Chapter 4: planning for and recruiting successful salesforce

PPT for lecturer

1. CHAPTER FOUR PLANNING FOR AND RECRUITING SUCCESSFUL SALESPEOPLE 1

2. WHAT IS RECRUITMENT? Recruitment is the process where the prospective candidates are found and encouraged to apply. Recruitment is attracting of competent sales persons to fill the right sales vacant position/s. THE PURPOSE: what is the purpose of recruitment? attract potential sales person to fill-up the sales vacant position When ….the right person is said to be placed to the right job? Job competency=actual competency 2

3. ……… When recruitment and selection is said to be Good? Fits the right person to the right job, thereby: increasing job satisfaction and reducing personnel turnover. Costs are reduced….. turn over and training Recruitment includes four main activities: Identify vacant job Identifying source of recruits Evaluating and selecting source of recruitment Contacting candidate’s through selected source 3

4. 4.2 RECRUITMENT AND SELECTION PROCESS Step 1: Planning for Recruitment and Selection The key tasks in planning: TASK 1: CONDUCTING A JOB ANALYSIS What is job analysis? collection of information about the job: It entails an investigation of the tasks, skills, expected behavior, duties, and responsibilities of the job. WHY JOB ANALYSIS IS IMPORTANT?.... understand the job …. Identify crucial performance for success. 4

5. Cont’d…from job analysis A proper job analysis involves following steps: Analyze the working environment information about the duties and responsibilities information should be obtained from (a) salespeople ; (b) customers ; (c) sales manager ; and (d) other marketing executives ,. Spend time making calls with several salespeople, observing and recording the various tasks of the job as they are actually performed. 5

6. Cont’d…from Planning TASK 2: PREPARING A JOB DESCRIPTION Job title Duties, tasks, and responsibilities of the salesperson Administrative relationships indicating to whom the salesperson reports Types of products to be sold Customer types Significant job-related demands such as mental stress, physical strength TASK 3: PREPARING A JOB QUALIFICATION 6

7. Cont’d…from Planning TASK 4: RECRUITMENT AND SELECTION OBJECTIVES The following general objectives: Determine present and future needs in terms of numbers and types of salespeople. Meet the company’s legal and social responsibilities regarding composition of the salesforce. Reduce the number of under-qualified or overqualified applicants. Increase the number of qualified applicants at a specified cost. Evaluate the effectiveness of recruiting sources and evaluation techniques. 7

8. Cont’d…from Planning TASK 5: RECRUITMENT AND SELECTION STRATEGY The considerations: When will the recruitment and selection be done? How will the job be portrayed? How will efforts with intermediaries, such as employment agencies and college placement centers, be optimized? What type of salespeople will be hired when developing an international salesforce? How much time will be allowed for a candidate to accept or reject an offer? What are the most likely sources for qualified applicants? 8

9. STEP 2: RECRUITMENT: Locating Prospective Candidates Recruitment is attracting a pool of applicants for the vacant position. The quality of salesforce group will predict the future successes or problems of the sales organization. The broad sources: internal source of recruitment promotion of employees transferring to the same hierarchy demotion of employees 9

10. Cont’d…from internal source advantage Employees are well-versed little training and guidance is needed Economical Disadvantages: It offer limited scope of recruitment The qualifications, capabilities, and character of sales person may not satisfy the need for potential candidates. 10

11. 2 . External source of recruitment Competitors Non-competing companies Educational institutions Advertisements Employment agencies- Ethio -jobs Self-offer 11

12. Advantages of external sources of recruitment It offer a wide scope of recruitment Find competent employees Disadvantages of external sources of recruitment: It is too costly 12

13. STEP 3: SELECTION: Evaluation and Hiring What is selection? Selection is the process of choosing some out of the total candidates provided by recruitment. The Purpose: to find the most suitable candidates and leave-out of the un-fit candidates . The basic aspects of selection: the number of sales force required Qualities required 13

14. The activities of selection Activity 1: Screening Resumes and Applications The techniques of identifying short-listed applicants: application form. This form should: standardise the format contain statements confirming that the form has been reviewed for fairness and equity Communicate who will see the information Using a scoring procedure Developing talent pool 14

15. The activities of selection Activity 2: Tests Intelligence tests- learning ability Knowledge tests – mkt , prdt , competition Sales aptitude test - innate or acquired social skills and selling know-how as well as tact and diplomacy Vocational interest tests- how interested is in the position Personality tests-how his behavior support for the duties 15

16. The activities of selection Activity 3: Interviews Activity 4: Reference checks Reference checks are generally used to obtain the following information: Employment dates Appraisal of an applicant’s claim against the key selection criteria Estimates of an applicant’s job performance capabilities Employer’s willingness to re-hire the applicant. 16

17. …… Activity 5: Physical examinations Activity 6: MAKING A SELECTION DECISION 17

18. …. STEP 4: INDUCTION AND SOCIALIZATION Industry best practice suggests induction/orientation should involve: conducting a structured induction process that covers tactical and administrative issues using a buddy system obtaining formal feedback from new starters after a specified time in the new role Monitoring and managing probation. STEP 5: Evaluation How was the recruitment and selection operation 18

19. 4.3 Importance of recruitment and selection Stimulate potential candidates place the right person at the right place and time 19