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Transcript of IB_HR_IT Group2
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Sales Management 1 Hiring for Sales
INSTITUTE OF MANAGEMENT TECHNOLOGY, GHAZIABAD
PROJECT
ON
Hiring for Sales
Under the Guidance of
Dr. Sanjeev Prashar
Submitted by:
Group 2
Nishant Dubey 09IT-016
Omer Mohd Saber 09IT-017
Pranav Berry 09IT-031
Apoorv Dhawan 09IT-033
Kartik Satija 09IT-034
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Sales Management 2 Hiring for Sales
Table of Contents
INTRODUCTION ....................................................................................................................................... 3
Companies Perspective on HIRING FOR SALES ...................................................................................... 13
INDUSTRY: FMCG ...................................................................................... ............................................ 13ITC ..................................................................................................................................................... 13
INDUSTRY: FINANCIAL SERVICES ............................................................................................................ 15
Future Money .................................................................................................................................... 15
Tata Capital ...................................................................................................................................... 17
INDUSTRY: MANUFACTURING................................................................................................................ 19
Escorts Ltd. ....................................................................................................................................... 20
ACE CRANES ..................................................................................................................................... 22
INDUSTRY: CONSULTING .............................. .......................................................................................... 24
KPMG ............................................................................................................................................... 24
INDUSTRY: INFORMATION TECHNOLOGY ............................................................................................... 26
Skicorp Technology Solutions ............................................................................................................ 26
INDUSTRY: INSURANCE .......................................................................................................................... 28
Aviva Life Insurance ................................................................................. ......................................... 28
Future Generali Life Insurance .......................................................................................................... 31
HDFC Standard Life Insurance ........................................................................................................... 34
References............................................................................................................................................. 38
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Sales Management 3 Hiring for Sales
INTRODUCTION
Sales Personnel Hiring Process
Hiring is a personnel function that consists of various stages such as the recruitment of candidates with
the right qualifications, selection of those who match the organizational requirements, and placing them
in a suitable position in the organization. The quality of a company's sales force plays a crucial role in
determining the ability of the company to compete and survive in the competitive business
environment. While super salesmen can increase a company's revenue significantly, poor performers
can hinder the company's growth and drive it towards losses. The greatest challenge faced by all
companies is to be able to hire the best talent and to be able to utilize that talent to achieve
organizational objectives.
Recruiting the wrong person costs a great deal to a company in terms of recruitment cost, cost ofplacing advertisements, cost of screening potential candidates and interviewing them etc. . In addition
to these costs, the company also has to bear the cost of paying them a salary at least till the time they
are asked to leave the organization. Reimbursement for the sales expenses incurred by such sales
persons is yet another cost which has to be borne by the company. A greater area of concern is the
opportunity cost that is involved in hiring an unsuitable candidate for a position and missing out on the
profits that could have been generated by the company by hiring a competent person instead.
An ineffective salesman can cause great damage to the company's reputation due to his poor product
knowledge, failure to serve the customer properly and poor selling techniques which only tend toalienate the customers. Companies seek specific characteristics in a potential salesperson. These
characteristics are clubbed together into two categories - mental aptitude dimensions, and personality
dimensions. The mental aptitude dimensions of salespersons include mental alertness, business terms
and memory recall aptitude, communication skills, numerical ability and mechanical interest.
The personality dimensions, on the other hand, include honesty or character strength, sociability,
cynicism, high energy levels, dominance, competitiveness, emotional maturity, work habits, and work
motivation. Salespersons are hired on the basis of the satisfactory fulfillment of a company's
requirements. The selection process for hiring a salesman involves a number of stages. These include
sourcing the candidates, screening the candidates, conducting the selection test, holding personal
interviews, checking letters of recommendations, conducting reference checks, physical examination,
and making the employment offer.
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Sales Management 4 Hiring for Sales
Steps for Hiring an Effective Sales Team
Below are the steps involved in recruiting and hiring sales force:
y Manpower Planning
y Job Analysis
y
Recruitmenty Selection
y Make a job offer
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Sales Management 5 Hiring for Sales
1.Manpower Planning
Manpower planning may be defined as a process by which the management ensures that the right
number and the right kind of people are at the right place and time and are doing the right things(for
which they are best suited) for the achievement of organizational objectives. It is the process of
developing and determining objectives, policies of procurement in relation to manpower. It requires
forecasting manpower needs and planning of activities to fulfill those forecast needs. It should also
consider the effect of absenteeism and labor turnover. It involves anticipating the present and future
requirements of the number and quality of work force in the organization. It has two main aspects:-
Quantitative Aspect
It involves determination of the number of personnel required by the company. The number of
employees is determined on the basis of work-load analysis and work-force analysis. Work-load analysis
is based on production and sales budgets, time study and work scheduling. Work-force analysis is an
analysis of the present manpower and its future potential.
Qualitative Aspect
It is concerned with the determination of the type of manpower required. The quality of manpower
depends upon the requirements of the job, which in turn can be determined with the help of job
analysis. Job analysis is a detailed and systematic study of the job to find out the nature and
qualifications of the people required for efficient performance of the job. Job analysis reveals the tasks
which constitute the job, the skills and knowledge required for the successful performance of the
various tasks, etc.
The information obtained from job analysis is usually summarized in the form of job description and job
specification. Job description is a formal and organized statement of the contents of the job. It states the
nature and type of a job, working conditions, duties and responsibilities of the job, etc. Job specification
states the minimum human qualities i.e. knowledge, skills, experience, etc. required to perform a job
efficiently.
Manpower planning is a continuous process, as the work force of an organization is subject to constant
changes.
2. Job Analysis
Job Analysis means a process of collecting detailed information about a job. It is a process of collecting
all relevant information about the job. The information collected relates to the nature of the job and the
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Sales Management 6 Hiring for Sales
qualification required for performing the job. Job Analysis is the starting point of the whole process of
recruitment and selection.
Purposes ofJob Analysis
Job Analysis collects all the necessary data that is required and is useful. The data collected is used for
the following purposes:
y Employee hiring
y Training and development of manpower
y Performance appraisal
y Compensation management
y Computerization of personnel information system
Components ofJob Analysis:
There are two components of job analysis: Job Description and Job Specification. According to Spriegal
and Lansburgh, "Job Description emphasizes the job requirement, whereas the job specification sets
forth requirements sought in the person who is to perform the work."
1. Job Description
According to Edwin Flippo, Job Description is, "an organised factual statement of the duties and
responsibilities of a specific job. It should tell what is to be done, how it is done and why." Job
description means describing the details of the job to be performed.
2. Job Specification
According to Edwin Flippo, Job Specification is, "a statement of minimum acceptable human qualities
necessary to perform a job properly. It refers to a summary of the personal characteristics required for
performing the job.
Process ofJob Analysis
The process of job analysis involves the following five steps:
1. Selection of specific job for analysis
2. Collection of information
3. Processing of information
4. Preparation of job description
5. Preparation of job specification
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Sales Management 7 Hiring for Sales
Advantages ofJob Analysis
y Facilitates purposeful personal interviews
y Facilitates proper publicity of jobs
y Facilitates scientific selection, placement and orientation
y Facilitates scientific promotions and transfers
y Facilitates introduction of rational wage structure
y Facilitates redesigning of jobs
y Facilitates Job Evaluation
y Facilitates manpower training and development
y Facilitates performance appraisal
y Facilitates human resource planning
3. Recruitment
Includes all activities involved in securing in sufficient numbers and quality, the individuals who will
apply for the job. It involves 2 steps:
y Sourcing
o Advertising - Internet, general newspapers, job ad newspapers, professional publications,
window advertisements, job centers, and campus graduate recruitment programso Recruiting research - proactive identification of relevant talent who may not respond to job
postings and other recruitment advertising
y Screening
o Skills, qualifications, experience, job titles, length of time at a job, etc.
y Internal Sources
o Referrals: Often, friends or professional contacts like companys accountant, lawyer,
banker or distributor can refer good job candidates.
o
Transfers
y External Sources
o Advertisements:
The following facts should be there in the ad:
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Sales Management 8 Hiring for Sales
The nature of the job
The nature and location of your company, and the products or services it
sells
The salary range, plus commission, of the job
Employee benefits, if any, including one or two key benefits of the workplace
(non-smoking, flexible, casual, etc.) Growth potential, if any, of the job and the company
o Educational Institutes
o Employment Agencies
o Job Applications
y Personal Recruiting
o Used to recruit graduates from educational institutions
o Used to recruit salespeople in Direct to Consumer industries. As this type of selling might be
unattractive to many people so existing sales force might be best source of new salespeople
y Indirect Recruiting
o Newspaper classifieds is perhaps the most commonly thought of method for recruiting and the one
that generates the most applicants.
o Online Bulletin Boards on services like CompuServe and Monster.com run recruitment
advertisements in general help-wanted sections and also in special-interest areas, like professional,
online forums.
o Recruiting Brochures
4. Selection
Selection involves the below steps:
a. Evaluate Resumes
The key to evaluating resumes is to review them in small doses no more than 15 in one sitting, for
example and to sort them into three groups: one group that company like to interview; one company
might like to interview; and a third that the company do not want to interview.
Companys criteria of a good sales rep as well as the requirements of the job should be used to sort
through the resumes. Example: Does a person's resume suggest that they've sold successfully in the
past? Do their dates of employment suggest stability and career mindedness? Do an applicant's
educational background and work experience match the requirements of the job?
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Sales Management 9 Hiring for Sales
In addition to looking for positive indicators, look for negative ones and file the resume accordingly. For
example, does an individual have long gaps in his or her employment history? Is the "hobbies" section of
the resume given significantly more weight than the employment section? Are the words used to
describe the individual passive, indicating little first-hand experience (assisted with, was exposed to) or
active (sold, managed, headed, etc.)?
When the three piles have been made, call as many for interview depending on the time for, explain a
bit about the job and the company on the telephone, and see how many in your pile are interested
enough in what you have to offer to schedule a face-to-face interview.
b. Interview And Screening Candidates
Set standards. Be selective. Remember salespeople represent your company's image in the eyes
of your clients and customers. List the attributes and qualifications that will make the "ideal"
candidate. Don't compromise during the interview process until you find the right person.
Sales experts like Barry Farber, author and trainer, recommend interviewing promising
candidates at least two to three times for a sales position. Farber recommends (1) a standard
first interview; (2) a meeting where the candidate is asked (ahead of time) to prepare and
conduct a mock sales presentation on your company's product or service; and if appropriate,
(3) a ride with an existing rep. If possible, the candidate should be interviewed and evaluated by
several people in the company; however, the candidate's qualifications should not be discussed
until all key people have had a chance to review his or her resume and meet with him or her
face-to-face.
The most important thing to do before interviewing the job candidate for the first time is toprepare for the interview: read the individual's resume through several times; prepare in
writing a list of questions to ask; know what not to ask; and create a game plan for the
interview session.
A sample plan might look like this:
y Greet the candidate and have him/her fill out a job application
y Put the candidate at ease with brief small talk
y
Give an overview of what you want to accomplish during this interviewy Elicit information about the candidate (You'll get the truest picture of the
candidate by asking him or her questions before sharing specific information
about the job.)
y Describe the job, the company, the two to three interview process
y Discuss in detail what you might like the candidate to prepare for during your
next meeting
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Sales Management 10 Hiring for Sales
y Answer questions
y If the interview has gone well and you feel positive about the applicant and
his/her qualifications, schedule the next meeting
y Close the interview
Specific questions asked will vary with each candidate; however, try open-ended questions that
relate to a candidate's work experience, job-related skills, education, career goals, management
style, approach to work and attitudes toward work. The interview questions should give a good
picture of what the candidate did on his/her last job; how he/she did it; why he/she did it; how
much supervision was necessary; how much initiative was taken; and how he/she felt about the
job.
Other good interview questions:
y Did you regularly hit or exceed your sales quota in your last job?
y Describe the type of customer you most like to sell to.
y Describe your experience in setting up new accounts.
y What do you consider the single most important idea you contributed or your single
most noteworthy accomplishment in your present/past job?
y What specific strengths do you think you can bring to this position?
y Tell me a little bit about how you make important decisions?
y What are some things your present company might do to be more successful?
y What interests you about this job?
y What risks did you take in your last job, and what was the result of those risks?
y Describe one failure you've had and what you learned from it.y What, in your opinion, might set you apart from other candidates for this position?
y What motivates you?
y Describe your ideal supervisor.
y What would your co-workers say are your greatest strengths? Weaknesses?
y If you were to work here, in what areas might you need further training?
y Describe a typical sales call at your last job.
y What do you do when a customer says he/she isn't interested?
Be careful not to ask any questions pertaining to religion; race or color; national origin, gender,age, marital or family status; sexual orientation; physical disability; arrests; or financial status.
Questions pertaining to any of these issues are against the law.
During the interview, while asking questions, observe the candidate's body language as well as
his or her answers. Does he/she seem to take responsibility for his/her past failures as well as
accomplishments? Does he/she have self-confidence? Does he/she seem bitter and/or angry at
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Sales Management 11 Hiring for Sales
a past boss or co-worker, suggesting difficulty at getting along with others? Does she/he have
energy and enthusiasm for work?
It's OK to jot down a few notes during the interview, but don't write down everything the
applicant says; that makes people uncomfortable. Also, try to keep your own body language
and facial expressions from indicating approval or disapproval when a candidate is speaking. An
applicant who senses approval may try too hard to please, while one who senses disapproval
may shut down.
c. Evaluating Applicants
Though it's difficult, it's important to judge candidates objectively, based on their resume,
interviews, sales presentation, appearance, mannerisms, intelligence, enthusiasm, motivation,
body language, qualifications, etc. The applicant needs to be considered as a whole, without
letting one thing, like credentials, carry too much weight.
Interview summary: After the interviews, general impressions of the candidate are written
down. Example: Does he/she have relevant experience? Was he/she accomplished? Intelligent?
Upbeat and positive? Energetic? Sincere? Resourceful seeming? How did his/her qualifications
measure against the qualifications of the job in terms of experience, education, and skills?
After interviews are concluded, based on the interview evaluations and interview summaries,
candidates are divided into three groups: candidates with the most potential, "maybes," and
definite "nos."
d. Reference Checking
Once interviewees have been divided into three piles, it's time to check references. This step
help to further narrow the candidate pool.
Check at least two work-related references for applicants whom are seriously considered and
don't just limit the references to candidate's supervisors or human resource managers. Equally
valuable information can be collected from subordinates, co-workers, customers, and,
sometimes, a boss's boss.
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Sales Management 12 Hiring for Sales
e. Decide Whom To Hire
Making the right hiring decision is critical to the business. 'Bad hires' hurt businesses in many
ways, costing tens of thousands of dollars, negatively influencing the course of business,
lowering employee morale, and causing emotional suffering all around.
To avoid making a bad hire, evaluate all of the information about the top candidates carefully. If
more information is needed, the applicant should be asked to come in or have a follow-up
telephone conversation. When enough data on all of top candidates is collected, it is reviewed
and compared.
Other Keys To Successful Hiring Include:
y When evaluating, focus on accomplishments, not credentials
y Don't try and force the fit. If a candidate doesn't seem to 'fit' the organizational culture
for example, he/she needs to work within well-documented rules, and the organizationtends to be more flexible and easy-going, then cross that candidate off the list. Chances
are, he/she would be frustrated by a perceived lack of discipline exhibited by the
company. Try to visualize the candidate selling the product or service. If this can't be
pictured the candidate resume should be moved to the "definite no" pile.
y Consider the candidate's level of motivation and enthusiasm.
y If a mistake is made, rectify it quickly.
5. Job Offer
Once decided which candidate is right for the company, the company is ready to make a job
offer. The offer should be made as soon as possible by telephone, and then, once the candidate
has agreed to the terms, it is followed-up with a written one.
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Sales Management 13 Hiring for Sales
Companies Perspective on HIRING FOR SALES
INDUSTRY: FMCG
Sales strategy, situation and type of selling:
- Persuasion Strategy
- Outside Order taker
- Direct Sales
ITC
About the company
ITC is one of India's foremost private sector companies with a market capitalisation of over US $ 22
billion and a turnover of US $ 6 billion. ITC is rated among the World's Best Big Companies, Asia's 'Fab
50' and the World's Most Reputable Companies by Forbes magazine, among India's Most Respected
Companies by Business World and among India's Most Valuable Companies by Business Today. ITC ranks
among India's `10 Most Valuable (Company) Brands', in a study conducted by Brand Finance and
published by the Economic Times. ITC also ranks among Asia's 50 best performing companies compiled
by Business Week.
ITC has a diversified presence in Cigarettes, Hotels, Paperboards & Specialty Papers, Packaging, Agri-
Business, Packaged Foods & Confectionery, Information Technology, Branded Apparel, Personal Care,
Stationery, Safety Matches and other FMCG products. While ITC is an outstanding market leader in its
traditional businesses of Cigarettes, Hotels, Paperboards, Packaging and Agri-Exports, it is rapidly gaining
market share even in its nascent businesses of Packaged Foods & Confectionery, Branded Apparel,
Personal Care and Stationery.
ITC's diversified status originates from its corporate strategy aimed at creating multiple drivers ofgrowth anchored on its time-tested core competencies: unmatched distribution reach, superior brand-
building capabilities, effective supply chain management and acknowledged service skills in hoteliering.
Over time, the strategic forays into new businesses are expected to garner a significant share of these
emerging high-growth markets in India.
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Sales Management 14 Hiring for Sales
` Front end Sales person: Area Executive
` Job Description: Key Responsibilities
To formulate the Trade Marketing & Distribution plans for the market
Ensure its effective implementation
Distributor & Channel management
Feasibility Analysis, design and launch of FMCG Categories in specific regions
Planning & implementing trade marketing activities in their region
` Sources of applications
Consultants
Employee Referrals
Campus hiring
` Skills and Traits required:
Knowledge of Distribution
Rapport building
Confidence
` Rounds of Interviews
Written Test + 2 Rounds
1st
round-HR and Branch Manager
2nd
round-HR and District Manager
Final decision maker- District Manager
`
When hiring Competitors sales force:
Tougher selection process
Situational analysis and multiple levels of interviews and GDs are conducted
Less focus on referrals
More focus on Distribution knowledge and Experience
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Sales Management 15 Hiring for Sales
` Ethical Considerations:
Ethics/integrity in Interviews NOT emphasized
Part of HR round only
` Interesting Facts:
Financial Services, Manufacturing, IT people are NOT Recruited
Promotion from Area Manager Asst. Manager very difficult in organization,
however this post is directly given to those who are hired from the campus.
INDUSTRY: FINANCIAL SERVICES
Sales strategy, situation and type of selling:
- Persuasion Strategy
- Creative, Intangible product selling
- Direct Sales
Future Money
About the company
Future Money is the consumer credit wing of Future Capital Holdings, the financial services arm of
Future Group, one of Indias leading business houses. It was established in June 2007 with the objective
of becoming one of the leading retailers of financial products and services in India. It has three lines of
business, namely consumer loans, home equity and personal loans.
In the consumer loans segment, Future Money provides loans to customers of Future Group outlets like
Big Bazar, E-zone and Home Town who wish to purchase electronics or furniture. These loans are
provided at very low interest rates and have a repayment period of eight to twelve months. The loanprocess requires the customer to initially provide some basic details. Approval or rejection of the loan
application depends on the customers creditworthiness. Post-approval, the customer is required to
make the down payment after which the product is delivered. The sales process is carried out by in-
store sales officers who act as the interface between the back-end credit team and the customer. The
sales officer is required to have comprehensive knowledge of the various loan schemes, possess good
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Sales Management 16 Hiring for Sales
customer interaction skills and establish rapport with store employees. The products offered in the
consumer loan category are promoted through in-store advertisements positioned at strategic locations
in stores. Salespersons sometimes direct customers interested in financing to the counter.
` Products: Loans
` Front End Sales Person: Relationship Officer
` Job Description: Key Responsibilities
Relationship building with prospective customers
Retaining existing customers
Handling Branch Sales Team
Deciding on Channels for Loan sales & Collection
` Manpower Planning:
Increase in business targets
Product specific needs
` Sources of Applications:
Consultants
Employee Referrals
Campus Hiring
` Job Specifications:
MBA with preferably 1 year relevant work experience. Candidate should not have bad
market reputation. For this they conduct reference checks.
Candidate should have basic product knowledge.
Market networking/contacts should be strong.
Candidates with 2-3 years of experience and speaking negative about their previous
company are not preferred.
` Skills & Personality Traits:
Presentation skills
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Sales Management 17 Hiring for Sales
Communication skills
MS office skills
Channel management skills
People skills
Product knowledge
Patience
Confidence
` Rounds of Interviews:
1st round: Interview by Deputy Manager
2nd round: Interview by Business Head and HR manger
` Interesting Facts:
They give positive references to employees applying to other companies even if their
performance is bad.
Tata Capital
Abou
t the company
Tata Capital Limited is a subsidiary of Tata Sons Limited. The Company is registered with the Reserve
Bank of India as a Systemically Important Non Deposit Accepting Non Banking Financial Company (NBFC)
and offers fund and fee-based financial services to its customers.
A trusted and customer-centric, one-stop financial services provider, Tata Capital Limited caters to the
diverse needs of retail, corporate and institutional customers, directly or indirectly, through its
subsidiaries across various areas of business namely the Commercial Finance, Investment Banking,
Private Equity, Infrastructure Finance, Securities, Wealth Management, Consumer Loans, Cards and
Travel Related Services.
Tata Capital is headquartered in Mumbai and has a wide network of over 100 branches spanning all
critical markets in India. The Tatas are amongst the most respected business houses in the world. Tata
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Sales Management 18 Hiring for Sales
Capital aims to bring the trust and expertise of the Tatas to an economically and socially relevan-t sector
like financial services.
The essence of brand Tata Capital is encapsulated in our brand proposition We only do whats right
for you'. The proposition reflects our strong resolve to deliver financial solutions that are right for our
customers and the society at large. Tata Capital seeks to build strong relationships with its customers
and deliver superior and consistent customer experience across all products and touch-points.
` Products: Loans
` Front End Sales Person: Customer Relationship Executive
` Job Description: Key Responsibilities
Building new customer relations
Strengthening Customer Relations
Co-ordinate, monitor and ensure required procedures are in place for delivery of Cash
Management services as per agreed terms with the customer.
Maintain proactive relationship with product partners, credit approvers, marketing
units, service delivery units, cash management team, India & channel management /
solution delivery team.
` Sources of Applications
Employee referrals
Consultants
Campus Hiring
Newspapers
Job sites
` Manpower Planning:
Business Expansion
` Job Specifications:
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Sales Management 19 Hiring for Sales
Graduate
1-2 years of relevant experience
Past performance checks through references
` Rounds of Interviews:
1st round: Screening through aptitude tests
2nd round: Interview by HR & assistant manger
` Skills & Personality Traits:
Presentation skills
Computer skills
Relationship management skills
Product knowledge
Time pertinence
` Ethical Considerations:
Very high focus on Ethics/integrity in Interviews
` Interesting facts:
Own conveyance is the first pre requisite for the job.
INDUSTRY: MANUFACTURING
Sales strategy, situation and type of selling:
- Persuasion Strategy
- Creative, tangible product selling
- Technical Sales/Commercial Sales
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Sales Management 20 Hiring for Sales
Escorts Ltd.About the company
The Escorts Group, is among India's leading engineering conglomerates operating in the high growth
sectors of agri-machinery, construction & material handling equipment, railway equipment and auto
components.
Having pioneered farm mechanization in the country, Escorts has played a pivotal role in the agricultural
growth of India for over five decades. One of the leading tractor manufacturers of the country, Escorts
offers a comprehensive range of tractors, more than 45 variants starting from 25 to 80 HP. Escort,
Farmtrac and Powertrac are the widely accepted and preferred brands of tractors from the house of
Escorts.
A leading material handling and construction equipment manufacturer, we manufacture and market a
diverse range of equipment like cranes, loaders, vibratory rollers and forklifts. Escorts today is the
world's largest Pick 'n' Carry Hydraulic Mobile Crane manufacturer.
Escorts has been a major player in the railway equipment business in India for nearly five decades. Our
product offering includes brakes, couplers, shock absorbers, rail fastening systems, composite brake
blocks and vulcanized rubber parts.
In the auto components segment, Escorts is a leading manufacturer of auto suspension products
including shock absorbers and telescopic front forks. Over the years, with continuous development and
improvement in manufacturing technology and design, new reliable products have been introduced.
` Products: Shock Absorbers, Struts, e-parts
` Front end Sales persons: Sales Executives and AssistantManagers
` Job Description: Key Responsibilities
Building strong network of distributors and wholesalers
Resolving warranty issues
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Sales Management 21 Hiring for Sales
Negotiating Discount options
Penetrating the sales territories before competitors
` Sources of applications:
Newspaper
Consultants
Employee Referrals
` Manpower Planning:
Market evolution and expansion
Need for Market Penetration
` Job Specifications:
Graduation/Diploma in Automotive Engineering
` Rounds of Interviews:
1st Round- Chief Manager and HR
2ndRound- National Sales Manager
` Skills and Traits Required
Presentation Skills
Interpersonal Skills
Technical Skills
Adaptability
Convincing Skills
Pleasant Personality
`Ethical Considerations:
No focus on ethics/integrity in Interviews
` Competitor Hiring:
Existing Network and Market Contacts very important
Stress on reference checks
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Sales Management 22 Hiring for Sales
Focus on Manpower handling(no. of people reporting to him) and daily calls(no. of
retailers contacted daily)
` Interesting Facts:
Name of designation changed fromMissionary Sales Rep toMechanicMobilisers
Very strong emphasis on Dressing Etiquettes
Hire only clean shaven people (no beards or moustaches)
No long hair, No high power specs
Do not hire such people for front end sales, keep them in back office jobs
ACE CRANES
About the company
ACE is a dynamic and powerful enterprise with it's full fledged production facilities based in industrial
township of Faridabad, which is 45 Kms. from New Delhi, National Capital of India.
ACE equipment is being successfully used in many industrial sectors like infrastructure, construction,
roads, engineering industry, coal mines, chemical and fertilizer plants, power stations, ports, heavy
project engineering industry, railways, cement industry, oil industry, defence etc. to name a few. ACE
range of cranes can be adapted to satisfy a vast range of possible applications due to their versatility.
In India ACE has conquered a consolidated presence in it's sector. An efficient sales and service network
and a comprehensive follow up system makes it possible to provide, all customers with efficient
distribution and service assistance that has the priority of satisfying their real needs.
Job Description
Front End Sales Person
Sales Executive , Assistant Managers
Systematically track Competitors activity, develop strategy and achieve internal buy-in
to implement the same.
Maintain proactive relationship with product partners
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Contribute to revenue growth by achieving allocated business targets while ensuring
high compliance standard as defined by Group & local policies
Exceeding customer expectation through delivery of superior service, effectively and
efficiently handling customer queries/issues
Job Specification
y Campus recruitment of Graduate management Trainee and Management Trainee and
experience required in similar Industries like Capital Equipment.
Skills and Traits Required:
Collaborative Skills
Product Knowledge
Presentation Skills
Objection Handling Skills
Manpower Planning
High Attrition Rate
Recruitment
Consultants
Job portals
Referrals
Methods of Recruitment used:
Personal Recruiting
Selection
Aptitude test
Interview by HR Manager
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Then in the next round Interview by Head of the Department.
Ethical Considerations:
y Unethical practices are common
Interesting Facts:y Head Hunting from Competitors is a major source of hiring.
INDUSTRY: CONSULTINGSales strategy, situation and type of selling:
- Client Profit Planning Strategy
- Creative, Intangible product selling
- Consultative Sales
KPMGAbout the company
KPMG provides tax and advisory services and industry insights to help organizations negotiate risks and
perform in the dynamic and challenging environments in which they do business.KPMG in India is one
of the leading providers of risk, financial and business advisory, internal audit, corporate governance,
and tax and regulatory services. With a global approach to service delivery, KPMG responds to clients'
complex business challenges with a broad range of services across industry sectors and national
boundaries.
KPMG was established in India in September 1993, and has rapidly built a significant competitive
presence in the country. The firm operates from its offices in Mumbai, Pune, Delhi, Kolkata, Chennai,
Bangalore, Hyderabad, Kochi and Chandigarh, and offers its clients a full range of services, including
financial and business advisory, tax and regulatory.
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Sales Management 25 Hiring for Sales
Tax
Tax addresses the needs and objectives of each client, enabling them to balance compliance and value
creation.
Advisory:
Advisory assists companies and public sector bodies to mitigate risk, improve performance and create
value.
Job Description
Consultative Sales person
Business Development Manager
Job Specification
y Minimum 6-7 years of Experience in the respective field.
Skills and Traits Required:
Enterprising Skills
Relationship Management Skills
Decision Making Skills
Networking Skills
Manpower Planning
y Company Expansion in Domestic and International Markets
Recruitment
Mainly Referrals
Rest by Online Applications.
Selection
Interview by Top Management.
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Ethical Considerations:
Very high focus on Ethics/Integrity in Interviews
INDUSTRY: INFORMATION TECHNOLOGY- BusinessManagement Strategy
- Creative, Intangible product selling
- Consultative Sales
Skicorp Technology Solutions
About the company
SKICORP, is a specialized marketing and distribution company, known for creating markets for new
products. We create, develop markets for new specialized products, import, stock and distribute them in
the country. We work in close co-operation with our overseas associates, develop India specific plans to
develop this market, create awareness, & demand, educate the customers on the utility of the products
concerned, and keep following the market on a regular basis. In our fourteen years of existence, we
constantly strive hard to bring in world class products in India, at a time. We believe in a long term
planning, business association with our associates, working with complete transparency and having faith
in each other. This has been the reason for mutually successful business association with our associates
from Europe. Most of our associates are well know organizations in their own business areas.
We are present in the following business areas:
1. Leather industry.
2. Foods & consumer products business.
3. Packing machinery.
SKICORP Technology Solutions is the newest venture of SKICORP and it looks to provide smart web
based IT apps to the MSMEs in India.
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Sales Management 27 Hiring for Sales
Job Description
BDE for SKICORP Technology Solutions
Development of marketing and sales strategies.
Explain and promote our web based software services to our target SME customers.
Business Acquisition through Cold Calling and converting them into new clients.
Help in negotiating and finalizing deals with clients.
Maintaining relationship with corporate clients.
Responsible for Achieving the Sales Objectives of IT products for his allotted area.
Volume and channel Productivity metrics
Meeting the Sales Quotas allotted for that region.
Job Specification
Post Graduate in Management ( Campus Recruitment)
2-3 Years Work Experience
Skills and Traits required:
Practical creativity
Objective Analytical skills
Good computer skills (important)
Good communication skills
Fluent in English
Smart and Dynamic
Market orientation
Recruitment
Job Portals Naukri.com, Monster.com
Referrals
A data base of CVs would also be maintained as and when people would walk in for
interviews. These people would be called when requirement came up.
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Methods of Recruitment used:
Personal Recruiting
Selection
Sorting of Applications on the basis of IT Background
Group Discussion
Interview by Company Heads
INDUSTRY: INSURANCE
Sales strategy, situation and type of selling:
- Persuasion Strategy
- Creative, Intangible product selling
- Direct Sales
Aviva Life Insurance
About the company
Aviva Life Insurance Company India Ltd. is a private insurance company, formed by a joint
venture between the Aviva insurance group of UK and the Dabur group of India. In reference to
the government regulations, Aviva holds 26 percent stake and the Dabur group holds the
balance 74 percent share in the joint venture. Not only largest in the UK, Aviva is also known as
the fifth largest insurance group in the world. Since 1834, Aviva is ensuring the lives of Indians.At the time of nationalization, Aviva was the largest foreign insurer in India in terms of the
compensation paid by the Government of India.
Aviva is distinguished for being the first foreign insurance company to set up its representative
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Sales Management 29 Hiring for Sales
office in India, in 1995. Aviva Life Insurance Company established the concept of Bancassurance
in India, and has leveraged its global expertise in Bancassurance successfully here. Aviva offers
various products that are meant to provide customers flexibility, transparency and value for
money. Given here is a complete list of products & services offered by Aviva Life Insurance
Company India Ltd. Our vision is to be amongst Indias leading life insurers with a quality
business model, focused on sustainable growth. We seek to build a robust product portfolio
meeting all customer lifecycle needs related to Savings, Retirement, Investments and
Protection.
With a strong sales force of over 30,000 Financial Planning Advisers (FPAs), we have initiated
and pioneered many innovative sales approaches, including Bancassurance and Financial Health
Check services. The company boasts of 223 branches in India, supporting its vast distribution
network. We are among the first companies to introduce the contemporary unit-linked
products.
A seasoned team of fund managers make our fund management one of the key differentiators.
With a wide distribution network of 195 branches and close to 40 Bancassurance partnerships,
we are spread across nearly 3,000 towns and cities in India. Keeping with our commitment of
social responsibility, we have been successful in reaching out to the underprivileged strata
through our Microinsurance initiatives.
The Hiring Process
Aviva is in to Life insurance products with the onus of sales on SALES MANAGERS , ASSISTANT
SALES MANAGERS and FINANCIAL PLANNING ADVISORS. These are the only people concerned
with selling and the rest of the hierarchy manages them. The sources of applications are
through consultants, advertisements, through job portals and also through employee referrals.
The company hires both the Sales managers and FPAS due to expansion in terms on number of
branches opening and majorly due to heavy attrition in this industry. The selection criteriaconsists of:
Rounds of Interviews
1.Interview with HR manager
2. Interview with Branch Manager
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3. Interview with Cluster Manager
Now all of these rounds are elimination rounds that is, if the concerned personnel thinks that
the candidate is not good enough for the position, he could be thrown out of the interview
during any phase of the selection process. The characteristics that are adjudged in these
interviews are basic networking skills and their urge to sell with background check carried for
every selected employee
Skills and Traits required:
The skills that should be possessed by the SMs, ASMs and FPAs as mentioned by the
interviewee are;
Financial planning Advisor (FPA)
1. Communication Skills
1. Persuasion Skills
3. Presentation Skills
4. Product Knowledge
5. Objection Handling Skills
6. Closing Skills
Sales managers and Assistant Sales Managers
1. Communication Skills
2. Persuasion Skills
3. Presentation Skills
4. Product Knowledge
Job Specification:
For SalesManagers & Assistant SalesManagers
1. Must be a Graduate
2. Minimum 25 years of age
3. Must be a Local Resident
4. Should have minimum of 2 years sales experience
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For FPAs
1. 12th passed & 10th passed (experienced).
Ethical Considerations:
Though Ethics is considered to be important practice, but no such tests in the interview
rounds. Background check of employees is a must.
Future Generali Life Insurance
Future Generali is a joint venture between the India-based Future Group and the Italy-based
Generali Group.
Future Generali is present in India in both the Life and Non-Life businesses as Future Generali
India Life Insurance Co. Ltd. and Future Generali India Insurance Co. Ltd.
FUTURE GROUP
Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of Indias leading
business houses with multiple businesses spanning across the consumption space. While retail
forms the core business activity of Future Group, group subsidiaries are present in consumer
finance, capital, insurance, leisure and entertainment, brand development, retail real estate
development, retail media and logistics.
The groups presence in Leisure & Entertainment segment is led through, Mumbai-based listed
company Galaxy Entertainment Limited. Galaxy leading leisure chains, Sports Bar and Bowling
Co. and family entertainment centres, F123. Through its partner company, Blue Foods the
group operates around 100 restaurants and food courts through brands like Bombay Blues,
Spaghetti Kitchen, Noodle Bar, The Spoon, Copper Chimney and Gelato.
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THE GENERALI GROUP
The Generali Group is a leading player in the global insurance and financial markets. Established
in Trieste in 1831, today the Group is one of Europes largest insurance providers and the
European biggest Life insurer. It is also one of the worlds top asset managers with assets
totalling more than 400 billion. With an employed sales force of more than 100,000 people
serving 70 million clients in 68 countries, the Group occupies a leadership position in Western
Europe and an increasingly important place in Eastern Europe and Asia.
The Group strategy aims to consolidate Generalis pre-eminence on its key markets and achieve
a premier position on markets with high growth potential, establishing its leadership in
profitability.
The Hiring Process
Future Generali is in to Life insurance products with the onus of sales on SALES MANAGERS ,
and FINANCIAL PLANNING ADVISORS. These are the only people concerned with selling and the
rest of the hierarchy manages them. The sources of applications are through consultants,
advertisements, through job portals and also through employee referrals. The company hires
both the Sales managers and FPAS due to expansion in terms on number of branches opening
and majorly due to heavy attrition in this industry. The selection criteria consists of:
Rounds of Interviews
1. Interview with RegionalManager (DecisionMaker)
2. Interview with HR manager
3. Interview with Branch Manager
4. Interview with Cluster Manager
Now all of these rounds are elimination rounds that is, if the concerned personnel thinks that
the candidate is not good enough for the position, he could be thrown out of the interview
during any phase of the selection process. But in every case, its the Regional manager who
takes the decision whether to recruit a particular candidate or not. Without his approval, how
so ever the perfect the candidate is, he cannot be selected. The characteristics that are
adjudged in these interviews are basic networking skills and their willingness and urge to sell
with background check carried for every selected employee
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Skills and Traits required
The skills that should be possessed by the SMs and FPAs as mentioned by the interviewee are;
Financial planning Advisor (FPA)
1. Communication Skills
1. Persuasion Skills
3. Presentation Skills
4. Product Knowledge
5. Objection Handling Skills
6. Closing Skills
Sales managers
1. Communication Skills
2. Persuasion Skills
3. Presentation Skills
4. Product Knowledge
5. Attitude
6. Will to Succeed
7. Earning urge
Job Specifications:
For Sales Managers & Assistant Sales Managers
1. Must be a Graduate
2. Minimum 25 years of age
3. Must be a Local Resident
4. Should have minimum of 2 years sales experience
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For FPAs
1. 12th passed
Ethical Considerations
Though Ethics is considered to be important practice, but no such tests in the interview
rounds. Background check of employees is a must.
HDFC Standard Life InsuranceAbout the company
HDFC Standard Life Insurance Company Ltd. is one of Indias leading private life insurance
companies, which offers a range of individual and group insurance solutions. It is a joint venture
between Housing Development Finance Corporation Limited (HDFC Ltd.), Indias leadinghousing finance institution and one of the subsidiaries of Standard Life plc, leading providers of
financial services in the United Kingdom. Both the promoters are well known for their ethical
dealings and financial strength and are thus committed to being a long-term player in the life
insurance industry all important factors to consider when choosing your insurer.
HDFC Ltd. holds 72.43% and Standard Life (Mauritius Holding) Ltd. holds 26.00% of equity in the
joint venture, while the rest is held by others.
HDFC Standard Lifes product portfolio comprises solutions, which meet various customer
needs such as Protection, Pension, Savings, Investment and Health. Customers have the added
advantage of customizing the plans, by adding optional benefits called riders, at a nominal
price. The company currently has 32 retail and 4 group products in its portfolio, along with five
optional rider benefits catering to the savings, investment, protection and retirement needs of
customers.
HDFC Standard Life continues to have one of the widest reaches among new insurance
companies with 568 branches servicing customer needs in over 700 cities and towns. The
company has a strong presence in its existing markets with a base of 2,00,000 Financial
Consultants.
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Sales Management 35 Hiring for Sales
HDFC Standard Life believes that establishing a strong and ethical foundation is an essential
prerequisite for long-term sustainable growth. To ensure this, they have concentrated the focus
on expansion of branch network, organising an efficient and well trained sales force, and
setting up appropriate systems and processes with optimum use of technology. As all these
areas form the basic infrastructure for establishing the highest possible customer service
standards.
The core values are drilled down to all levels of employees, as these are inviolable. They
continue to promote high integrity in business practices and shun short cuts and unethical
practices, as they wish to be perceived as an institution with high moral standing. Since
inception in 2000, when the Indian insurance space was opened for private participation, they
have consistently focused on setting benchmarks in all aspect on insurance business.
The Hiring Process
HDFC Standard Life is in to Life insurance products with the onus of sales on SALES MANAGERS,
and FINANCIAL CONSULTANTS. These are the only people concerned with selling and the rest of
the hierarchy manages them. The sources of applications are through consultants,
advertisements, through job portals and also through employee referrals. The company hires
both the Sales managers and FCS due to expansion in terms on number of branches opening
and majorly due to heavy attrition in this industry. Cost cutting is another reason cited by the
interviewee to hire appropriate and best employees. The selection criteria is very similar to
Aviva and consists of three rounds that is:
Rounds of Interviews
1. Interview with HR manager
2. Interview with Branch Manager
3. Interview with TerritoryManager
Now all of these rounds are elimination rounds that is, if the concerned personnel thinks that
the candidate is not good enough for the position, he could be thrown out of the interview
during any phase of the selection process. The characteristics that are adjudged in these
interviews are basic networking skills and their willingness and urge to sell with background
check carried for every selected employee
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Skills and Traits required:
The skills that should be possessed by the SMs and FCs as mentioned by the interviewee are;
Financial Consultant (FC)
1. Communication Skills
1. Persuasion Skills
3. Presentation Skills
4. Product Knowledge
5. Objection Handling Skills
6. Collaborative Skills
7. Closing Skills
Sales managers
1. Communication Skills
2. Persuasion Skills
3. Presentation Skills
4. Product Knowledge
5. Role Plays
6. Will to sell
Job Specifications:
For Sales Managers & Assistant Sales Managers
1. Must be a Graduate
2. Minimum 25 years of age
3. Must be a Local Resident
4. Should have minimum of 2 years sales experience
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For FPAs
1. 12th passed
Ethical Considerations:
Though Ethics is considered to be important practice, but no such tests in the interview
rounds. Background check of employees is a must.
Interesting Facts:
HDFC Standard Life never hires candidates from competitors.
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References
1. Sachin Kumar Sarawat, Area Manager, ITC limited
2. Geetma Sobti, Assistant Vice President, Future Money
3. Anuj Vadehra, Marketing Manager, KPMG
4. Pramod Satija, Chief Manager, Escorts
5. Gaurav Syal, Branch Manager, TATA Capital
6. Deepak Gupta, Sales Manager, AVIVA
7. Mandeep Singh Mehta, Branch Manager, Future Generali
8. Siddharth Sikand, CEO, Skicorp Technology Solutions Pvt Ltd
9. Abhishek Bali, Sr. Business Executive, ACE CRANES
10.Mayank Gupta, Sales Development Manager, HDFC Standard Life