1. Recruiting & Selecting Sales Personnel

2. Recruitment and Selection Process Job AnalysisJob Analysis Job QualificationsJob Qualifications Job DescriptionJob Description Recruitment & Selection Objec.Recruitment & Selection Objec. Recruitment & Selection StrategyRecruitment & Selection Strategy Internal SourcesInternal Sources External SourcesExternal Sources Screening Resumes and ApplicationsScreening Resumes and Applications Initial InterviewInitial Interview Intensive InterviewIntensive Interview TestingTesting Background Invest.Background Invest. Physical ExamPhysical Exam 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

3. Planning for Recruitment and Selection Job Analysis: Entails an investigation of the tasks, duties, and responsibilities of the job. You would look at what jobs are being done and how much time each job takes of the total. What responsibilities are involved. Whether or not supervisory duties are involved. How much is clerical or non exempt work. Is the position classified exempt or non exempt? What is the salary for the position.

4. Job Qualifications: Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job. Planning for Recruitment and Selection

5. Job Description: A written summary of the job containing the job title, duties, administrative relationships, types of products sold, customer types, and other significant requirements. ie The Job description is a paper written description of what the person doing this job is expected to do and what is involved in the job. who the person reports to and what skills are needed to do the job. Planning for Recruitment and Selection

6. Recruitment and Selection Objectives: The things the organization hopes to accomplish as a result of the recruitment and selection process. They should be specifically stated for a given period. Planning for Recruitment and Selection

7. Recruitment and Selection Strategy: The plan the organization will implement 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

8. Sources of Sales Force Recruits Pre Recruiting Reservoir Sources within the Company: – Company Sales Personnel – Company Executives – Internal Transfers Sources outside the Company – Direct unsolicited Applications – Employment Agencies – Employees of Customers – Sales Force of competing companies – Sales Force of non competing companies – Educational Institutions

9. Selection System Preliminary Interview & Pre Interview Screening Formal Application Interview(s) Reference & Credit Check Testing Physical Examination Employment Offer

10. Preliminary Interview & Pre Interview Screening Eliminating unqualified Applicants Detects the presence or absence of predetermined minimum qualifications Criteria includes applicant’s basic qualifications, education, experience, health Questions about the company and the job are answered Applicant fills Formal Application Form for Formal Interviews

11. Formal Application Form Central record for all pertinent information collected during selection process Customized Formal Application form tailored to each company’s specific requirement Present job, dependents, education, employment status, time with last employer, previous positions, record of earnings, reasons for leaving the job

12. Formal Interview Most widely used selection step & comprises the major portion of selection system Most satisfactory method in judging an individual’s ability in oral communication, personal appearance and manners, attitude towards selling & life in general, reaction to obstacles presented face to face and personal impact upon others

13. Formal Interview Who Should do the interview: – HR Managers – District or Branch Sales Managers – Marketing Managers How Many Interviews: – Varies with the selling style – Depends upon the job profile & Technicality of the job

14. Interviewing Techniques Patterned Interview: – Prepared outline of questions designed to elicit a basic core of information – Interviewer works directly from the outline and records answers as they are given Non Directive Interview: – Applicant is encouraged to speak freely about experience, training & future plans – Interviewer just directs the interview – Yields maximum insight into an individual’s attitudes & interests

15. Interviewing Techniques Interaction (Stress) Interview: – Simulates the stresses the applicants would meet in actual selling & provides a way to observe the applicant’s reactions – See how applicant reacts to the surprise situation & to size up to selling ability Rating Scales: – Constructed that interviewer’s ratings are channeled into a limited choice of responses – Results in more comparable ratings of the same individual by different interviewer’s – Objectivity restricts precise description of many personal qualities

16. References Reference provides information on the applicant not available from other source References are excellent source for candid appraisals Four classifications: – Present or Former employees – Former Customers – Reputable citizens – Mutual acquaintances

17. Credit Checks Personal Debt records Timely Payments Large debts out standings for longer periods

18. Psychological Tests Different sets of behavior or attributes can lead to successful job performance Test of Ability: – Measure how well a person can perform particular tasks with maximum motivation – Includes Mental ability (Intelligence Tests) & Tests of Special abilities ( Aptitude Tests) – Language usage & Comprehension, & abstract reasoning or problem solving ability

19. Psychological Tests Test of habitual characteristics: – Include attitude, personality & interests – Moral measuring techniques – Ascertain employees feelings towards working conditions, pay, advancement opportunities. Interests Tests: – Relationship between Interest & Motivation – Among two persons, one with greater interest will be more successful Physical Examination Offer Letter