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ABC & Co. Ltd.

Job Title: Department/Grou p: Location: Level/Salary Range: HR Contact: Will Train Applicant(s): External posting URL:

Product Promotion Representative

Job Category: Job Code/ Req#: Travel Required: Position Type: Date posted: Posting Expires:

Marketing of Products 025 According to Situation Full Time July 26, 2010 August 15, 2010

Product Promotion 23. S.K.S. Road, Mumbai - 20 4.5 Lac Per Annum 87645-25325
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Internal posting Click here to enter text. URL: Applications Accepted By:

FAX OR E-MAIL:
(425) 555-0123 or abc&co.@examples.com Subject Line: Attention: Reference consider is subject to matter

MAIL:
General Manager Human Resource, ABC & Co. Ltd. Wolli Mumbai 20

Job Description

ROLE AND RESPONSIBILITIES

1. 2. 3. 4. 5.

Visit supermarket on regular basis Maintain special promotional displays Prepare and offer samples of products to customers Maintain good relationship with store managers Monitor the movement of products from shelf to sale

QUALIFICATIONS AND EDUCATION REQUIREMENTS

Post Graduate in marketing


PREFERRED SKILLS

5 Years in the fields of Product Promotion or in marketing


ADDITIONAL NOTES Click here to enter a date. Click here to enter a date.

Reviewed By: Approved By: Last Updated By:

Date: Date: Date/Time:

ABC & Co. Ltd.


Recruitment Plan
The recruitment and selection process is of importance in order to recruit staff with the necessary skills and attributes to enable the Entity to fulfill its corporate aims and objectives. The Recruitment and Selection Policy and Procedures aim to provide clear guidance to managers in relation to both the selection and appointment of staff. This policy promotes and supports good practice for those with responsibility for recruitment. This policy and procedures aim to achieve the following objectives:  Recruit staff with the appropriate skills, both technical and personal, in order to meet the Entitys current and future needs. To ensure that staff appointed to posts involving teaching responsibilities are qualified to carry out such duties or are working towards an appropriate qualification. Work to a fair and effective recruitment procedure, which is consistent with employment legislation and the entitys equal opportunities policies and practices. Develop and enhance the public image of the entity, both as an employer and as a quality provider of education and research.

Internal candidates or others personally known to the interview panel must be treated in exactly the same way as all other candidates. This policy and associated procedures applies to all members of staff other than senior potholders as defined in the Articles of Association. Additional guidance on the procedures to be followed in the recruitment of a typical and casual staff is provided separately. Factors Govern ing Recru it ment External Factors: y y y y Demand and Supply (Specific Skills) Unemployment Rate (Area-wise) Labor Market Conditions Political and Legal Environment

Internal Factors y y y y y Recruitment Policy (Internal Hiring or External Hiring?) Human Resource Planning (Planning of resources required) Size of the Organization (Bigger the size lesser the recruitment problems) Cost Growth and Expansion Plans

ABC & Co. Ltd.

Recruit ment Process Recruitment Planning y y Number of contacts Types of contacts

Recruitment Strategy Development y y y y Make or Buy Employees Technological Sophistication Where to look How to look

Internal Recruitment y y y y y y Present employees Employee referrals Transfers & Promotions Former Employees Previous Applicants Evaluation of Internal Recruitment

External Recruitment y y y y y y y y y y y Advertisements Employment Exchanges Campus Recruitment Walk-ins Interviews Consultants Contractors Displaced Persons Radio & Television Acquisitions & Mergers Competitors Evaluation of External Recruitment

Points to be Consider for making employment advertisement in local newspaper.


    Where advertisement to be placed? Why the advertisement to be made? Cost of the advertisement. Response to the advertisement.

ABC & Co. Ltd.

The best techniques for writing effective job advertisements are the same as for other forms of advertising. The job is your product; the readers of the job advert are your potential customers. The aim of the job advert is to attract interest, communicate quickly and clearly the essential (appealing and relevant) points, and to provide a clear response process and mechanism. Design should concentrate on clarity or text, layout, and on conveying a professional image. Branding should be present but not overbearing, and must not dominate the job advert itself. This article relates mainly to designing and writing job adverts to appear in printed newspapers an magazines media, although the principles apply to other media and methods. The information must be communicated effectively one way or another to the target audience. Job adverts and recruitment processes should follow the classical AIDA selling format: Attention, Interest, Desire, and Action. This means that good job advertisements must first attract attention (from appropriate job-seekers); attract relevant interest (by establishing relevance in the minds of the ideal candidates); create desire (to pursue what looks like a great opportunity), and finally provide a clear instruction for the next action or response. Advertisement in newspaper depends upon organizational culture, kind of tendency follow by the company for recruiting a person. A particular description to be made in newspaper that basic criterion to be fulfilled by the candidate. Place of advertisement considered by an organization according the job requirement and people to be required by the organization. If an organization is looking for new talent, innovative idea, they have to make advertisement in public at large to select best talent out of them for any such kind of responsible job as product promotion representative. Every job recruitment, there is cost incurred by the organization either in form of monitory or in time. Cost of job recruitment is incurred or realized by the organization when, motive of recruitment is fulfilled. For advertising in newspaper for ABC Co. Ltd. We would consider The Telegraph Indias no. 1 English reading newspaper and pretty cheaper for employment advertisement as it cost Rs. 30000 per day.

ABC & Co. Ltd.

ABC & Co. Ltd.


Registered office: 23. S.K.S. Road Mumbai 20 Vacancy for the Post of Product Promotion Representative Job title Employer Job Location Report to be made Responsibility to be performed : Product Promotion Representative : Regional Director : Mumbai : Regional Director : Visiting supermarkets in regular basis : Set up and maintain special promotional displays : Prepare and offer samples of products to customers : Inspect shelf positioning of company product : Monitor the movement of products from shelf to sale : Maintain good relationship with store managers : Prepare weekly reports on stock level of products and : Customer response to product promotions Qualification Experience Salary : Post graduate in marketing management : 5 Years in the fields of product promotion or marketing : 4.5 Lac per annum

ABC & Co. Ltd.

Selection Guide
After the recruitment-related decision, perhaps the most important decision is manpower sourcing, the decision to select or reject the candidates. The process of choosing the most suitable candidate for a job from among the available applicants is called selection. The purpose of selection is to screen the applicants abilities and traits in order to assess the degree of success and compatibility of the individual in the organization. This is phase of the recruitment strategy where the communication between the employers and job seekers is crucial. Though there are various means of setting selection criteria such as written test, group discussion, psychometric test, video-conferencing with recruitee, yet no formal recruitment cycle can ever be complete without face-to-face discussion between the recruiter and the recruitee. The only difference of approach between the well established and less established organization is that while taking the decision as to who is the right candidate, well-established organization is going to make an analysis of person-culture fit. For a less-established, the culture is at a nascent stage. Their decision to recruit from outside, show they want to have a higher fit with the environment and hence the emphasis would be on person-outside fit. Short listing Candidates will only be shortlisted for interview if they meet all the essential criteria defined in the person specification. If the number of candidates meeting the essential criteria is excessive, further selection must be undertaken utilising the desirable criteria to achieve a workable shortlist. Short listing must be undertaken by at least two individuals who are experienced in the recruitment process and who will go on to be involved in the interviewing process. Interviewing The interview must be conducted by a panel, the suggested composition of which is detailed in the procedures. All interviews for one post must be conducted by the same panel. All candidates will be asked a standard format of questions, which will have been decided by the interview panel prior to the interviews. All questions must be related to the job requirements and the candidates suitability to undertake the role. Skills assessment As part of the selection process, Schools/Departments may wish candidates to partake in a series of skills tests. These tests must be directly related to the role in question and must be measurable against objective criteria. Candidates must be informed of the details in the letter inviting them for interview. Details of any skills tests, including the criteria to be measured and the method of measuring must be provided in advance to HRD.

ABC & Co. Ltd.

Process / Steps in Select ion 1. Preliminary Intervie w: The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a good public relations exercise. 2. Selection T ests: Jobseekers who past the preliminary interviews are called for tests. There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc. 3. Emp lo ymen t Inter view: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicants acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews. 4. Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it. 5. Selection Dec ision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks. The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee. 6. Physical Examinat ion: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination. 7. Job Offer: The next step in selection process is job offer to those applicants who have crossed all the previous hurdles. It is made by way of letter of appointment. 8. Contract o f E mp lo ymen t: After the job offer is made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. Here is a need to prepare a formal contract of employment, containing written contractual terms of employment etc.

ABC & Co. Ltd.

Letter about not being selected for job

ABC & Co. Ltd. 23. S.K.S. Road Wolli, Mumbai - 20 July 27, 2010

XYZ 54.G.B. Marg Delhi - 12 Dear: XYZ


Thank you for your interest in the Product promotion position now available at ABC & Co. Ltd. We have had the opportunity to review your resume and regret to inform you that we have chosen to pursue other candidates whose skills, background, and education more closely match our needs. The initial screening of applications for the position of Product Promotion Representative in the marketing at the ABC & Co. Ltd. has been completed. I am sorry to inform you that you were not selected for the job right now. We will keep your resume on file for two months and will contact you in the future if a position becomes available that more closely matches your qualifications. Again, we appreciate your interest in ABC & Co. Ltd. We wish you the best of luck in your job search.

Sincerely,

ABC Human Resource Manager

ABC & Co. Ltd.

Letter about selecting for job

ABC & Co. Ltd. 23. S.K.S. Road Wolli, Mumbai - 20 July 27, 2010

XYZ 54.G.B. Marg Delhi - 12 Dear: XYZ


I am glad to inform you that you are selected for the post of Product Promotion Representative with ABC & Co.Ltd., The position sounds both exciting and challenging, two of the most important aspects of work to you. We have organized a meeting with marketing head to describe you job responsibility deeply and we also conduct induction session for company structure, information, motive, and goal. Induction programme were conducted on 10th August 2010, and have thoroughly review the details of your offer as outlined in the offer letter. I have enclosed a copy of acceptance of offer letter, read it carefully and reply me back. I am looking forward to your response. Sincerely,

ABC & Co. Ltd. Enclosure

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ABC & Co. Ltd.

Letter about selecting for job and further formalities to be completed

ABC & Co. Ltd. 23. S.K.S. Road Wolli, Mumbai - 20 July 27, 2010

XYZ 54.G.B. Marg Delhi - 12 Dear: XYZ


This is to inform you that you are being selected as a product promotion representative with ABC & Co. Ltd. We have notified you of your status after the initial screening of candidates. I would appreciate it if you would take a moment to complete enclosed affirmative action data questionnaire and some professional details. We would appreciate if you are physically present for some further formalities regarding field of product promotion job. I am looking forward to your response

With regards,

ABC & Co. Ltd. Enclosure

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ABC & Co. Ltd.

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