sales and distribution final

8/8/2019 Sales and Distribution Final

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RECRUITMENT OF RECRUITMENT OF

SALES PERSONNEL SALES PERSONNEL

PRESENTED BY: ABHISHEK KUMAR

CHANDAN CHANDRA

DEEPAK SINGH

LALIT VACHALI



RECRUITMENT



IMPORTANCE OF GOODRECRUITMENT/SELECTION PROGRAM

concerns:

´ Qualified Sales people are scarce

´ Sales f orce perf ormance gets aff ected

´ Image of company depends on sales people.

´ Bad selection promotes cost increase

´ Sales f orce turnover is high

´ Sales managers are no better than their sales f orce

Measures:´ Selecting candidates f rom large data base

´ Selecting people f rom right attitude and skill set



SALES FORCE STAFFING PROCESS

´ Planning

´ Recruiting

´ Selecting

´ Hiring

´ Assimilation



PLANNING

Establish

responsibility

Decide thenumber of

sales

people

needed

Outline the

type of

sales

people

needed




´ Planning

« Establishing Responsibility f or

Recruiting

´ Responsibility to decide, depending

upon size, culture and org anization

´ HR dept. usually does the initial

screening and

´ The Sales Manager does the Final hiring decision




´ Planning

« Establishing Responsibility f or

Recruiting

« Determine the number of

people needed

« Outline type of sales people

needed

´ Decide with financial year

´ Also review f or any change in

Marketing Plan to be made in

future

´ HR and sales manager work

together

JOB ANALYSIS JOB DISCRIPTION JOB QUALIFICATION




´ Planning

´ Outline type of sales people

needed

« Conduct Job Analysis

´ Analysis of environment

´ Determine duties and

responsibilities

´ Job analysis is done by sales team,

HR or consultant




´ Planning:

Outline type of sales people

needed


« Prepare Job Description

´ Put the Job Description in writing

Title

Reporting relationship

Type of product

Type of customer

Duties and responsibilities

Job demand

Technical requirement

Location and geography




´ Planning:

Outline type of sales people

needed


« Prepare Job Description

« Determine Hiring

Qualifications

´ Most difficult part of Selection

´ A f ew generally accepted

Characteristics

« job traits

« Analyze history

« customer




´ Planning

´ Recruiting




´ Planning

´ Recruiting

« Identif y Sources

« Select Sources« Contact the Recruits




´ Planning

´ Recruiting

« Identif y Sources

« Select Sources« Contact the Recruits

´ Sources

« Ref errals

² Current Employees

« Internet

« Educational Institutes

« Advertisements

« Agencies

« Part Time worker




´ Planning

´ Recruiting

´ Selecting

´ Hiring

´ Assimilation



SELECTION



SELECTIONS OF SALES PERSONALS

The worst mistake a manager can make is to make a bad hire

---Anonymous---



CompensationCompensation(trainee average)(trainee average) $35,500$35,500

Benefits (approx.21.5% of Benefits (approx.21.5% of

compensation)compensation) 7,6007,600

Field ExpenseField Expense 16,00016,000

Direct ExpenseDirect Expense $$59,10059,100

Training CostsTraining Costs 7,1007,100

TOTAL COSTSTOTAL COSTS $66,200$66,200

Source: Dartnell¶s Sales Force Compensation Survey

FIRST YEAR COST OF ASALESPERSON IN THE U.S.



FIGURE : A MODEL FOR SELECTING SALESPEOPLE

Direct recruit to controllocation or phone number

Complete applicationblanks

Conduct screeninginterviews

Check credit andbackground

Complete psychologicaland achievement tests

Secondary interviews

Make offer for salesposition

Physical exam

Measure subsequentsuccess on the job

HiringHiringcriteriacriteria

for for salessales jobs jobs

usedusedtoto

guideguideselectionselection

processprocess

Modify hiringcriteria, tests or

Interview procedures RejectReject



SELECTION TOOLS

´ Application blanks

´ Personal interviews

´ Psycholog ical tests

´ Ref erences and creditreports

´ Assessments tests



APPLICATION BLANKS




APPLICATION BLANKS

´ Application blanks « It is also known as personal-

history record

« Inf ormation Asked f or on

Application Blanks² Intended use of the

inf ormation by the company

² Personal inf ormation

² Physical characteristics,

experience,

and soc

io-

environmental factors



APPLICATION BLANKS

´ Application blanks ´ Experience involves

« Educational Background

« Work Experience

´ It involves questions on« Offices held in org anisations

« Hobbies and other outside

interests

´ It reveals something about his orher interests, capabilities, and

personality



PERSONAL INTERVIEWS





PERSONAL INTERVIEWS



´ It determines

« Conversational ability, speaking voice, and social intelligence

« Certain personality traits

´ Aimed at learning 4 ma jor points

« Is this person capable of excelling at this job?

« How badly does this person wantthe job?

« Will the job help this person realizehis or her goals?

« Will this person work to his or herfullest ability?



PERSONAL INTERVIEWS



´ Improving validity of the

interviews

« Thorough review of the

applicant·s resume or

application bef ore proceeding

further in the selection process

« More than one interview at

diff erent place with diff erent

interviewer

« Standardized ratings to be used

« Training of interviewers



PERSONAL INTERVIEWS



´ Interview Structure

« Guided interviews

« Nondirected interviews

´ Interview Focus

« Behavior-Based interviews

« Perf ormance-Based Interviews

« Stress Interviews



QUESTIONS FORTRADITIONAL VS BEHAVIOR-BASED

Do you get along with

people?

What qualities do you think

are important for success inthis job?

What is your biggest

weakness?

Tell me about any incident in

your last job that caused

conflict with a customer.

What did you do to work it

out?

Give me a specific example

of a job situation in which

you had to use your

problem-solving abilities

Tell me about your greatest

failure



TIMING AND METHOD OF THEINTERVIEW



´ During Initial Screening

« Interviewer should disclose a brief job description

« Ask f ew questions concerning theminimum requirements of the

candidates« Through telephonic interview, face-

to-face interview (Lasts f or 15-20 min), videconf erencing interview

´ At later stages

« More time is spent with the

candidates to know them well



PSYCHOLOGICAL TESTING










´ Leg al aspects of testing

´ A f ramework of testing

« Selecting and developing tests

´ Problems in testing







´ Mental Intelligence Tests

´ Aptitude Tests

´ Interest Tests

´ Personality Tests

´ Selecting and developing tests



REFERENCES AND OTHER OUTSIDESOURCES







REFERENCES AND OTHER OUTSIDESOURCES





´ Ref erences

« Leg al considerations

´ Background check



JOB OFFER DECISION








JOB OFFER DECISION






´ Ranking the recruits

´ Communication with applicants

´ Extending the off er

« What will be included

« How will off er be extended



SOCIALIZATION AND ASSIMILATION

´ Pre entry socialization

´ Assimilation of new hires

´ Relationships´ Mentoring new employees

´ Meeting social and psycholog ical needs



RECRUITMENT, SELECTION ANDTRAINING OF SALES PERSONNEL

sales and distribution final

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