Sales and Distribution Final

RECRUITMENT OF
SALES PERSONNEL
Presented by: Abhishek kumar

Chandan Chandra
Deepak Singh
Lalit Vachali
RECRUITMENT
IMPORTANCE OF GOOD RECRUITMENT/SELECTION PROGRAM
concerns:
 Qualified Sales people are scarce
 Sales force performance gets affected
 Image of company depends on sales people.
 Bad selection promotes cost increase
 Sales force turnover is high
 Sales managers are no better than their sales force
Measures:
 Selecting candidates from large data base
 Selecting people from right attitude and skill set
SALES FORCE STAFFING PROCESS
 Planning
 Recruiting
 Selecting
 Hiring
 Assimilation
PLANNING
Decide the Outline the

Establish number of type of
responsibility sales people sales people
needed needed
 Planning  Responsibility to decide, depending
 Establishing Responsibility for upon size, culture and organization
Recruiting  HR dept. usually does the initial
screening and
 The Sales Manager does the Final
hiring decision
 Planning  Decide with financial year
 Establishing Responsibility for
Recruiting  Also review for any change in
 Determine the number of Marketing Plan to be made in future
people needed
 HR and sales manager work together
 Outline type of sales people

needed JOB
JOB ANALYSIS JOB DISCRIPTION QUALIFICATION
 Planning  Analysis of environment
 Outline type of sales people
 Determine duties and responsibilities
needed
 Conduct Job Analysis
 Job analysis is done by sales team,
HR or consultant
 Planning:  Put the Job Description in writing
Outline type of sales people
 Title
 Reporting relationship
needed  Type of product
 Conduct Job Analysis  Type of customer
 Prepare Job Description  Duties and responsibilities
 Job demand
 Technical requirement
 Location and geography
 Planning:  Most difficult part of Selection
Outline type of sales people
 A few generally accepted
Characteristics
needed  job traits
 Conduct Job Analysis  Analyze history
 Prepare Job Description  customer
 Determine Hiring
Qualifications
 Planning
 Recruiting
 Planning
 Recruiting
 Identify Sources
 Select Sources
 Contact the Recruits
 Planning  Sources
 Recruiting  Referrals
 Identify Sources
 Current Employees
 Select Sources
 Internet
 Contact the Recruits
 Educational Institutes
 Advertisements
 Agencies
 Part Time worker
 Planning
 Recruiting
 Selecting
 Hiring
 Assimilation
SELECTION
SELECTIONS OF SALES PERSONALS
The worst mistake a manager can make is to make

a bad hire
---Anonymous---
FIRST YEAR COST OF A SALESPERSON IN THE U.S.
Compensation
(trainee average) $35,500
Benefits (approx.21.5% of
compensation) 7,600
Field Expense 16,000
Direct Expense $59,100
Training Costs 7,100
TOTAL COSTS $66,200
Source: Dartnell’s Sales Force Compensation Survey

Direct
Direct recruit
recruit to
to control
control
location
location or phone number
or phone number
Complete
Complete application
application
blanks
blanks
Hiring
Conduct
Conduct screening
screening
criteria interviews
interviews
for Check
Check credit
credit and
and
sales background
background
jobs Complete
Complete psychological
psychological
used and
and achievement
achievement tests
tests
to Secondary
Secondary interviews
interviews
guide
selection Make
Make offer
offer for
for sales
sales
position
position
process
Physical
Physical exam
exam
Modify
Modify hiring
hiring
criteria,
criteria, tests
tests or
or
Interview procedures Measure
Measure subsequent
subsequent
Interview procedures Reject
Reject
success
success on
on the
the job
job
FIGURE : A MODEL FOR SELECTING SALESPEOPLE

SELECTION TOOLS
 Application blanks
 Personal interviews
 Psychological tests
 References and credit reports
 Assessments tests
APPLICATION BLANKS
APPLICATION BLANKS
 Application blanks  It is also known as personal-
history record
 Information Asked for on

Application Blanks
 Intended use of the information
by the company
 Personal information
 Physical characteristics,
experience, and socio-
environmental factors
APPLICATION BLANKS
 Application blanks  Experience involves
 Educational Background
 Work Experience
 It involves questions on
 Offices held in organisations
 Hobbies and other outside interests
 It reveals something about his or her

interests, capabilities, and
personality
PERSONAL INTERVIEWS
PERSONAL INTERVIEWS
 Application blanks  It determines
 Conversational ability, speaking
 Personal interviews voice, and social intelligence
 Certain personality traits
 Aimed at learning 4 major points
 Is this person capable of excelling at
this job?
 How badly does this person want the
job?
 Will the job help this person realize
his or her goals?
 Will this person work to his or her
fullest ability?
PERSONAL INTERVIEWS
 Application blanks  Improving validity of the
 Personal interviews interviews
 Thorough review of the
applicant’s resume or application
before proceeding further in the
selection process
 More than one interview at
different place with different
interviewer
 Standardized ratings to be used
 Training of interviewers
PERSONAL INTERVIEWS
 Application blanks  Interview Structure
 Personal interviews  Guided interviews
 Nondirected interviews
 Interview Focus
 Behavior-Based interviews
 Performance-Based Interviews
 Stress Interviews
QUESTIONS FOR
TRADITIONAL VS BEHAVIOR-BASED
•Do you get along with •Tell me about any incident in
people? your last job that caused
conflict with a customer.
•What qualities do you think What did you do to work it
are important for success in out?
this job?
•Give me a specific example
•What is your biggest of a job situation in which
weakness? you had to use your problem-
solving abilities
•Tell me about your greatest

failure
TIMING AND METHOD OF THE INTERVIEW
 Application blanks  During Initial Screening
 Interviewer should disclose a brief
 Personal interviews job description
 Ask few questions concerning the
minimum requirements of the
candidates
 Through telephonic interview, face-
to-face interview (Lasts for 15-20
min), videconferencing interview
 At later stages
 More time is spent with the
candidates to know them well
PSYCHOLOGICAL TESTING
 Application blanks  Legal aspects of testing
 A framework of testing
 Selecting and developing tests
 Psychological tests  Problems in testing
 Application blanks  Mental Intelligence Tests
 Aptitude Tests
 Interest Tests
 Psychological tests  Personality Tests
 Selecting and developing tests
REFERENCES AND OTHER OUTSIDE SOURCES
REFERENCES AND OTHER OUTSIDE SOURCES
 Application blanks  References

 Legal considerations
 Personal interviews  Background check
JOB OFFER DECISION
JOB OFFER DECISION
 Application blanks  Ranking the recruits
 Communication with applicants
 Extending the offer
 Psychological tests  What will be included
 References and credit reports  How will offer be extended
SOCIALIZATION AND ASSIMILATION
 Pre entry socialization
 Assimilation of new hires
 Relationships
 Mentoring new employees
 Meeting social and psychological needs
… ..
nnkkss …
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TThaa
RECRUITMENT, SELECTION AND TRAINING

OF SALES PERSONNEL

Sales and Distribution Final

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RECRUITMENT OF

Presented by: Abhishek kumar

 Sales force performance gets affected

 Image of company depends on sales people.

 Bad selection promotes cost increase

 Sales force turnover is high

 Sales managers are no better than their sales force

Decide the Outline the

 Outline type of sales people

The worst mistake a manager can make is to make

Field Expense 16,000

Direct Expense $59,100

Training Costs 7,100

TOTAL COSTS $66,200

Source: Dartnell’s Sales Force Compensation Survey

FIGURE : A MODEL FOR SELECTING SALESPEOPLE

 Information Asked for on

 It reveals something about his or her

•Tell me about your greatest

 Application blanks  References

RECRUITMENT, SELECTION AND TRAINING

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