sales force recruitment planning and selection process

7/30/2019 Sales force Recruitment Planning and Selection Process

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STAFFING THE SALESFORCE


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SALES FORCE STAFFING PROCESS

Recruitment planning and selection process.

Recruiting a sufficient number of applicants.

Selecting the most suitable applicants.

Hiring the selected candidates.

Socialization of the new recruits.


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(A) RECRUITMENT PLANNING AND SELECTION

PROCESS.

The planning stage

it involves three activities:

1) Establish Responsibility:

- Company has to decide who will be responsible for the various

stages and activities of staffing process.

- the decision may vary, from company to company, depending on

the size and culture of the organization.

- In small organization, staffing decisions are made by the Head

of the organization.

- In medium & large size company, responsibility of identifying &

selecting the sources contacting the recruits, developing a

system of tools and procedure, socialization and assimilation are

made by Human Resource department manager.


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2)Deciding the number of salespeople needed

companys regional and branch sales managers has to plan

their manpower requirements well in advance.

For calculating the number of salespeople needed, each sales

manager should consider the following points:-

CurrentSales Force

Personnel

Hiring,Promotions,

Transfers In

Quits,

Terminations,Promotions,

Transfers Out,

or Retirement

People

Forecasts+

After identifying the number of salespersons needed from

each territory sales manager, the national sales manager

calculates the total number of new salespersons to be hired.


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3. Outline the type of salespeople needed

Finally, at planning stage, a detailed description and

specifications of the salespeople needed. The steps involved inthe process of developing a profile or outline of the type of

salespeople are shown in Fig.

Job Analysis Job Description

Job

Qualifications/

Specifications

Fig. Process of developing sales force profile.


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Ajob analysis refers to the formal study of jobs to define

specific roles or activities to be performed in sales promotions.

The three steps in the job analysis are to:

1. Examine the total sales force and each job, anddetermine how each job relates to other jobs.

2. Select the jobs to be analyzed.

3. Collect the necessary information through observation

of what people actually do in the jobs, interviews of

people in the jobs, and questionnaires completed by

job holders.


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Job descriptions are formal, written statements describing

detailed account of the job.

Well prepared job descriptions generally cover the following

points:

Title of job

Reporting relationship

Types of products and services sold

Types of customers called on

Duties and responsibilities

Location and geographical area to be covered.


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TABLE 8.1 FORMAL JOB DESCRIPTION, TRANSTEX AUTOMOTIVE

SUPPLY CORPORATIONPosition: Sales Representative Reports to:

District Manager

Organizational

Unit:

replacement

Parts Date: (

When Job WasDescribed)

NATURE OF JOB

Responsible for developing new accounts and reaching profitable sales goals in assigned territory.

PRINCIPAL RESPONSIBLITIES

Meeting total sales goals for product lines and individual products.

Maintaining an average of six daily sales calls.

Maintaining an average of one monthly product presentation to wholesalers.

DIMENSIONS

Develop strong promotional support from retail and wholesale customers.

Plan effective territorial coverage resulting in high sales/call ratio.

Inform management of activities by submitting daily and weekly call and sales reports to district manager.

SUPERVISION RECEIVED

General and specific tasks are assigned for each sales period. Every two months work with supervisor

for a

minimum of one day.

SUPERVISION EXERCISED

None


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Job qualification / specifications is a statement of employee

characteristics and qualifications required for satisfactory

performance of defined duties and tasks comprising a specific

job or function.


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TABLE: SELECTED CHARACTERISTICS OF SUCCESSFUL SALESPEOPLE

1. High energy level 7. Good physicalappearance

2. High self-confidence 8. Likable

3. Hardworking 9. Self-disciplined

4. Requires little

supervision

10. Intelligent

5. High perseverance 11. Achievement oriented

6. Competitive 12. Good communication

skills


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(B) RECRUITMENT

Recruitment is the set of activities and processesused to legally obtain a sufficient number ofindividuals in such a manner that the recruits andthe sales forces best interests are taken intoconsideration.


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FIG. MAJOR INFLUENCES AND COMPONENTS OF SALES RECRUITMENT

Sales

HumanResource

Planning

Recruitment

I n t e r n a l

S o u r c e s

E x t e r n a l

S o u r c e s

ApplicantPool

QualifiedApplicant

Pool

EvaluateRecruitment

Results

Selection


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To be an effective recruiter, a sales manager musthave the answer to several questions, including:

How many people do I need to recruit?

Who does the recruiting?

Where do I find recruits?

How can I develop a qualified pool ofapplicants?

How can recruiting programs be evaluated?

RECRUITMENT OF SALESPEOPLE


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SOURCES OF RECRUITS

INTERNAL SOURCES

Internal recruitment sources come from inside the company:

Current Employees.

Promotions.

Transfers.


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EXTERNAL SOURCES

Advertisements

The Internet.

Employment agencies.

Radio and television.

Competitors Customers, non-competitors

colleges and universities

Job Fairs


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( C) SELECTING SALES FORCEThere are two activities in the selection stage:

1. The company should develop a system or process of

tools and procedure for measuring applicants against thejob specifications or qualifications that was developed in

the planning stage.

2. To make the decision on selection.


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Selection of sales personnel refers to the process

of selecting the best available person for the job.

1. Selection Process

1. Screening resumes

2. Application blank

3. Interview

4. Testing

5. Reference check

6. Physical examination


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2. Selection Decision

Which applicants are to be selected?


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(D) HIRING

1. There are two activities in the hiring stage:

(a)Make the job offer:

Compensation as an important factor in job offer

includes salary,

performance-based incentives,

company vehicle,

house-rent allowance,

medical & relocation expense reimbursement,


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b. Acceptance of the job

Job offers are initially made over the telephone and

then formal letter is rendered if accepted by the candidate.


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(E) SOCIALIZATION

Socialization is the process by which salespeoplelearn the sales culture and behaviors appropriate

for their roles in the organization. It continues

throughout a salespersons employment. It involves

teaching new employees, and even current ones,

the appropriate values, norms, attitudes, and

behaviors for the roles play in the sales force.

Socialization is primarily accomplished through thesalespersons interaction with others.


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Properly done the socialization process can help:

1. Increase performance and job satisfaction.

2.Reduce job anxieties and the fear of failure.

3.Reduce turnover.

4. Impart a positive image of the company, job

duties, and future expectations.

5.Save the managers time and thus reduce costs.

sales force recruitment planning and selection process

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