RECRUITMENT & SELECTION OF SALES FORCE

Presented by Md Tauseefur Rahman MBA 3rd sem NIMS University

Areas covered in presentation.Definition of recruitment. Method of recruitment. Sources of recruitment. -Internal sources. -External sources. Definition of selection of sales force. Purpose of selection. Process of selection.

RECRUITMENT

Definition of Recruitment.

Recruitment is the process of generating pool of qualified candidates for a particular job. is the process by which suitable source of manpower are identified to fit the organizational requirement. aim is to attract qualified job candidates.

Recruitment

Its

Method/process of recruitment.

Sources of recruitment.Sources

of recruitment is divided in two categories as follows: - Internal sources of recruitment. - External sources of recruitment.

Internal sources of recruitment.Promotion. Transfer. Interns

and cooperative students. Employee referral. Organizational database. Job posting.

External sources of recruitment.Campus

recruitment. Advertisement. (Newspapers ads, Television and radio ads) Employment exchange. Placement consultants. Internet recruiting. Walk-in-interview. Other industry source.

SELECTION

Definition of selection. It

refers to the process of making a hire or no hire decision regarding each applicant for a job. is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates.

Selection

Purpose of selection.The

purpose of selection is to pick up the most suitable candidate who would best meet the requirement of the job and the organization. needs of the job are matched with the profile of the candidate. The most suitable candidate is then picked up after eliminating the less suitable candidate

The

Process of selection.

Application forms. Invites

application from prospective candidates from various sources identified earlier on the recruitment stage. A well designed application form ensures that the same information about all candidates is obtained through a uniform application format. Application form ask candidate physical condition, family status, education, work experience, participation in social events and hobbies.

Personal interview.To

gain an insight into an applicants mental abilities and personality. It helps a sales manager to assess the applicants personality, level of appearance and intelligence, communication skills, coordination with peers, empathy, ambition, etc. Interview may be panel interview, situational interview, behavioral interview, etc.

Reference check.Checking

references can insure accuracy of the factual data about the applicant. A reference check can help in supplying the information and opinion about the applicants aptitude and past job performance. In many organization, the applicant is asked to give six to seven names of referee and interviewer is free to take the opinion of all or any one of the referees.

Physical examination.Many

organization prefer physical examination && medical test before they select them not because sales is a physical exhausting job, but it requires stamina & physical ability. It includes testing of weight, height, B.P, Heart beat, E.N.T testing, blood & urine, neuro-psychiatric tests.

Psychological tests. Aimed

at measuring the mental abilities & personality characteristics of a salesperson. The test can be grouped in three categories as: - Intelligence test( has adequate mental ability) - Aptitude test(To detect if there is any problem in the persons sensory process. -Personality test(motivation interest, ability to adapt and adjust, interpersonal relationship)

Determination of terms &services. Related

to: - Compensation pattern & types. - commission structure. - Allowances including medical & travel. - Leaves with pay. - Housing facilities. all issues are to be discussed before the issue of appointment letter.

These

Appointment. The

appointment letter is issued at the end of the selection process which include: - compensation & allowances. - Probationary period. - other conditions & information duly signed by the appointing authority. If the salesperson is interested to join the service on basis of terms & condition , he is expected to join duty before the expiry of due date.

Initial orientation.It

is the process aimed at providing the job- related & organization related information to the new salesperson. It includes origin & growth of firm, procedures & regulations governing the job in the organization, information regarding sales department & its structure, disciplinary measures & rights, duties & responsibilities of

Thank you.