Recruiting & Selecting Sales Personnel

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Transcript of Recruiting & Selecting Sales Personnel

Recruiting & SelectionEvaluate

the Sources Tap identified sources and build a supply of prospective sales personnel Select those who have highest probability of success

Pre-recruting ReservoirIt

is file of individuals who might be recruited when the need arises. The names are added from different sources Volunteer walk-ins Inquiries about job Sales executives contact

Sources of Sales Force RecruitsSources

Within the Company Sources Outside the Company

Sources Within the CompanyCompany

sale personnel Company executives Internal transfers

Sources Within the Company

Sources outside the CompanyDirect

unsolicited applications Employment agencies Sales people making call to the company Employees of customers Sales executives club Sales force of noncompeting companies Sales force of competing companies Educational institutions Older persons

Recruiting EffortsPersonal

Recruiting Indirect Recruiting Recruiting Brochures

Selecting Sales Personnel

Selection System

Employment Offer

Physical Examination Testing References & Credit Check Interview (s) Formal Application Preliminary Interview & Pre-Interview ScreeningEXPENSE

RejectTIME

ee ged ev t a e R r i l ss e n u p e h f o l f l

Preliminary Interview & Pre-Interview Screening Pre-interview Such Here

screening is for the purpose of eliminating unqualified applicants. types of interviews can be handled by the low-paid clerk or secretary. the questions about the company and the job are answered and the employees determine whether the applicant meets minimum qualification. it is generally a low cost selection process. this hurdle is passed & the applicant expresses interest, he or she has to go for next selection process

Thus If

Employment Offer

Physical Examination Testing References & Credit Check Interview (s) Formal Application Preliminary Interview & Pre-Interview ScreeningEXPENSE

RejectTIME

ee ged ev t a e R r i l ss e n u p e h f o l f l

Formal ApplicationIt serves as a central record for all pertinent information collected during the selection process. Is filled out by the applicant personally or by an interviewer. Such application forms includes details like: - Personal Data - Present job - Education - Employment status - Previous position - Records of earnings - Reasons for living last job After evaluating this form an applicant is either selected or rejected as per the companies selection criterias.

Employment Offer

Physical Examination Testing References & Credit Check Interview (s) Formal Application Preliminary Interview & Pre-Interview Screening

EXPENSE ee ged ev t a e R r i l ss e n u p e h f o l f l

RejectTIME

The Interview

Most widely used selection step. Effective way of obtaining certain information and satisfactory way of judging an individuals ability in oral communication personal appearance and manners attitude towards selling & life in general reaction to obstacles presented face to face personal impact on others Who should do the interviewing? - In large organization several persons sit for interviewing - firstly, district or branch sales manager - then by the authorities at regional office

Cont How

many interviews? the spouse

Interviewing Interviewing

Techniques - Patterned interview - Nondirective interview - Interaction (stress) interview - Rating Scales

References & Credit ChecksReferences : References provide information on the applicant not available from available sources. References fall into four classification: - Present or former employers - Former customers - Reputable citizens - Mutual acquaintances Credit Checks: Credit files are compiled by local credit bureaus, and special credit reports and thus analyzing them executives look for the danger signals.

Psychological testsIn recent years more & more companies have tended either to abandon or to rely less upon psychological tests as an aid in making selection decision. The reasons for this are: - difficulty in validating psychological tests - difficulty in securing the empirical data to prove that the results are predictive or not Types of tests: - Test of Ability - Test of Habitual Characteristics - Interest tests - Achievement tests

Physical Examinations Since

good health is important to a salespersons success, most companies require physical examination. of the relatively high cost, the physical examination generally is one of the last steps.

because

Building Sales Training programsThere

are several types of sales training programs. The most comprehensive and longest is the training program for newly recruited sales personnel. Building a sales training program requires five major decisions. Specialists refer to these decisions as A-C-M-M-E decisionsaim, content, methods, execution, and evaluation.

Defining training aims Identifying sales training needs Job specifications Trainees background and experience Sales related marketing policies Identifying continuing training needs

Cont

Deciding training content

1. 2. 3. 4.

Product data Sales technique Markets Company information

TRAINING METHODSThe lecture The personal conference Demonstration Role playing Case discussion Impromptu discussion Gaming On the job training Programmed learning Correspondence courses Group versus individual training

methods

CONCLUSION

PHILOSOPHIES OF SALES TRAINING Conditioned

response philosophy

Insight

response philosophy

Which philosophy is most appropriate ?

Trade

or Missionary

New

Business or Technical

ORGANIZATION OF SALES TRAINING1) 2) 3) 4)

Who will be the trainees? Who Will do the training ? When will the training take places ? Where will the training site be ?

1.

Who Will Be the Trainees?

Initial sales trainees

Continuing sales trainees

2. Who Will Do the Training ?

Initial sales training Line Function Staff Function Continuing sales training

Sales training staff

Training the sales trainers

Outside experts

3. When Will the Training Take Place ?

Timing group versus individual training

Timing Initial Sales training Program

-

Larger Smaller optimum

Timing Continuous Sale training Program

4.

Where Will the Training site Be ?Centralized Method Advantage Disadvantage Use Decentralized Method Advantage Disadvantage Use

Instructional materials & training Aids1. 2. 3. 4.

Materials Other printed materials Training aids Advance assignments

EVALUATING SALES TRAINING PROGRAMS Comparison

Written tests Observer with trainee in field Tests and Examination Role playing assignment Evaluating by each other record and market share

Sales

CONCLUSION

REFERENCES

Still, Cundiff, Govoni, Sales Management, Decisions, strategies and cases, 5th edition, Prentice Hall of India Private Limited, New Delhi, 1997

THANK YOU