MRP PROJECT

Recruitment of Sales Executive

Prepared by CL-II Batch
Sainik Farms Campus

Learning Objectives
Explain the critical role of recruitment, selection,
building and maintaining a productive sales force.
Describe how recruitment and selection affect sales
force socialization and performance.
Discuss the legal and ethical considerations in
sales executives recruitment and selection.

Learning Objectives
Identify the key activities in planning and executing
a program for sales executives recruitment and
selection.
A successful sales force is determined by who is
hired; this is the end result of sales human
resource management.

Planning for Recruiting

Successful Sales Executive
What sales human resource management is and
what its key relationships are.
The importance of planning for sales personnel
needs.

Planning for Recruiting

Successful Sales Executive
What people planning and employment planning
are.
What recruitment means and why it is so
important.
The recruiting process: what it is, who does it,
and where recruits are sought.

Selected Characteristics of
Successful Sales Executive

High energy level

High self-confidence
Need for material things
Hardworking
Requires little
supervision
High perseverance
Competitive

Good Physical
Appearance
Likable
Self-Disciplined
Intelligent
Achievement Oriented
Good Communication
Skills

Profiling the Successful

Candidate

Intelligence
Prospecting ability
Ability to create a follow-up system
Ability to influence peoples decisions and opinions
Ability to built/cultivate long-term client relationships

Profiling the Successful

Candidate
Ability to negotiate contracts and prices.
Ability to determine prospects/customers
needs (hot buttons).
Computer skills.
Selling ability.
Conceptual ability.

Importance of
Recruitment and Selection
Problems associated with inadequate
implementation:
Inadequate sales coverage and lack of customer
follow-up
Increased training costs to overcome deficiencies
More supervisory problems

Importance of
Recruitment and Selection
Higher turnover rates
Difficulty in establishing enduring relationships
with customers
Suboptimal total sales executive performance

Recruitment & Selection

Process

Job Analysis
Job Qualifications
Job Description
Recruitment & Selection Objectives
Recruitment & Selection Strategy

Job Analysis
It includes investigation of following quality
of sales executive:
Task
Duty
Responsibility

Job Qualifications
It refers to following quality required in Sales
executive:
Knowledge
Skills
Aptitude
Personal Traits
Education/Qualification

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.

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.

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)
There are two sources of recruiting the
Candidate:
1.Internal Sources
2.External Sources

Internal Sources of
Recruitment
Employee referral programs
Internships

External Sources of
Recruitment

Advertisements
Private employment agencies
Colleges and universities
Job fairs
Professional societies
Computer rosters

Selection
(Evaluation and Hiring)

Screening Resumes and Applications

Interviews
Testing
Background Investigation
Physical Examination
Selection Decision and Job Offer

Screening Resumes and

Applications

Evidence of job qualifications

Work history
Salary history
Accomplishments
Responsibilities
Appearance and completeness

Interviews
Types of interviews
o
Initial Interviews
o
Intensive Interviews
o
Stress Interviews
Locations
o
Campus
o
Recruiters Location (i.e. Plant Trip)
o
Neutral Site
o
Telephone

Testing
Value
May be used to assist with initial screening
May indicate compatibility with job responsibilities
May indicate compatibility with organizations culture
and personnel
Types
Personality
Intelligence
Psychological
Ethical Framework

Background Check

Be wary of first-party references

Radial search referrals might be used
Use an interview background check
Use the critical incident technique
Pick out problem areas

Background Check

Obtain a numerical scale reference rating

Identify an individuals best job
Check for idiosyncrasies
Check financial and personal habits
Get customer opinion

Physical Examination
It is an examination which evaluates or
check the actual efficiency and ability of the
Sales Executive

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

Legal and Ethical Considerations

Become familiar with key legislation affecting
recruitment and selection
Conduct job analysis with an open mind
Job descriptions and job qualifications should
be accurate and based on a thoughtful job
analysis
All selection tools should be related to job
performance

Legal and Ethical Considerations

Sources of job candidates should be informed
of the firms legal position
Communications must be devoid of
discriminatory content
Avoid other practices that may be perceived as
ethically questionable