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Staffing the Salesforce Recruitment and Selection

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Poor Recruitment and Selection Creates Problems
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Inadequate sales coverage and lack of customer follow-up Increased training costs to overcome deficiencies More supervisory problems Higher turnover rates Difficulty in establishing enduring relationships with customers Suboptimal total salesforce performance

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Introduction to Salesforce Socialization
The process by which salespeople acquire the knowledge, skills, and values essential to perform their job.

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The Recruitment and Selection Process
(Figure 6.2)

Step 1
Planning for Recruitment and Selection • Job Analysis • Job Qualifications • Job Description • Recruitment & Selection Objectives • Recruitment & Selection Strategy

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The Recruitment and Selection Process

Planning for Recruitment and Selection

Job Analysis

An investigation of the tasks, duties, and responsibilities of the job

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The Recruitment and Selection Process
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Planning for Recruitment and Selection

Job Analysis Job Qualifications - the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job

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The Recruitment and Selection Process
• Job Analysis • Job Qualifications
Domestic
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Planning for Recruitment and Selection

International
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Sales Experience Educational Level Willingness to Travel Willingness to Relocate Ability to Work Independently

Patient Flexible Confident Motivated Tolerant of New Ways Desire to Work Abroad Sense of Humor

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The Recruitment and Selection Process

Planning for Recruitment and Selection

Job Description - a written

summary of the job  Job Title  Duties, Tasks, and Responsibilities  Administrative Relationships  Type of Products to be Sold  Customer Types  Significant Job-Related Demands

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The Recruitment and Selection Process Recruitment and Selection Objectives

Determine present and future needs in terms of numbers and types of salespeople Meet the company’s legal and social responsibilities regarding composition of the salesforce Reduce the number of underqualified or overqualified applicants Increase the number of qualified applicants at a specified cost Evaluate the effectiveness of recruiting sources and evaluation

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The Recruitment and Selection Process Recruitment and Selection Strategy 
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When will the recruitment and selection be done? How will the job be portrayed? How will efforts with intermediaries be optimized? What type of salespeople will be hired when developing an international salesforce? How much time will be allowed for a candidate to accept or reject an offer? What are the most likely sources for qualified applicants?

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The Recruitment and Selection Process
(Figure 6.2)

Step 1
Planning for Recruitment and Selection • Job Analysis • Job Qualifications • Job Description • Recruitment & Selection Objectives • Recruitment & Selection Strategy

Step 2
Recruitment: Locating Prospective Candidates • Internal Sources • External Sources

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The Recruitment and Selection Process Recruitment: Locating Prospective Candidates

Internal Sources

Employee Referral Programs Advertisements Private Employment Agencies Colleges and Universities Job Fairs Professional Societies Career/Job-related web sites Computer Rosters  Wonderlic Personnel Test, Inc.  SkillSearch

External Sources
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The Recruitment and Selection Process
(Figure 6.2)

Step 1
Planning for Recruitment and Selection • Job Analysis • Job Qualifications • Job Description • Recruitment & Selection Objectives • Recruitment & Selection Strategy

Step 2
Recruitment: Locating Prospective Candidates • Internal Sources • External Sources

Selection: Evaluating & Hiring • Screening Resumes and Applications • Initial Interview • Intensive Interview • Testing • Assessment Centers • Background Investigation • Physical Exam • Selection Decision/Job Offer

Step 3

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The Recruitment and Selection Process Selection: Evaluation and Hiring

Screening Resumes and Applications

Job Application Form Interview Guide (Ex. 6.5) Initial Interview Intensive Interview

Interviews
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The Recruitment and Selection Process Selection: Evaluation and Hiring
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Screening Resumes and Applications Interviews Interviewer Bias

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The Recruitment and Selection Process Selection: Evaluation and Hiring
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Screening Resumes and Applications Interviews Interviewer Bias Testing

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The Recruitment and Selection Process Selection: Evaluation and Hiring
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Screening Resumes and Applications Interviews Interviewer Bias Testing Assessment Centers

A set of well-defined procedures for utilizing multiple techniques such as group discussion, business game simulations, presentations, and role-playing exercises for the purpose of employee selection or development

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The Recruitment and Selection Process Selection: Evaluation and Hiring
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Screening Resumes and Applications Interviews Interviewer Bias Testing Assessment Centers Background Investigation

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The Recruitment and Selection Process Selection: Evaluation and Hiring
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Screening Resumes and Applications Interviews Interviewer Bias Testing Assessment Centers Background Investigation Physical Exam

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The Recruitment and Selection Process

Selection Decision and Job Offer

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Legal and Ethical Considerations in Recruitment and Selection
Key Legislation (Exhibit 6.6)

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Guidelines for Sales Managers

Become familiar with key legislation affecting recruitment and selection Conduct job analysis with an open mind, attempting to overcome personal mental biases Job descriptions and job qualifications should be accurate and based on a thoughtful job analysis Sources of job candidates should be informed of the firm’s legal position

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Guidelines for Sales Managers,
too

Communications must be devoid of discriminatory content All selection tools should be related to job performance

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Ethical Issues
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Misrepresentation Stress Interview