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    Recruitment and Selection of Sales Force

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    mokshgoyal2597
    This document discusses the recruitment and selection process for sales forces. It begins by outlining the roles and responsibilities of a sales manager in recruiting, selecting, training, motivating, leading, controlling, and compensating sales teams. It then details the steps in the hiring process, including strategic planning, identifying job qualifications, recruiting both internally and externally, evaluating candidates, selecting candidates, and socializing new hires. Finally, it discusses some challenges in sales force selection and the importance of assessing candidates' abilities, motivations, and personality fits for the job.

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    Recruitment and Selection of Sales Force

    Uploaded by

    mokshgoyal2597
    62 views26 pages
    This document discusses the recruitment and selection process for sales forces. It begins by outlining the roles and responsibilities of a sales manager in recruiting, selecting, training, motivating, leading, controlling, and compensating sales teams. It then details the steps in the hiring process, including strategic planning, identifying job qualifications, recruiting both internally and externally, evaluating candidates, selecting candidates, and socializing new hires. Finally, it discusses some challenges in sales force selection and the importance of assessing candidates' abilities, motivations, and personality fits for the job.

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    SALES

    Original Title

    Recruitment and Selection

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    This document discusses the recruitment and selection process for sales forces. It begins by outlining the roles and responsibilities of a sales manager in recruiting, selecting, training, motivating, leading, controlling, and compensating sales teams. It then details the steps in the hiring process, including strategic planning, identifying job qualifications, recruiting both internally and externally, evaluating candidates, selecting candidates, and socializing new hires. Finally, it discusses some challenges in sales force selection and the importance of assessing candidates' abilities, motivations, and personality fits for the job.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    62 views26 pages

    Recruitment and Selection of Sales Force

    Uploaded by

    mokshgoyal2597
    This document discusses the recruitment and selection process for sales forces. It begins by outlining the roles and responsibilities of a sales manager in recruiting, selecting, training, motivating, leading, controlling, and compensating sales teams. It then details the steps in the hiring process, including strategic planning, identifying job qualifications, recruiting both internally and externally, evaluating candidates, selecting candidates, and socializing new hires. Finally, it discusses some challenges in sales force selection and the importance of assessing candidates' abilities, motivations, and personality fits for the job.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 26

    RECRUITMENT AND SELECTION OF SALES FORCE

    The sales manager


    performs sales management +HR management ! recruits, selects, trains, motivates, leads, controls, and compensates sales teams selection and recruitment of efficient sales people is always a process of building competitive advantage for an organization

    Turnover Establish hiring objectives

    Strategic position analysis


    Decide on the number of people to hire

    Job qualification
    Job description

    Planning

    Identify best sources of recruitment: internal and external sources


    Generate database of candidates Evaluate candidates

    Recruitment

    Selection Socialization

    Select and induce candidates to accept positions Socialize

    Organizational characteristics, company image and climate, styles of supervision, compensation, and motivation of the company

    The hiring process

    Challenges in sales force selection

    personality types matching to job profiles one of the measures that the organization looks in an employee is: - the ability to perform by an employee = ability x motivation

    level of motivation

    Planning for recruitment

    1. Strategic position analysis


    2. Turnover 3. Job analysis gathering and organization of information concerning the tasks, duties and responsibilities of a specific job 3. Task inventory analysis and KSA matrix job qualification job description

    RECRUITMENT
    Is the process of discovering the potential

    applications for organizational vacancies.


    Definition According to flippo, recruitment is the process of

    searching for prospective employees and stimulating them to apply for jobs in the organization.

    Need and Importance


    It helps in determine the present and future

    requirements of the employees It increases the pool of job candidates It attracts and encourages more and more candidates to apply in the organizations Helps in reducing the chances that applicants once recruited and selected.

    Contd.
    Helps in finding out the filling up the positions in

    the right territory with right people It increases organizational and individual effectiveness both in the short and long term.

    Factors affecting Recruitment


    External factors

    Supply and demand II. Labour market III. Unemployment rate IV. Goodwill V. Political and legal environment
    I.

    Contd.
    Internal Factors

    Recruitment Policy II. Human source planning III. Size of the firm IV. Cost V. Growth and expansions
    I.

    Sources of Recruitment
    Internal source

    Sources of recruitment
    External source

    Internal Sources
    Company sales personals

    Company executives
    Internal transfers Promotions Demotions Interns Former employees

    External Sources
    Casual applications

    Sales representatives of competing companies


    Sales representatives Employment exchanges Educational institutions/ universities Placement firms / outsourcing

    Contd.
    Contractors

    Factory gates
    Recruitment via internet/ E-Recruitment Press advertisement Employees of customers Trade or Professional assocaition

    Selection of Sales Personnel


    Definition According to Yoder, Selection is the process by which candidates for the employment are divided into class-those who will be offered employment and those who will not

    Selection Procedures
    Application blank and resumes
    Psychological testing Physical examination

    Selection interviews

    selection

    inductions

    Preliminary interviews

    References

    Application blank and Resume


    The application blank form contain the followings

    Identifying information such as name, address,

    sex, martial status, height, weight etc. Education qualification Health Participation in social events

    Preliminary interview
    It is conducted to weed out the unsuitable or

    unqualified candidates. The purpose of this meeting is the assess the skills and personality traits of the potential candidates. Such interviews are often conducted by personnel specialists or district Sales manager and higher level sales executives like Regional sales manager

    Sales interviews
    Interview Techniques Background Interview Structured interviews Unstructured Interview Panel interviews Stress interviews

    Contd.
    Group interviews

    Behavioral interview
    Audition interview The follow up interviews

    Reference Checks
    The next task after the interviews is the reference

    check. It provides the information about the applicants not available from others sources Applicants submit references which are always good and positive

    Test types
    Psychological Tests

    Intelligence tests
    Aptitude tests Personality tests Interest tests Achievement tests Situation tests

    Physical examination
    All the candidates who have successfully crossed

    the earlier hurdles are subjected to physical examination by a qualified medical practitioner The above criteria for medical examination vary with the nature of job and type of organization Though physical examination are costly but many sales managers refer their applicants to go through physical and medical tests before they select them.

    Final Selection and Appointment


    The candidates who have qualified in medical

    examination and who presented necessary documentary evidence regarding qualifications, experience, production of good certificate and no objection certificate from previous employer are eligible for final selections

    Inductions or Initial Orientations


    It is a process aimed at providing job related and

    organization related information to the new sales person. This includes origin and growth of organization, rules and regulations, policies and procedures directly related to sales job, information about sales department, market standing of sales force , disciplinary measures and rights and duties of sales person

    Socialization process
    process of orienting a new salesperson to the sales organization, territory, or division in which he or she will be working three stages
    Anticipatory stage Encounter stage Settling stage

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