4/23/2017 Learning Objectives Understand the key issues that drive the recruitment and selection of salespeople Identify who is responsible for the recruitment and selection process Understand a job analysis and how selection criteria are determined

Learning Objectives Define the sources for new sales recruits 4/23/2017 Learning Objectives Define the sources for new sales recruits Explain the selection procedures Describe salespeople’s role in the selection process

The Decision Process for Recruiting and Selecting Salespeople EXHIBIT 11.1 10.3 The Decision Process for Recruiting and Selecting Salespeople 11-3 McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights reserved.

Analyze the Job/ Determine Selection Criteria Conduct a job analysis based on information from: Current job occupant Sales manager who supervises that person

Analyze the Job/ Determine Selection Criteria Write a job description that includes: Nature of the products/services to be sold Types of customers to be called on Specific tasks and responsibilities Relationships between the position and others within the firm Mental and physical requirements Environmental pressures and constraints Develop a statement of job qualifications and selection criteria

Finding and Attracting Applicants Internal Sources – hiring people already employed by the company can be advantageous because: They have established performance records They require less orientation and training

Finding and Attracting Applicants External Sources It can bolster company morale Referral from other firms Advertisements Professional recruiting agencies Educational institutions The Internet

Develop and Apply Selection Procedures Application Personal interviews Reference checks Psychological tests Intelligence Personality Aptitude/skills

Personal Interviews Structured interviews – each applicant is asked the same questions Unstructured interviews – seek to get the applicant talking freely Stress interviews – put the applicant under stress to see how he/she responds

The interview should draw out basic skills 11.3 Personal interviews are the most commonly used method of selecting salespeople The interview should draw out basic skills Product knowledge Presentation skills Oral communication skills Source: Audrey Bottjen, “Interview with a Salesperson,” Sales & Marketing Management, April 2001, p. 70; E. James Randall and Cindy H. Randall, “Review of Salesperson Selection Techniques and Criteria: A Managerial Approach,” International Journal of Research in Marketing 7 (1990), pp. 81-95.

Arrests and Convictions 11.4 Illegal or Sensitive Questions to Eliminate from Employment Applications and Interviews Nationality and Race Religion Sex and Marital Status Age Arrests and Convictions Physical Characteristics, Disabilities, Handicaps, and Health Problems Height and Weight Bankruptcy or Garnishments Source: Adapted from C. David Shepard and James C. Heartfield, “Discrimination Issues in the Selection of Salespeople: A Review and Managerial Suggestions,” Journal of Personal Selling & Sales Management (Fall 1991), p.71.

Guidelines for Using Tests 11.5 Guidelines for Using Tests Test scores should be a single input in the selection decision Applicants should be tested only on relevant abilities and traits When possible, use tests with built-in “internal consistency checks” Conduct empirical studies to ensure tests are valid