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  • Sales Recruitment

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    Rakshita Nath
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    This document discusses recruitment and training for sales roles. It emphasizes that recruitment should be based on current and future sales plan needs. The salesperson profile for recruitment should consider job specifications, key skills, geographical factors, and different market requirements. Good preparation is important before recruitment, including developing a job description, qualifications, competencies, compensation package, and an induction program. The recruitment process involves job analysis, developing a job specification, attracting qualified candidates, and selecting the best recruit through interviews.

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    This document discusses recruitment and training for sales roles. It emphasizes that recruitment should be based on current and future sales plan needs. The salesperson profile for recruitment should consider job specifications, key skills, geographical factors, and different market requirements. Good preparation is important before recruitment, including developing a job description, qualifications, competencies, compensation package, and an induction program. The recruitment process involves job analysis, developing a job specification, attracting qualified candidates, and selecting the best recruit through interviews.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    12 views7 pages

    Sales Recruitment

    Uploaded by

    Rakshita Nath
    This document discusses recruitment and training for sales roles. It emphasizes that recruitment should be based on current and future sales plan needs. The salesperson profile for recruitment should consider job specifications, key skills, geographical factors, and different market requirements. Good preparation is important before recruitment, including developing a job description, qualifications, competencies, compensation package, and an induction program. The recruitment process involves job analysis, developing a job specification, attracting qualified candidates, and selecting the best recruit through interviews.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
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    of 7

    RECRUITMENT AND TRAINING

    People are the essence of sales force and sales Organisation. Recruitment should be based on current and expected needs of the sales plan. Profile of sales person for recruitment should look at priorities of job spec., Key skills, Geographical implications, Types of product and differences in market requirements.

    12/6/2012 12:01 PM

    KEY ISSUES
    Are good sales persons made ?

    Characteristics of a good service person ?


    Role of sales attitude in sales performance ? Stable, self confident, decisive, intellectually curious these personal traits are sufficient ? Training and supervision are adequate parameters to develop sales performance ?
    12/6/2012 12:01 PM

    Before recruitment management should prepare


    1) 2) 3) 4)

    5) 6) 7) 8)

    Job description. Qualifications and experience requirements. List of Competencies/ skill sets. Personality/ Character/ Individual style requirements. Pay and reward package. Terms and conditions. Reference procedure. Induction/ Familiarity Program.

    12/6/2012 12:01 PM

    Process of Recruitment
    PERFORM JOB ANALYSIS
    TASKS INVOLVED
    RELATIONSHIPS KNOWLEDGE, SKILLS JOB CONTENT

    DESIGN JOB DESCRIPTION

    ROLE

    IDENTIFY SALES JOB SPECIFICATION

    TASKS / JOB CONTENT CONVERTED INTO SPECIFICATIONS ON SKILL, DECISIVENESS, INTELLIGENCE ETC

    ATTRACT BEST POOL FOR RECRUITMENT

    IDENTIFY BEST SOURCE OR METHOD TO ATTRACT GOOD RECRUITS

    METHODS:

    SELECT THE BEST RECRUIT


    12/6/2012 12:01 PM

    OBSERVE INTERVIEW, GD

    PROCESS OF SELECTION
    ACTIVITIES

    JOB ANALYSIS

    TASKS RESPONSIBILITIES ENVIRONMENTAL ISSUES

    JOB DESCRIPTION

    DETAILED FINDINGS OF JOB ANALYIS

    DEVELOP STATEMENT OF JOB QUALIFICATIONS


    12/6/2012 12:01 PM

    DETERMINE AND DESCRIBE PERSONAL TRAITS / QUALIFICATIONS REQUIRED TO PERFORM THE JOB

    EXAMPLE OF TYPICAL JOB DESCRIPTION


    DIMENSIONS / REQUIREMENTS
    1. 2. NATURE OF PRODUCT / SERVICE TO BE SOLD TYPES OF CUSTOMERS TO BE CALLED ON POLICY ON - FREQUENCY - TYPE / LEVEL OF PERSONNEL IN BUYER COMPANY - EXTENT OF EMPOERMENT FOR DECISIONS

    3. SPECIFIC TASKS / RESPONSIBILITIES:


    - PLANNING

    - FEED BACK FROM MARKET


    - SELLING TASK - GOALS FOR A/C RECEIVABLES - PROMOTIONAL DUTIES

    - REPORTING DUTIES
    12/6/2012 12:01 PM

    - CLERICAL / PAPER WORK

    4. RELATIONSHIP WITH OTHERS


    - WHO REPORTS TO HIM - TO WHOM HE REPORTS TO - RESPONSIBILITIES TO THE IMMEDIATE SUPERVISOR - DEPT. / PERSONNEL WITH WHOM HE SHOULD INTERACT

    5. MENTAL / PHYSICAL DEMANDS OF THE JOB:


    - TECHNICAL KNOWLEDGE FOR THE JOB - AMOUNT OF TRAVEL - NEGOTIATING SKILLS

    6. ENVIRONMENTAL PRESSURES
    - STRENGTH / WEAKNESS OF COMPETITION - COMPANYS STANDING IN THE MARKET - COMPANYS REPUTATION / BRAND EQUITY / COMPANYS IMAGE - COMPANYS RESOURCES - SUPPLY PROBLEMS
    12/6/2012 12:01 PM

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