sales management ppt
Post on 24-Oct-2014
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Staffing the Sales Force:Recruitment and Selection
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Recruitment and Selection.
Learning Objectives
1. Explain the critical role of recruitment selection and building and maintaining a productive sales force.
2. Describe how recruitment and selection affect sales force socialization and performance.
3. Identify the key activities in planning and executing a program for sales force recruitment and selection.
4. Discuss the legal and ethical considerations in sales force recruitment and selection.
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Introduction to Sales Force Socialization
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Sales Force Socialization refers to the process by which salespeople acquire the knowledge, skills, and values essential to perform their job.
AchievingRealism
Achieving Congruence Important during
recruitment and selection
Recruitment and Selection Process
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• 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 Resumes Screening Resumes and Applicationsand Applications
• Initial InterviewInitial Interview• Intensive InterviewIntensive Interview• TestingTesting• Assessment CentersAssessment Centers• Background Invest.Background Invest.• Physical ExamPhysical Exam• Selection Decision Selection Decision
and Job Offerand Job Offer
Planning for Recruitment & Selection
Step 1Step 1Recruitment: Locating Prospective Candidates
Step 2Step 2Selection:
Evaluation and Hiring
Step 3Step 3
Planning for Recruitment and Selection
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Job Analysis:Entails an investigation of the tasks, duties, and responsibilities of the job.
Planning for Recruitment and Selection
Job Qualifications:Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.
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Planning for Recruitment and Selection
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.
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Planning for Recruitment and Selection
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.
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Planning for Recruitment and Selection
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.
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Recruitment:Locating Prospective Candidates
Internal SourcesEmployee referral programsInternships
External Sources AdvertisementsPrivate employment agenciesColleges and universitiesJob fairsProfessional societiesComputer rosters
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Selection: Evaluation and Hiring
Screening Resumes and ApplicationsInterviewsTestingAssessment CentersBackground InvestigationPhysical ExaminationSelection Decision and Job Offer
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Screening Resumes and Applications
Evidence of job qualificationsWork historySalary historyAccomplishmentsResponsibilitiesAppearance and completeness
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Interviews.
Types of interviewsInitial InterviewsIntensive InterviewsStress Interviews
LocationsCampusRecruiter’s Location (i.e. Plant Trip)Neutral SiteTelephone
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Testing: Guidelines for Using
Do not 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 met
Use tests that have been based on a job analysis for the particular job in question
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Testing: Guidelines for Using
Select a test that minimizes the applicant’s ability to anticipate desired responses
Use tests as part of the selection process, but do not base the hiring decision solely on test results
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Background Check
Be wary of first-party references
Radial search referrals might be used
Use an interview background check
Use the critical incident technique
Pick 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
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Selection Decision and Job Offer
Evaluate qualifications in order of importance
Look for offsetting strengths and weaknesses
Rank candidatesIf none meet qualifications, may extend
searchMay have to offer market bonus (signing
bonus) to highly qualified candidates
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Legal and Ethical Considerations: Guidelines for Sales Managers
Become familiar with key legislation affecting recruitment and selection
Conduct job analysis with an open mindJob descriptions and job qualifications
should be accurate and based on a thoughtful job analysis
All selection tools should be related to job performance
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Legal and Ethical Considerations: Guidelines for Sales Managers
Sources of job candidates should be informed of the firm’s legal position
Communications must be devoid of discriminatory content
Avoid other practices that may be perceived as ethically questionable
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Thank you
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