recruiting & selecting sales personnel
TRANSCRIPT
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Recruiting & SelectionRecruiting & SelectionEvaluate the SourcesTap identified sources and build a
supply of prospective sales personnel
Select those who have highest probability of success
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Pre-recruting ReservoirPre-recruting ReservoirIt is file of individuals who might be
recruited when the need arises.The names are added from different
sourcesVolunteer walk-insInquiries about jobSales executive’s contact
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Sources of Sales Force RecruitsSources of Sales Force Recruits
Sources Within the CompanySources Outside the Company
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Sources Within the CompanySources Within the Company
Sources Within the Company
Company sale personnelCompany executivesInternal transfers
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Sources outside the CompanySources outside the CompanyDirect unsolicited applicationsEmployment agencies Sales people making call to the
companyEmployees of customersSales executives’ clubSales force of noncompeting
companiesSales force of competing companiesEducational institutions Older persons
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Recruiting EffortsRecruiting EffortsPersonal RecruitingIndirect RecruitingRecruiting Brochures
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Selecting Sales Personnel
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Selection SystemSelection System
RejectTIME
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Preliminary Interview & Pre-Interview Screening
Formal Application
Interview (s)
References & Credit Check
Testing
Physical Examination
Employment Offer
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Preliminary Interview & Pre-Interview Preliminary Interview & Pre-Interview ScreeningScreening
Pre-interview screening is for the purpose of eliminating unqualified applicants.
Such types of interviews can be handled by the low-paid clerk or secretary.
Here the questions about the company and the job are answered and the employees determine whether the applicant meets minimum qualification.
Thus it is generally a low cost selection process.
If this hurdle is passed & the applicant expresses interest, he or she has to go for next selection process
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RejectTIME
Rela
tive
d
eg
ree o
f h
elp
fuln
ess
EX
PE
NS
E
Preliminary Interview & Pre-Interview Screening
Formal Application
Interview (s)
References & Credit Check
Testing
Physical Examination
Employment Offer
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Formal ApplicationFormal Application It serves as a central record for all pertinent information
collected during the selection process. Is filled out by the applicant personally or by an interviewer. Such application forms includes details like:
- Personal Data- Present job- Education- Employment status- Previous position- Records of earnings- Reasons for living last job
After evaluating this form an applicant is either selected or rejected as per the companies selection criteria’s.
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RejectTIME
Rela
tive
d
eg
ree o
f h
elp
fuln
ess
EX
PE
NS
E
Preliminary Interview & Pre-Interview Screening
Formal Application
Interview (s)
References & Credit Check
Testing
Physical Examination
Employment Offer
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The InterviewThe Interview Most widely used selection step.
Effective way of obtaining certain information and satisfactory way of judging an individuals ability in
oral communication personal appearance and manners attitude towards selling & life in general reaction to obstacles presented face to face personal impact on others
Who should do the interviewing?- In large organization several persons sit for
interviewing- firstly, district or branch sales manager- then by the authorities at regional office
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Cont…Cont…
How many interviews?
Interviewing the spouse
Interviewing Techniques- Patterned interview- Nondirective interview- Interaction (stress) interview- Rating Scales
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References & Credit ChecksReferences & Credit ChecksReferences :References provide information on the applicant not available from
available sources. References fall into four classification:
- Present or former employers- Former customers- Reputable citizens- Mutual acquaintances
Credit Checks: Credit files are compiled by local credit bureaus, and special credit
reports and thus analyzing them executives look for the danger signals.
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Psychological testsPsychological tests In recent years more & more companies have tended either to
abandon or to rely less upon psychological tests as an aid in making selection decision.
The reasons for this are:- difficulty in validating psychological tests- difficulty in securing the empirical data to prove that the results are predictive or not
Types of tests:- Test of Ability- Test of Habitual Characteristics- Interest tests- Achievement tests
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Physical ExaminationsPhysical Examinations
Since good health is important to a salesperson’s success, most companies require physical examination.
because of the relatively high cost, the physical examination generally is one of the last steps.
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Building Sales Training programsBuilding Sales Training programsThere are several types of sales training
programs.The most comprehensive and longest is
the training program for newly recruited sales personnel.
Building a sales training program requires five major decisions. Specialists refer to these decisions as A-C-M-M-E decisions- aim, content, methods, execution, and evaluation.
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Cont…Cont…
Defining training aims
Identifying sales training needs Job specifications Trainee’s background and experience Sales related marketing policies Identifying continuing training needs
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Deciding training content
1. Product data2. Sales technique3. Markets4. Company information
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TRAINING METHODSTRAINING METHODS
The lectureThe personal conferenceDemonstrationRole playingCase discussionImpromptu discussionGamingOn the job trainingProgrammed learningCorrespondence coursesGroup versus individual training methods
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CONCLUSIONCONCLUSION
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PHILOSOPHIES OF SALES TRAININGPHILOSOPHIES OF SALES TRAINING
Conditioned response philosophy
Insight response philosophy
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Which philosophy is most appropriate ?
Trade or Missionary
New Business or Technical
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ORGANIZATION OF SALES TRAININGORGANIZATION OF SALES TRAINING
1) Who will be the trainees?
2) Who Will do the training ?
3) When will the training take places ?
4) Where will the training site be ?
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1. Who Will Be the Trainees?
Initial sales trainees
Continuing sales trainees
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2. Who Will Do the Training ?2. Who Will Do the Training ?
Initial sales training Line Function Staff Function
Continuing sales training
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Sales training staff
Training the sales trainers
Outside experts
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Timing group versus individual training
3. When Will the Training Take Place ?
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Timing Initial Sales training Timing Initial Sales training ProgramProgram
- Larger - Smaller - optimum
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Timing Continuous Sale training Timing Continuous Sale training ProgramProgram
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4. Where Will the Training site Be ?
Centralized Method Advantage Disadvantage Use Decentralized Method Advantage Disadvantage Use
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Instructional materials & training Instructional materials & training AidsAids
1. Materials2. Other printed materials3. Training aids4. Advance assignments
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EVALUATING SALES TRAINING EVALUATING SALES TRAINING PROGRAMSPROGRAMS Comparison Written tests Observer with trainee in field Tests and Examination Role playing assignment Evaluating by each other Sales record and market share
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CONCLUSIONCONCLUSION
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REFERENCESREFERENCES• Still, Cundiff, Govoni, Sales Management, Decisions,
strategies and cases, 5th edition, Prentice Hall of India Private Limited, New Delhi, 1997
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THANK YOU THANK YOU