Sales Force Management (Selection and recruitment

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Recruitment and Selection Process
Step 1
Planning for Recruitment & Selection

Step 2
Recruitment: Locating Prospective Candidates

Step 3
Selection: Evaluation and Hiring

‡ ‡ ‡ ‡

Job Analysis Job Qualifications Job Description Recruitment & Selection Objec. ‡ Recruitment & Selection Strategy

‡ Internal Sources ‡ External Sources

‡ Screening Resumes and Applications ‡ Initial Interview ‡ Intensive Interview ‡ Testing ‡ Assessment Centers ‡ Background Invest. ‡ Physical Exam ‡ 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:
Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.

Planning for Recruitment and Selection
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
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.

Planning for Recruitment and Selection
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
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 5 Testing 6 Physical examination 7 Employment offer

Reject

Screening Resumes and Applications
‡ ‡ ‡ ‡ ‡ ‡ Evidence of job qualifications Work history Salary history Accomplishments Responsibilities Appearance and completeness

Interviews
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

‡ Tests of habitual characteristics
± moral measuring techniques , employees feeling towards working environment, ± pay, advancement opportunities etc

‡ 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 ‡ Ensure that the tests do not unfairly disadvantage certain groups ‡ Previous reactions the test ‡ Effectiveness of the test in similar circumstances ‡ The method of test evaluation and scoring is appropriate to the purpose for which the test will be used

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

Recruiting Efforts
‡ Recruiting sources evaluation ‡ Recruiting effort
± ± ± ± Size and maturity of the organization Sales force turnover Forecasted sales volumes Distribution channels and promotion strategies

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