1. Staffing the Sales Force: Recruitment and Selection Module Five

2. Importance of Recruitment and Selection Problems associated with inadequate implementation: –Inadequate ______________ and lack of customer follow-up –Increased _______________ to overcome deficiencies –More supervisory problems –Higher __________ rates –Difficulty in establishing enduring relationships with customers –Suboptimal total salesforce performance

3. Introduction to Sales Force Socialization Sales Force Socialization refers to the process by which salespeople acquire the ________, _____, and _________ essential to perform their job. Important during recruitment and selection

4. Proposed Model of Sales Force Socialization Recruiting/SelectionObjectivesJobOutcomesPersonOutcomesTrainingObjectives

5. Recruitment and Selection Process Job __________Job __________ Job QualificationsJob Qualifications Job __________Job __________ Recruitment & Selection Objec.Recruitment & Selection Objec. ____________ & __________________________ & ______________ ____________________________ Screening Resumes and ApplicationsScreening Resumes and Applications ____________________________ Intensive InterviewIntensive Interview TestingTesting ____________________________ Background Invest.Background Invest. ____________________________ Selection Decision and Job OfferSelection Decision and Job Offer Planning for Recruitment & Selection Step 1 Recruitment: Locating Prospective Candidates Step 2 Selection: Evaluation and Hiring Step 3

6. Planning for Recruitment and Selection Job Analysis: Entails an _______________________________ __________________________________________

7. Job Qualifications: Refers to the ________, _________, __________, _________, and _________ to accept occupational conditions necessary to perform the job. Planning for Recruitment and Selection

8. Job Description: A _____________ of the job containing the job ______, ______, ______________________, ______________________, _____________, and other significant requirements. Planning for Recruitment and Selection

9. Recruitment and Selection Objectives: The ___________________________________ as a result of the recruitment and selection process. They should be specifically stated for a given period. Planning for Recruitment and Selection

10. Recruitment and Selection Strategy: The __________________________________ to accomplish the recruitment and selection objectives. The sales managers should consider the scope and timing of recruitment and selection. Planning for Recruitment and Selection

11. Internal Sources –_____________________ External Sources –_______________________ Recruitment: Locating Prospective Candidates

12. _________ Resumes and Applications_________ Resumes and Applications InterviewsInterviews ________________________________________ Assessment CentersAssessment Centers ________________________________________ Physical ExaminationPhysical Examination ________________________________________ Selection: Evaluation and Hiring

13. ________________________________________ Work historyWork history ________________________________________ AccomplishmentsAccomplishments ________________________________________ Appearance and completenessAppearance and completeness Screening Resumes and Applications

14. Interviews Types of interviews –Initial Interviews –Intensive Interviews –Stress Interviews Locations –Campus –Recruiter’s Location (i.e. Plant Trip) –Neutral Site –Telephone

15. Testing: Value and Types Value –____________________________ Types –Personality –Intelligence –Psychological –Ethical Framework

16. Testing: Guidelines for Using ____________ attempt to construct tests for the purposes of selecting salespeople____________ attempt to construct tests for the purposes of selecting salespeople If psychological tests are used, be sure the standards of the American Psychological Association have been metIf psychological tests are used, be sure the standards of the American Psychological Association have been met Use tests that have been based on a ___________________ for the particular job in questionUse tests that have been based on a ___________________ for the particular job in question

17. Testing: Guidelines for Using Select a test that minimizes the applicant’s ability to _____________ _____________________________Select a test that minimizes the applicant’s ability to _____________ _____________________________ Use tests as part of the selection process, but _____________________ solely on test resultsUse tests as part of the selection process, but _____________________ solely on test results

18. Background Check Be wary of first-party referencesBe wary of first-party references Radial search referrals might be usedRadial search referrals might be used Use an interview background checkUse an interview background check Use the critical incident techniqueUse the critical incident technique Pick out problem areasPick out problem areas Obtain a numerical scale reference rating Identify an individual’s best job Check for idiosyncrasies Check financial and personal habits Get customer opinion

19. Selection Decision and Job Offer __________________ in order of importance__________________ in order of importance Look for _____________________________Look for _____________________________ ______ candidates______ candidates If none meet qualifications, may extend searchIf none meet qualifications, may extend search May have to offer market bonus (signing bonus) to highly qualified candidatesMay have to offer market bonus (signing bonus) to highly qualified candidates

20. Become familiar with _______________ affecting _________________________Become familiar with _______________ affecting _________________________ Conduct ___________ with an _________Conduct ___________ with an _________ Job descriptions and job qualifications should be accurate and based on a _________________________Job descriptions and job qualifications should be accurate and based on a _________________________ All _________________ should be related to job performanceAll _________________ should be related to job performance Legal and Ethical Considerations: Guidelines for Sales Managers

21. Sources of job candidates should be informed of the firm’s legal positionSources of job candidates should be informed of the firm’s legal position Communications must be devoid of ____________________________Communications must be devoid of ____________________________ Avoid other practices that may be perceived as ethically questionableAvoid other practices that may be perceived as ethically questionable Legal and Ethical Considerations: Guidelines for Sales Managers