Recruitment of Sales Executive

Prepared by CL-II Batch

Sainik Farms Campus

MRP PROJECT

Learning Objectives

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

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

• Discuss the legal and ethical considerations in sales executives recruitment and selection.

Learning Objectives

• Identify the key activities in planning and executing a program for sales executives recruitment and selection.

• A successful sales force is determined by who is hired; this is the end result of sales human resource management.

Planning for Recruiting Successful Sales Executive

• What sales human resource management is and what its key relationships are.

• The importance of planning for sales personnel

needs.

• What people planning and employment planning are.

• What recruitment means and why it is so important.

• The recruiting process: what it is, who does it,

and where recruits are sought.

Planning for Recruiting Successful Sales Executive

Selected Characteristics of Successful Sales Executive

• High energy level• High self-confidence• Need for material things • Hardworking • Requires little

supervision• High perseverance• Competitive

• Good Physical Appearance

• Likable• Self-Disciplined• Intelligent • Achievement Oriented• Good Communication

Skills   

 

Profiling the Successful Candidate

• Intelligence • Prospecting ability • Ability to create a follow-up system • Ability to influence people’s decisions and opinions • Ability to built/cultivate long-term client relationships

Profiling the Successful Candidate

• Ability to negotiate contracts and prices.

• Ability to determine prospects’/customers’ needs (hot buttons).

• Computer skills.

• Selling ability.

• Conceptual ability.

Importance of Recruitment and Selection

Problems associated with inadequate implementation:•Inadequate sales coverage and lack of customer follow-up •Increased training costs to overcome deficiencies •More supervisory problems

Importance of Recruitment and Selection

• Higher turnover rates • Difficulty in establishing enduring relationships

with customers • Suboptimal total sales executive performance

Recruitment & Selection Process

• Job Analysis

• Job Qualifications

• Job Description

• Recruitment & Selection Objectives

• Recruitment & Selection Strategy

Job Analysis

It includes investigation of following quality of sales executive:

•Task

•Duty

•Responsibility

Job Qualifications

It refers to following quality required in Sales executive:

•Knowledge

•Skills

•Aptitude

•Personal Traits

•Education/Qualification

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.

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.

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. 

Recruitment (Locating Prospective Candidates)

There are two sources of recruiting the Candidate:

1.Internal Sources

2.External Sources

Internal Sources of Recruitment

• Employee referral programs

• Internships

External Sources of Recruitment

• Advertisements

• Private employment agencies

• Colleges and universities

• Job fairs

• Professional societies

• Computer rosters

Selection (Evaluation and Hiring)

• Screening Resumes and Applications

• Interviews

• Testing

• Background Investigation

• Physical Examination

• Selection Decision and Job Offer

Screening Resumes and Applications

• Evidence of job qualifications

• Work history

• Salary history

• Accomplishments

• Responsibilities

• Appearance and completeness

Interviews

Types of interviews

o Initial Interviews

o Intensive Interviews

o Stress Interviews

Locations

o Campus

o Recruiter’s Location (i.e. Plant Trip)

o Neutral Site

o Telephone

Testing

ValueMay be used to assist with initial screening May indicate compatibility with job responsibilities May indicate compatibility with organization’s culture and personnel

TypesPersonality Intelligence Psychological Ethical Framework

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

Background Check

• Obtain a numerical scale reference rating

• Identify an individual’s best job

• Check for idiosyncrasies

• Check financial and personal habits

• Get customer opinion

Physical Examination

It is an examination which evaluates or check the actual efficiency and ability of the Sales Executive

Selection Decision and Job Offer

• Evaluate qualifications in order of importance

• Look for offsetting strengths and weaknesses

• Rank candidates

• If none meet qualifications, may extend search

• May have to offer market bonus (signing bonus) to highly qualified candidates

Legal and Ethical Considerations

• Become familiar with key legislation affecting recruitment and selection

• Conduct job analysis with an open mind

• Job descriptions and job qualifications should be accurate and based on a thoughtful job analysis

• All selection tools should be related to job performance

• 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

Legal and Ethical Considerations