RECRUITMENT & SELECTION OF SALES FORCE

Presented by Md Tauseefur Rahman MBA 3rd sem NIMS University

Areas covered in presentation.
Definition of recruitment. Method of recruitment. Sources of recruitment.  -Internal sources.  -External sources. Definition of selection of sales force. Purpose of selection. Process of selection.


RECRUITMENT .

 Recruitment is the process of generating pool of qualified candidates for a particular job.Definition of Recruitment.   Recruitment   Its . is the process by which suitable source of manpower are identified to fit the organizational requirement. aim is to attract qualified job candidates.

.Method/process of recruitment.

. .External sources of recruitment. Sources     of recruitment is divided in two categories as follows: .Internal sources of recruitment.Sources of recruitment.

Organizational database. Job posting. Employee referral. Transfer. . Promotion. Interns and cooperative students.Internal sources of recruitment.

Walk-in-interview. Advertisement. Campus recruitment.External sources of recruitment. . Internet recruiting. (Newspapers ads. Other industry source. Placement consultants. Television and radio ads) Employment exchange.

SELECTION .

is the process of picking individuals who have relevant qualifications to fill jobs in an organization.  It  refers to the process of making a hire or no hire decision regarding each applicant for a job. The basic purpose is to choose the individual who can most successfully perform the job.Definition of selection. from the pool of qualified candidates.  Selection .

Purpose of selection. needs of the job are matched with the profile of the candidate. The most suitable candidate is then picked up after eliminating the less suitable candidate  The  . The purpose of selection is to pick up the most suitable candidate who would best meet the requirement of the job and the organization.

Process of selection. .

work experience. education.  Invites application from prospective candidates from various sources identified earlier on the recruitment stage. . family status.  Application form ask candidate physical condition.Application forms.  A well designed application form ensures that the same information about all candidates is obtained through a uniform application format. participation in social events and hobbies.

It helps a sales manager to assess the applicant’s personality. coordination with peers. ambition. etc. etc. empathy. behavioral interview.Personal interview. level of appearance and intelligence. Interview may be panel interview. communication skills. To gain an insight into an applicant’s mental abilities and personality. situational interview.  .

A reference check can help in supplying the information and opinion about the applicant’s aptitude and past job performance. the applicant is asked to give six to seven names of referee and interviewer is free to take the opinion of all or any one of the referees. .Reference check. In many organization. Checking references can insure accuracy of the factual data about the applicant.

T testing. B. E. . but it requires stamina & physical ability. blood & urine. Heart beat. Many organization prefer physical examination && medical test before they select them not because sales is a physical exhausting job.P. height. neuro-psychiatric tests.Physical examination.N. It includes testing of weight.

ability to adapt and adjust. interpersonal relationship) .Psychological tests.Intelligence test( has adequate mental ability)  .  -Personality test(motivation interest.  The test can be grouped in three categories as:  .Aptitude test(To detect if there is any problem in the person’s sensory process.  Aimed at measuring the mental abilities & personality characteristics of a salesperson.

Leaves with pay.Compensation pattern & types. .Determination of terms &services. .   These   .  Related      to: . all issues are to be discussed before the issue of appointment letter. .Allowances including medical & travel.commission structure. .Housing facilities.

he is expected to join duty before the expiry of due date.  The appointment letter is issued at the end of the selection process which include:  .Probationary period.  .other conditions & information duly signed by the appointing authority.  If the salesperson is interested to join the service on basis of terms & condition .compensation & allowances.Appointment.  . .

information regarding sales department & its structure. procedures & regulations governing the job in the organization. It includes origin & growth of firm.related & organization related information to the new salesperson. disciplinary measures & rights.Initial orientation. duties & responsibilities of . It is the process aimed at providing the job.

.Thank you.