Date post: | 14-Apr-2018 |
Category: |
Documents |
Upload: | charu-modi |
View: | 222 times |
Download: | 0 times |
of 22
7/30/2019 Sales force Recruitment Planning and Selection Process
1/22
STAFFING THE SALESFORCE
7/30/2019 Sales force Recruitment Planning and Selection Process
2/22
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.
7/30/2019 Sales force Recruitment Planning and Selection Process
3/22
(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.
7/30/2019 Sales force Recruitment Planning and Selection Process
4/22
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.
7/30/2019 Sales force Recruitment Planning and Selection Process
5/22
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.
7/30/2019 Sales force Recruitment Planning and Selection Process
6/22
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.
7/30/2019 Sales force Recruitment Planning and Selection Process
7/22
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.
7/30/2019 Sales force Recruitment Planning and Selection Process
8/22
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
7/30/2019 Sales force Recruitment Planning and Selection Process
9/22
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.
7/30/2019 Sales force Recruitment Planning and Selection Process
10/22
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
7/30/2019 Sales force Recruitment Planning and Selection Process
11/22
(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.
7/30/2019 Sales force Recruitment Planning and Selection Process
12/22
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
7/30/2019 Sales force Recruitment Planning and Selection Process
13/22
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
7/30/2019 Sales force Recruitment Planning and Selection Process
14/22
SOURCES OF RECRUITS
INTERNAL SOURCES
Internal recruitment sources come from inside the company:
Current Employees.
Promotions.
Transfers.
7/30/2019 Sales force Recruitment Planning and Selection Process
15/22
EXTERNAL SOURCES
Advertisements
The Internet.
Employment agencies.
Radio and television.
Competitors Customers, non-competitors
colleges and universities
Job Fairs
7/30/2019 Sales force Recruitment Planning and Selection Process
16/22
( 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.
7/30/2019 Sales force Recruitment Planning and Selection Process
17/22
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
7/30/2019 Sales force Recruitment Planning and Selection Process
18/22
2. Selection Decision
Which applicants are to be selected?
7/30/2019 Sales force Recruitment Planning and Selection Process
19/22
(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,
7/30/2019 Sales force Recruitment Planning and Selection Process
20/22
b. Acceptance of the job
Job offers are initially made over the telephone and
then formal letter is rendered if accepted by the candidate.
7/30/2019 Sales force Recruitment Planning and Selection Process
21/22
(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.
7/30/2019 Sales force Recruitment Planning and Selection Process
22/22
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.