Download - Sales Force Selection and Recruitment
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Sales Force
Management(Selection and
recruitment)
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Recruitment and Selection
Process
Job AnalysisJob Analysis
Job QualificationsJob Qualifications
Job DescriptionJob Description
Recruitment &Recruitment &
Selection Objec.Selection Objec. Recruitment &Recruitment &
Selection StrategySelection Strategy
Internal SourcesInternal Sources
External SourcesExternal Sources
Screening ResumesScreening Resumesand Applicationsand Applications
Initial InterviewInitial Interview
Intensive InterviewIntensive Interview
TestingTesting
Assessment CentersAssessment Centers
Background Invest.Background Invest.
Physical ExamPhysical Exam
Selection DecisionSelection Decision
and Job Offerand Job Offer
Planning for
Recruitment & Selection
Step 1Step 1
Recruitment: Locating
Prospective Candidates
Step 2Step 2
Selection:
Evaluation and Hiring
Step 3Step 3
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Planning for Recruitment and
Selection
Job Analysis:Entails an investigation of the tasks, duties, andresponsibilities of the job.
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Job Qualifications:
Refers to the aptitude, skills, knowledge,personal traits, and willingness to acceptoccupational conditions necessary to performthe job.
Planning for Recruitment and
Selection
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Job Description:
A written summary of the job containing the jobtitle, duties, administrative relationships, types of
products sold, customer types, and other
significant requirements.
Planning for Recruitment and
Selection
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Recruitment and Selection Objectives:
The things the organization hopes toaccomplish as a result of the recruitment andselection process. They should be specificallystated for a given period.
Planning for Recruitment and
Selection
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Recruitment and Selection Strategy:
The plan the organization will implement toaccomplish the recruitment and selectionobjectives. The sales managers should considerthe scope and timing of recruitment and selection.
Planning for Recruitment and
Selection
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Internal Sources Employee referral programs
Internships
External Sources Advertisements
Private employment agencies
Colleges and universities
Job fairs
Professional societies
Computer rosters
Recruitment:
Locating Prospective Candidates
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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
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Evidence of job qualifications
Work history
Salary history Accomplishments
Responsibilities
Appearance and completeness
Screening Resumes and
Applications
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Interviews
Types of interviews
Initial/pattern Interviews
Nondirective interviews
Stress Interviews
Locations
Campus
Recruiters Location (i.e. Plant Trip)
Neutral Site
Telephone
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Testing: Value and Types
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
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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
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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
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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
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Recruiting Efforts
Recruiting sources evaluation
Recruiting effort
Size and maturity of the organization
Sales force turnover
Forecasted sales volumes
Distribution channels and promotion strategies