Recruitment & Selection of

Sales Force
W.M.C. Bandara Wanninayake
Bsc. Mktg (Sp) – USJ, MBA (Colombo), Dip. In mktg (UK), Dip. In. Acco.
Senior Lecturer
Dept. of Marketing Management
University of Kelaniya
 Recruitment
 Recruitment is a process of generating a
pool of qualified applicants towards
organizational vacancies

 Importance of recruitment to Sales

management
 Recruitment process
 Identifying job vacancies - Job vacancies identify
through MPP and SR
 Analyzing job requirements - Qualification of
applicant decide based on J.S
 Factors affecting to recruitment – Policies, Cost,
Labour mkt, Types of employee
 Preparing application
 Selecting recruitment method
 Implementation
 Evaluation
 Recruitment policy
 Two policies
 Internal
 External
 Advantages of Internal
 Develop internal people
 Motivation
 Facilitate to develop relationship with trade union
 Cheaper cost
 Less orientation time
 Possible to retain current employees
 Recruitment policy
 Advantages of external recruitment
 New blood to org.
 They bring new ideas and knowledge
 Easily trainable
 Can select for money
 Minimum conflicts
 Can posses variety of skills
 Minimize conflicts
 Use both policy at once.
 Recruitment methods
 Internal
 Job posting
 Skill inventory
 External
 Advertisement
 Job agencies
 Education institutes
 Write-ins
 Walk-ins
 Internet
 Some elements of best
practices for recruitments
 Recruitment policy should be visible and
communicated
 Equal opportunity policies should be publicly endorsed
 It should be fair and relevant to the current
employment market
 Job advertisements must be accurate and realistic
 Take existing employees to recruitment process as
much as possible
 To maintain positive impression
 Selection
 Process of finding most appropriate
candidate to fill the vacancy out of the pool
of candidates

 Objectives of selection
 Methods of selection
 Evaluation of applications
 Selection examinations
 Selection
 Interviews
 Background investigation
 Assessment centers

 Selection process
 Evaluation of applications
 Check the basic qualifications

 Use marking scheme

 Selection examinations
 Knowledge test -Test-Determining the knowledge of certain
subject (not popular)
 Aptitude test - test-determine the degree of intelligence, ability
of logical presentation, defining and concluding
 Proficiency test - relating to examination of certain language
 Practical test - determine the degree of personality
 Psychometric test - assess other abilities of application of
certain knowledge
 Criterion to be effective
examination
 Validity

 Reliability

 Practicability
 Interviews
 Face to face social interaction to select best
employees to the jobs

 Types of interviews

 Problems associate with interviews

 Problems associate with interviewers
 Problem associate with interviwees
 Interviews
 Advantages of interviews
 Adaptability
 Face to face discussion
 Allow two way communication
 Ability to test proficiency
 Test culture and discipline.
 Way of conducting
interview
 Preparation
 Type of interview
 Questions
 Interviewers
 When
 Venue
 Evaluation criteria
 Way of conducting
interview
 Conducting
 Commencement (salutation/rapport)
 Exchange information
 Termination
 Evaluation
 Examination of each criteria
 Overall evaluation
 conclusion
 Background Investigation
 Employment reference - attesting the
history of the employment of the candidate
 Academic reference - test the history of
academic performance of the candidate
 Personal references - attest the character
of the person
 Financial reference – to attest the degree
of financial condition of the candidate before
giving the job
 Medical Examination
 Done at the final stage of selection. Large
organization use their own paid doctors
 Assessment centers
 Focus on behavior
 Multiple selection methods
 Multiple assessors
 Multiple candidates
 Feed back
 Hiring
 Hiring is appointing candidates to fill the
vacancies
 Probationary period
 Certain period of time during which a new employee,
who was hired for a permanent post, works for an
organization

 Possible actions after probationary period

 Probationary period
 Certain period of time during which a new
employee, who was hired for a permanent
post, works for an organization

 Possible actions after probationary period

 Principles of managing
probationers
 To evaluate job performance
 To inform progress to the probationers
 To give confirmation if job performance is good
or excellent and other requirement have been
met
 To extend the probationary period for one time
only if job performance is not good but not poor
and other requirement have been met
 To inform the probationers about performance
reviews and violations of discipline in writing
 Induction/orientation
 Induction is process of introducing and
familiarizing new employees to organization
 Formal Vs. informal induction
 General induction Vs. Specific induction
 Four types
 Organizational induction
 Department induction
 Job induction
 Human induction
 Main aims of induction
 To provide suitable training for all new
members of staff
 To enable on going training needs to be
identified
 To improve the contribution to the business a
new member of staff makes as soon as
possible
 To initiate the progress for probationary period
 Why induction is important
 Ability to make good 1st impression
 Help to socialize new employees
 To reduce cultural shock and real shock
 Ability to improve new employees to normal
performance level.
 Create loyalty
 Build up self confidence
 Develop favorable attitudes towards organization,
peers, and management
 Principles of employee
induction
 Meeting of business need
 Customer focus
 Involvement of senior management
 Direct relevance of information
 Higher involvement of the immediate
superior in induction
 Concern of human side of induction
 Gradual induction
Questions ????????????????????
?