Professional Documents
Culture Documents
Management
(Selection and
recruitment)
Recruitment and Selection
Process
Step 1 Step 2 Step 3
Planning for Recruitment: Locating Selection:
Recruitment & Selection Prospective Candidates Evaluation and Hiring
• Screening Resumes
and Applications
• Job Analysis
• Initial Interview
• Job Qualifications
• Intensive Interview
• Job Description
• Internal Sources • Testing
• Recruitment &
• External Sources • Assessment Centers
Selection Objec.
• Background Invest.
• Recruitment &
• Physical Exam
Selection Strategy
• Selection Decision
and Job Offer
Planning for Recruitment and
Selection
Job Analysis:
Entails an investigation of the tasks, duties, and
responsibilities of the job.
Planning for Recruitment and
Selection
Job Qualifications:
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.
Planning for Recruitment and
Selection
Internal Sources
– Employee referral programs
– Internships
External Sources
– Advertisements
– Private employment agencies
– Colleges and universities
– Job fairs
– Professional societies
– Computer rosters
Selecting Sales Personnel
Steps
1 Primary interview screening
2 Formal application
3 Interviews
4 References and credit checks Reject
5 Testing
6 Physical examination
7 Employment offer
Screening Resumes and
Applications
Types of interviews
– Initial/pattern Interviews
– Nondirective interviews
– Stress Interviews
Locations
– Campus
– Recruiter’s Location (i.e. Plant Trip)
– Neutral Site
– Telephone
Testing: Value and Types
Value
– May be used to assist with initial screening
– May indicate compatibility with job responsibilities
– May indicate compatibility with organization’s culture
and personnel
Types
– Personality
– Intelligence
– Psychological
– Ethical Framework
Types of Tests
• Tests of ability
– IQ test , EQ test, special ability test
• Interest Tests
– Not so reliable test
– motivation by their interest activities
• Achievement Tests
– Knowledge about the subject
Selecting Tests
• Reliability of the test and consistency in measure
• Recruiting effort
– Size and maturity of the organization
– Sales force turnover
– Forecasted sales volumes
– Distribution channels and promotion strategies