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8/14/2019 9. Selection Process
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8/14/2019 9. Selection Process
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I. INTRODUCTION
Selection systems for sales personnel range from simple
one step systems consisting of nothing more than an
informal personal interview, to complex multiple-step
systems incorporating diverse mechanisms designed togather information about applicants for sales jobs.
A selection system is a set of successive screens, at
any of which an applicant may be dropped from further
consideration.
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A selection system fulfills its main mission if it
improves managements ability to estimate success and
failure probabilities. Management, in other words,
because has available the information gathered throughthe selection system, makes more accurate estimates of
the chances that a particular applicant will succeed a
company sales position.
I. INTRODUCTION
8/14/2019 9. Selection Process
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Steps in Selection Process
Step 1 Pre Interview Screening
Step 2 Formal Application
Step 3 - Interview
Step 4 - References
Step 5 Employment Tests
Step 6 Physical Examinations
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II. Steps in Selection Process
1. Pre Interview Screening
Preinterview screening is for the purpose ofeliminating obviously unqualified applicants, thus
saving the time of interviewers and applicants.
The applicant is provided information about the
company and general details about selling positions
in it a well prepared recruiting brochure does this
effectively and does not require an employees timefor anything other than to hand it to the applicant.
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1. Pre Interview Screening
The preliminary interview is short, perhaps nomore than twenty minutes. Questions about thecompany and the job are answered while thecompany employee determines whether theapplicant meets minimum qualifications.
If this hurdle is passed and the applicantexpresses interest, he or she is asked to fill out a
formal application form, and an appointment ismade for one or more formal interviews.
II. Steps in Selection Process
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II. Steps in the Selection Process
2. Formal Application
The formal application form serves as a central recordfor all pertinent information collected during theselection process.
A formal application is filled out after a preliminaryinterview indicates that a job candidate has promise asa company salesperson.
The application form may be filled out by the
applicant personally or by an interviewer who recordsthe applicants responses.
Sometimes, section are reserved for later recording ofthe results of such selection steps as reference and
credit checks, testing, and physical examination.
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3. The Interview
The interview is the most widely used selection stepand in some companies it comprises the entireselection system.
Some personnel experts criticize the interview as anunreliable tool, but it is an effective way to obtaincertain information.
No other method is quite so satisfactory in judging an
individual as to ability in oral communication, personal appearance and manners, attitude towardselling and the life in general, reaction to obstacles presented face to face, and personal impact upon
others.
II. Steps in Selection Process
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3. The Interview
Good interviewers avoid covering the sameground as other selection devices. The
interviewer reviews the completed application
form before the interview and refrains fromasking questions already answered.
II. Steps in Selection Process
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3. The Interview
Questions during interviewing: The questions
asked to the applicant should reflect the
following:o Attitude
o Motivation
o Initiative
o Stabilityo Planning
o Insight
o
Social skills
II. Steps in Selection Process
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3. The Interview
There are different ways to do interviewing techniques andthey are as follows :-
Patterned Interview : Here a interviewer uses a prepared
outline of questions to elicit a basic core of information. The
interviewer may directly work from the outline, recordinganswers as they are given, but this may make the conversation
suited and the applicant nervous.
Nondirective Interview : In this technique the applicant is
encouraged to talk freely about his or her experience, training,and future plans. The interviewer asks a few direct questions
and says only enough to keep the interviewee talking.
II. Steps in the Selection Process
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Interaction (Stress) Interview : The interactioninterview stimulates and stresses the applicant that
would meet in actual selling & provides way to observethe applicants reaction to them. This interviewingtechnique has long been used by sales executives who,in interviewing prospective sales personnel, hand the
applicant an Ashtray or other object and say Here,sell this to me. Rating Scale : One shortcoming of personal interview
is its tendency to lack objectivity, a defect that isreduced through rating scales. These are so constructedthat interviewers ratings are channeled into a limitedchoice of responses. In evaluating an applicants generalappearance, for e.g., one much used form forces aninterviewer to choose one of five descriptive phrases:
very neat, nicely dressed, presentable, untidy, slovenly.
II. Steps in the Selection Process
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4. References
References provide information on the applicantsnot available from other sources. Some employersdeny the value of references saying that referenceshesitate to criticize personal friends, ex-employees.
But the experienced employers reads between thelines, and sees where, for example, the weakcandidate is not praised.
Personal contact is best way to obtain informationfrom references, since facial expressions and voiceintonations reveal a great deal, and most people aremore frank orally than in writing.
II. Steps in the Selection Process
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II. Steps in the Selection Process
4. References
Credit Check :Many companies run credit checks
on applicants for sales positions. When a heavy
burden of personal debt is found, it may indicate
financial worries interfering with productivity,motivating factor serving to spur productivity to
determine which requires further investigation.
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II. Steps in the Selection Process
5. Employment Tests
The purpose of testing is to determine whetherapplicants have the traits the company feels leads
to selling successfully. In turn, this results in
Advantages such as lower turnover and increasedperformance.
Types of Tests: Four types of psychological tests
are used in selection system for sales personnel: - Tests of ability measure how well a person can
perform particular tasks with maximum
motivation (tests for best performance).
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II. Steps in the Selection Process Tests of habitual characteristics gauge how
prospective employees at in their daily worknormally (tests of typical performance).
Interest test measures an individuals interest in a
particular type of job. Achievement tests measure how much
individuals have learned from their experiences,
training, or education. Effective sales executives recognize that
psychological testing, although capable of making
valuable contribution, is 1 step in selection system
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II. Steps in the Selection Process
6. Physical Examination
Since good health is important to a
salespersons success, most companies
require physical examination.
Because of the relatively high cost, the
physical examination generally is one of the
last step.
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III. Conclusion
Appropriate selection procedures, and their
skillful execution, result in greater sellingefficiency. A higher- grade salesperson is
produced, and the advantage of having such
employees make impressive list- better workquality improved market coverage, superior
customer relations, and a lower ratio of selling
expense to sales. Thus, good selection fits the right person to the
right job, thereby increasing job satisfaction and
reducing the cost of personnel turnover.