recruitment & selection of sales personnel finale
TRANSCRIPT
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By:Group A1
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Savia DuradoRakesh TomarSheba NairNeville PavriAlok Damle
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Job Analysis Job Description-Job profile Job Specification- Qualification
requirement
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Sales DepartmentPersonnel DepartmentHR Department
It can be a centralized or adecentralized function depending on
the technicality involved
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Pre-recruiting ReservoirCompany Sales PersonnelCompany ExecutivesInternal Transfers
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Direct Unsolicited ApplicationsEmployment AgenciesSalespeople making calls on the
companyEmployees of customersSales executives clubsSales forces of non competing
companiesSales forces of competing companiesEducational InstitutionsOlder persons
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Trade SellingMissionary Selling Technical SellingNew Business Selling
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College RecruitingRecruiting direct – to – consumer
sales personnelRecruiting consultants
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Advertising & PromotionRecruiting Brochures
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A selection system is a set of successive“screens,” at any of which an applicant maybe dropped from further consideration
Design of selection system depends upon theinformation needs & budgetary limitations
Additional increments of information throughsucceeding steps enables increasingly accurateestimates of success & failure probabilities
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Example of a sevenstep Selection System
Preliminary
Interview &Pre-InterviewScreening
FormalApplication
Interview
References &Credit Check
Testing
Physical
Examination
Employment Offer
Reject
TIM
EXPEN
SE
Relative
De
gre
e
of
Pre m nary
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Pre m naryInterview & Pre-InterviewScreening
Purpose:• To eliminate obviouslyunqualified applicants
• To detect the presence orabsence of predeterminedminimum qualifications
Handled by a low paid clerkor secretary& is generally thelowest-cost selection step
The applicant is providedinformation about the
company & general detailsabout selling positions in it.
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FormalApplicationForm
•Amounts to a standardizedwritten interview
•Decisions to include items onthe form should be basedupon analysis of the existingsales force
• Factors differentiating
good, average, & poorperformers should be onthe application form
• A objective personalhistory scoring should beestablished dependingupon trustworthystandards
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Who should do the interviewing? Usually several persons interview& evaluate
each applicant
How many interviews? Depends upon selling style, no higher in
specialized selling than routine trade selling
Interviewing the spouse
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The informal, unplanned interview has given way inmost companies to newer techniques..
1. Patterned interview- Prepared outline of questions
2. Nondirective interview- Applicant speaks freely &
experts Probe individual’s personality in depth3. Interaction (stress) interview- Simulates the actual
stresses in actual selling, helps to size up sellingability
4. Rating scales- Interviewer’s ratings are channeledinto a limited choice of responses
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References &Credit Checks
REFERENCESSources for candidappraisals:
1.Present or formeremployers
2.Former customers
3.Reputable citizens
4.Mutual acquaintances
CREDIT CHECKS
Information on all
aspects of theapplicant’s behavior,non financial as well asfinancial, needsconsidering
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Types of PsychologicalTests
• Tests of ability•Mental ability(Intelligence tests)
•Special abilities(Aptitude tests)
• Tests of habitualcharacteristics
•Include attitude,personality, &interest tests
•Interest tests
•Achievement tests
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Appropriate selection
procedures, & their skillfulexecution , result in greaterselling efficiency
High grade salesperson isproduced.Good selection fits the rightperson to the right job,thereby increasing jobsatisfaction & reducing thecost of personnel turnover
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• Name: India Bulls• Division: Financial Securities• Approx. T/O = 7000 – 8000 cr (Annual)• Need for Sales Personnel = for sale of Financial
Securities, equity, commodity derivatives (main
product = DEMAT A/Cs)• Total Expenditure on Recruitment & selection of SalesPersonnel = 20 – 25% of the Annual T/O
• Best Method of Recruitment = Head Hunting• Level of Designations for which the process takes place
:-
Relationship Managers, Sr. Relationship Managers &AVP (Asst. VP)• Have their OWN set of Application & Selection forms
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• Internal Sources :• Other Branches• Databases (updated annually)• Colleagues, ex-employees• External Sources:• Job Portals• Specialized Head hunting dept• Advertisement (done once annually)•
Campus Recruitments (they have tie-upswith various management schools)
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Selling skillsProper / good representation of productsPersuasive / Convincing skills
Good Voice / Tone / mode of TalkingConfidenceMin Revenue to be generated = 5 times
the salary of the sales person
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• Full – time MBA graduates• Candidates with compulsory knowledge
of local language.
• Experience & Revenue Generation areimportant characteristics.
• Minimum Work Experience Required:Relationship Managers = 1 – 2 yrs
Sr. Relationship Managers = 2 – 3 yrsAVP (Asst. VP) = 4 – 5 yrs
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• Only the HR dept contributes to theprocess of the recruitment &selection of sales personnel. But this
is wrt only the 1st round.• The second round involves also the
senior management ie., the EVP &
the VP. The senior management.
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Reference ChecksCollection & Verification of
documentsSAP entries are done (history checks)
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Tracking Telephonic Interview Personal Interview
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MAIN round.Personal interview round.Unstructured InterviewFor 1 position 5 - 10 candidates are
short-listed.
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Psychological Tests conducted bytraining dept
No Medical Tests conducted
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Relationship Managers = 2 – 3 lakhsp.a.
Sr. Relationship Managers = 3 – 3.6
lakhs p.a.AVP = 4 lakhs p.a.
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Elder is engaged in
manufacture of a wide range of pharmaceuticalproduct through research and development
manufacturing and marketing of diverseproducts through licensing agreements withinternational pharmaceutical companies.
manufacturing of active pharmaceuticalingredients
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• Elder is into personal care andhealthcare/functional products:
– Fair One cream
– Tiger balm– AMPM Mouth wash
• Senior sales manager and HR are responsible
for the process of recruitment and selection.• The process is centralized.
• Sources for the purpose of recruitment:– They are Internal & external both.
– We ask for consultants to do it for us in caseof SE/ASM and above.
– For SO/ISR, we get it done at ASM level.
In their view personal interview is the most
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In their view, personal interview is the mostefficient method of recruitment as it gives theman opportunity to assess the candidate optimally.
They also maintain a pre-recruitingdatabase/reservoir for the purpose of newrecruits.
Special skill, qualification, experience orbehavioral pattern that they look for in a potential
sales recruit:
• Persuasiveness• Experience• Discipline
Approximately 20% of their total turnover is spenton advertising/ promotional activities for the same
Steps involved in the selection process:
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Steps involved in the selection process:• CV Shortlist• Personal Interview• Offer letter
Sales Manager and HR conduct the preliminaryinterviews in the organization
Age forms an important criterion while
evaluating a candidate during an interview. They conduct 10 interviews to select 2 before
the final selection
They prefer Stress technique and SRT (Situation
reaction Test) for the above purposes.
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Elder generally do not do a reference/creditcheck of the candidate after selection.
Since good health is important to a salesman’ssuccess, a physical examination is also neededbefore the final decision..