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Recruiting and selection process

Step-1- Planning for Step-2- recruitment; step-3- selection;

recruitment & selection locating personal condition evacuate & hiring

Planning for Recruitment and Selection

o Job Analysis: Entails an investigation of the tasks, duties, and responsibilitiesof the job.

o Job Qualifications: Refers to the aptitude, skills, knowledge, personal traits,and willingness to accept occupational conditions necessary to perform the

job.

o 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.

o Recruitment and Selection Objectives: The things the organization hopes toaccomplish as a result of the recruitment and selection process. They should

be specifically stated for a given period.

Job Analysis

Job Qualifications

Job Description

Recruitment & Selection

Objective

Recruitment & Selection

Strategy

Screening Resumes and

Applications

Initial Interview

Intensive Interview

Testing

Background Invest.

Physical Exam

Selection Decision and

Job Offer

Internal Sources

External Sources

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o Recruitment and Selection Strategy: The plan the organization willimplement to accomplish the recruitment and selection objectives. The sales

managers should consider the scope and timing of recruitment and selection.

Sources of Sales Force Recruits

o Pre Recruiting Reservoiro Sources within the Company:

Company Sales Personnel Company Executives Internal Transfers

o Sources outside the Company Direct unsolicited Applications Employment Agencies Employees of Customers Sales Force of competing companies Sales Force of non competing companies Educational Institutions

Selection System

o Preliminary Interview & Pre Interview Screeningo Formal Applicationo Interview(s)o Reference & Credit Checko Testingo Physical Examinationo Employment Offer

Preliminary Interview & Pre Interview Screening

o Eliminating unqualified Applicantso Detects the presence or absence of predetermined minimum qualificationso Criteria includes applicants basic qualifications, education, experience, healtho Questions about the company and the job are answeredo Applicant fills Formal Application Form for Formal Interviews

Formal Application Form

o Central record for all pertinent information collected during selection processo Customized Formal Application form tailored to each companys specific

requirement

o Present job, dependents, education, employment status, time with lastemployer, previous positions, record of earnings, reasons for leaving the job

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Formal Interview

o Most widely selection step & comprises the major portion of selection systemo Most satisfactory method in judging an individuals ability in oral

communication, personal appearance and manners, attitude towards selling &

life in general, reaction to obstacles presented face to face and personal impactupon others

Formal Interview

o Who Should do the interview: HR Managers District or Branch Sales Managers Marketing Managers

o How Many Interviews: Varies with the selling style Depends upon the job profile & Technicality of the job

Interviewing Techniques

o Patterned Interview: Prepared outline of questions designed to elicit a basic core of

information

Interviewer works directly from the outline and records answers asthey are given

o Non Directive Interview: Applicant is encouraged to speak freely about experience, training &

future plans

Interviewer just directs the interview Yields maximum insight into an individuals attitudes & interests

Interviewing Techniques

o Interaction (Stress) Interview: Simulates the stresses the applicants would meet in actual selling &

provides a way to observe the applicants reactions

See how applicant reacts to the surprise situation & to size up to sellingability

o Rating Scales: Constructed that interviewers ratings are channeled into a limited

choice of responses

Results in more comparable ratings of the same individual by differentinterviewers

Objectivity restricts precise description of many personal qualitiesReferences

o Reference provides information on the applicant not available from othersource

o References are excellent source for candid appraisals

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o Four classifications: Present or Former employees Former Customers Reputable citizens Mutual acquaintances

Credit Checks

o Personal Debt recordso Timely Paymentso Large debts out standings for longer periods

Psychological Tests

o Different sets of behavior or attributes can lead to successful job performanceo Test of Ability:

Measure how well a person can perform particular tasks withmaximum motivation

Includes Mental ability (Intelligence Tests) & Tests of Special abilities( Aptitude Tests)

Language usage & Comprehension, & abstract reasoning or problemsolving ability

Psychological Tests

o Test of habitual characteristics: Include attitude, personality & interests Moral measuring techniques Ascertain employees feelings towards working conditions, pay,

advancement opportunities.

o Interests Tests: Relationship between Interest & Motivation Among two persons, one with greater interest will be more successful

Physical Examination Offer Letter