Staffing the Sales Force:Recruitment and Selection

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Recruitment and Selection.

Learning Objectives

1. Explain the critical role of recruitment selection and building and maintaining a productive sales force.

2. Describe how recruitment and selection affect sales force socialization and performance.

3. Identify the key activities in planning and executing a program for sales force recruitment and selection.

4. Discuss the legal and ethical considerations in sales force recruitment and selection.

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Introduction to Sales Force Socialization

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Sales Force Socialization refers to the process by which salespeople acquire the knowledge, skills, and values essential to perform their job.

AchievingRealism

Achieving Congruence Important during

recruitment and selection

Recruitment and Selection Process

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• Job AnalysisJob Analysis• Job QualificationsJob Qualifications• Job DescriptionJob Description• Recruitment & Recruitment &

Selection Objec.Selection Objec.• Recruitment & Recruitment &

Selection StrategySelection Strategy

• Internal SourcesInternal Sources• External SourcesExternal Sources

• Screening Resumes Screening Resumes and Applicationsand Applications

• Initial InterviewInitial Interview• Intensive InterviewIntensive Interview• TestingTesting• Assessment CentersAssessment Centers• Background Invest.Background Invest.• Physical ExamPhysical Exam• Selection Decision Selection Decision

and Job Offerand Job Offer

Planning for Recruitment & Selection

Step 1Step 1Recruitment: Locating Prospective Candidates

Step 2Step 2Selection:

Evaluation and Hiring

Step 3Step 3

Planning for Recruitment and Selection

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

Planning for Recruitment and Selection

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

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Planning for Recruitment and Selection

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.

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Planning for Recruitment and Selection

Recruitment and Selection Objectives: The things the organization hopes to accomplish as a result of the recruitment and selection process. They should be specifically stated for a given period.

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Planning for Recruitment and Selection

Recruitment and Selection Strategy:The plan the organization will implement to accomplish the recruitment and selection objectives. The sales managers should consider the scope and timing of recruitment and selection.

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Recruitment:Locating Prospective Candidates

Internal SourcesEmployee referral programsInternships

External Sources AdvertisementsPrivate employment agenciesColleges and universitiesJob fairsProfessional societiesComputer rosters

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Selection: Evaluation and Hiring

Screening Resumes and ApplicationsInterviewsTestingAssessment CentersBackground InvestigationPhysical ExaminationSelection Decision and Job Offer

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Screening Resumes and Applications

Evidence of job qualificationsWork historySalary historyAccomplishmentsResponsibilitiesAppearance and completeness

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Interviews.

Types of interviewsInitial InterviewsIntensive InterviewsStress Interviews

LocationsCampusRecruiter’s Location (i.e. Plant Trip)Neutral SiteTelephone

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Testing: Guidelines for Using

Do not attempt to construct tests for the purposes of selecting salespeople

If psychological tests are used, be sure the standards of the American Psychological Association have been met

Use tests that have been based on a job analysis for the particular job in question

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Testing: Guidelines for Using

Select a test that minimizes the applicant’s ability to anticipate desired responses

Use tests as part of the selection process, but do not base the hiring decision solely on test results

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Background Check

Be wary of first-party references

Radial search referrals might be used

Use an interview background check

Use the critical incident technique

Pick out problem areas

Obtain a numerical scale reference rating

Identify an individual’s best job

Check for idiosyncrasies

Check financial and personal habits

Get customer opinion

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Selection Decision and Job Offer

Evaluate qualifications in order of importance

Look for offsetting strengths and weaknesses

Rank candidatesIf none meet qualifications, may extend

searchMay have to offer market bonus (signing

bonus) to highly qualified candidates

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Legal and Ethical Considerations: Guidelines for Sales Managers

Become familiar with key legislation affecting recruitment and selection

Conduct job analysis with an open mindJob descriptions and job qualifications

should be accurate and based on a thoughtful job analysis

All selection tools should be related to job performance

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Legal and Ethical Considerations: Guidelines for Sales Managers

Sources of job candidates should be informed of the firm’s legal position

Communications must be devoid of discriminatory content

Avoid other practices that may be perceived as ethically questionable

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Thank you