Sales Force

Management
(Selection and
recruitment)
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 • Assessment Centers
Selection Objec.
• Background Invest.
• Recruitment &
• Physical Exam
Selection Strategy
• Selection Decision
and Job Offer
Planning for Recruitment and
Selection

Job Analysis:
Entails an investigation of the tasks, duties, and
responsibilities of the job.
Planning for Recruitment and
Selection

Job Qualifications:

Refers to the aptitude, skills, knowledge,

personal traits, and willingness to accept
occupational conditions necessary to perform
the job.
Planning for Recruitment and
Selection

Job Description:
A written summary of the job containing the job
title, duties, administrative relationships, types of
products sold, customer types, and other
significant requirements.
Planning for Recruitment and
Selection

Recruitment 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.
Planning for Recruitment and
Selection

Recruitment 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.
Recruitment:
Locating Prospective Candidates

Internal Sources
– Employee referral programs
– Internships

External Sources
– Advertisements
– Private employment agencies
– Colleges and universities
– Job fairs
– Professional societies
– Computer rosters
Selecting Sales Personnel

Steps
1 Primary interview screening
2 Formal application
3 Interviews
4 References and credit checks Reject

5 Testing
6 Physical examination
7 Employment offer
Screening Resumes and
Applications

• Evidence of job qualifications

• Work history
• Salary history
• Accomplishments
• Responsibilities
• Appearance and completeness
Interviews

Types of interviews
– Initial/pattern Interviews
– Nondirective interviews
– Stress Interviews

Locations
– Campus
– Recruiter’s Location (i.e. Plant Trip)
– Neutral Site
– Telephone
Testing: Value and Types

Value
– May be used to assist with initial screening
– May indicate compatibility with job responsibilities
– May indicate compatibility with organization’s culture
and personnel
Types
– Personality
– Intelligence
– Psychological
– Ethical Framework
Types of Tests

• Tests of ability
– IQ test , EQ test, special ability test

• Tests of habitual characteristics

– moral measuring techniques , employees feeling towards working environment,
– pay, advancement opportunities etc

• Interest Tests
– Not so reliable test
– motivation by their interest activities

• Achievement Tests
– Knowledge about the subject
Selecting Tests
• Reliability of the test and consistency in measure

• Ensure that the tests do not unfairly disadvantage certain

groups

• Previous reactions the test

• Effectiveness of the test in similar circumstances

• The method of test evaluation and scoring is appropriate to

the purpose for which the test will be used
Selection Decision and Job
Offer

• Evaluate qualifications in order of importance

• Look for offsetting strengths and weaknesses
• Rank candidates
• If none meet qualifications, may extend search
• May have to offer market bonus (signing bonus)
to highly qualified candidates
Recruiting Efforts

• Recruiting sources evaluation

• Recruiting effort
– Size and maturity of the organization
– Sales force turnover
– Forecasted sales volumes
– Distribution channels and promotion strategies