intellectual aspect of the
candidate.
• MOVEMENT TESTS-Measure the speed and
precision of movement in an applicant.
16

17. IABM, BIKANER
INTEREST TESTS-Are aimed to find out the
type of work in which an applicant is interested.
• OTHER TESTS-
• Trade tests
• On the job tests
• Physical tests
• Written tests
17

18. IABM, BIKANER
Psychological testing
• Mental intelligence tests
• Aptitude tests
• Interest tests
• Personality tests
• Selecting and developing tests
18

19. IABM, BIKANER
References and other
outside sources
• Background check
• Legal considerations
Assessment tests
• Ranking the recruits
• Communication with applicants
• extending the offer
19

20. IABM, BIKANER
INTERVIEW
• SCOTT- “An interview is a purposeful
exchange of ideas, the answering of questions,
and communication between two or more
persons.”
20

21. IABM, BIKANER
OBJECTIVES OF INTERVIEW
• Judgment of applicant
• Promote goodwill.
• Give information to the applicant
21

22. IABM, BIKANER
TYPES OF INTERVIEW
• PRELIMINARY INTERVIEW
• CORE INTERVIEW
• DECISION MAKING INTERVIEW
22

23. IABM, BIKANER
PRELIMINARY INTERVIEW
• It is the first contact of the candidate with the
company officials. The information supplied
by the applicant is verified and he comes to
know of the company in detail.
• TYPES-
• Informal interview
• Unstructured interview
23

24. IABM, BIKANER
• Informal interview –This interview is held to
secure non job related information.The
rejection rate at this stage is very high.
• Unstructured interview- In this interview the
candidate is given the freedom to tell about his
knowledge on various items
areas,education,background and interest.
24

25. IABM, BIKANER
CORE INTERVIEW
• Background information interview- The
background information is collected about the
candidate and information supplied about
educational qualifications,place of
domicile,health is checked up from the
documents available.
25

26. IABM, BIKANER
• JOB AND PROBING INTERVIEW-This
interview is intended to test candidate’s job
knowledge,methods of doing the job,problem
areas,and ways of handling them.
• STRESS INTERVIEW-The purpose of such
an interview is to see whether a candidate
keeps his cool under stress situations.
26

27. IABM, BIKANER
• GROUP DISCUSSION INTERVIEW
• PATTERNED OR STRUCTURED
INTERVIEW- The interview is systematically
planned in advance and the type of information
to be asked,details to be inquired ,information
to be given are all planned properly
27

28. IABM, BIKANER
• PANEL INTERVIEW-In this interview the
candidate is interviewed by a panel of
selectors.
• DEPTH INTERVIEW-This interview is
conducted by specialists in the field.
28

29. IABM, BIKANER
• DECISION MAKING INTERVIEW-
• A final decision about the selection or
rejection of the candidate is taken at this level.
• Interviewer should try to get full information
about the candidate’s skill
,knowledge,aptitude,attitude, personality traits.
29

30. IABM, BIKANER
PRELIMINARY AND FINAL
SELECTION
• Since the persons employed are to work under
line officers, the candidates are referred to
them.line officers will finally decide about the
work to be assigned to them.
30

31. IABM, BIKANER
PHYSICAL EXAMINATION
• After the final selection candidates are
required to appear for medical examination.For
civil services and military jobs ,the candidates
are appointed only when they clear the medical
test.
31

32. IABM, BIKANER
PLACEMENT AND ORIENTATION
• The selected candidate should be given copies
of rules,regulations,procedures followed in the
company.He should be introduced to his
immediate superior and to his immediate
subordinate. Proper orientation of an employee
will help him to adjust easily in the new
environment of the organisation.
32

33. Sales Training
Let us understand the typical sales training process as
explained by Ingram (2009):-
IABM, BIKANER
Asses Sales
Training
Needs
Set
Training
Objectives
Evaluate
Training
Alternatives
Perform
Sales
Training
Conduct
Follow up
and
Evaluation
Design
Sales
Training
Program
33

34. IABM, BIKANER
o The 1st step sales training need assessment deals with identifying the
necessary skills, attitudes, perceptions and behaviours of the sales
representatives.
o The 2nd step deals with setting up the training objectives i.e. the
necessary measurable outcome of the training program.
o The 3rd step deals with identifying various alternatives to conduct the
training.
o The 4th step deals with the design part of the training program which
involves identifying the training program
o The 5th step performing the sales training is the actual implementation
of the sales training program which deals with the way how the
training is conducted and the methodologies adopted .
o Once the entire training process is completed, follow-up and
evaluation dealing with analysing the quality of training.
34

35. Objectives of training and
development
• Imparting Attitude Skills
• Notifying organization policies
• Bestowing organization culture and
values
• Understanding the goals and objectives
• Developing the team working skills
• Developing the product/ service
knowledge
IABM, BIKANER 35