Recruiting and selection process Step-1- Planning for recruitment & selection Job Analysis Job Qualifications Initial

Interview Job Description Recruitment & Selection Objective Recruitment & Selection Strategy Internal Sources Intensive Interview External Sources Testing Background Invest. Physical Exam Selection Decision and Job Offer Step-2- recruitment; locating personal condition step-3- selection; evacuate & hiring Screening Resumes and Applications

Planning for Recruitment and Selection

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Job Analysis: Entails an investigation of the tasks, duties, and responsibilities of the job.

Job Qualifications: Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.

Job Description: A written summary of the job containing the job title, duties, administrative relationships, types of products sold, customer types, and other significant requirements.

Recruitment and Selection Objectives: The things the organization hopes to accomplish as a result of the recruitment and selection process. They should be specifically stated for a given period.

Recruitment and Selection Strategy: The plan the organization will implement to accomplish the recruitment and selection objectives. The sales managers should consider the scope and timing of recruitment and selection.

Sources of Sales Force Recruits

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Pre Recruiting Reservoir Sources within the Company: Company Sales Personnel Company Executives Internal Transfers Sources outside the Company Direct unsolicited Applications Employment Agencies Employees of Customers Sales Force of competing companies Sales Force of non competing companies Educational Institutions

Selection System
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Preliminary Interview & Pre Interview Screening Formal Application Interview(s) Reference & Credit Check Testing Physical Examination Employment Offer

Preliminary Interview & Pre Interview Screening

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Eliminating unqualified Applicants Detects the presence or absence of predetermined minimum qualifications Criteria includes applicants basic qualifications, education, experience, health Questions about the company and the job are answered Applicant fills Formal Application Form for Formal Interviews

Formal Application Form

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Central record for all pertinent information collected during selection process Customized Formal Application form tailored to each companys specific requirement Present job, dependents, education, employment status, time with last employer, previous positions, record of earnings, reasons for leaving the job

Formal Interview
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Most widely selection step & comprises the major portion of selection system Most satisfactory method in judging an individuals ability in oral communication, personal appearance and manners, attitude towards selling & life in general, reaction to obstacles presented face to face and personal impact upon others

Formal Interview
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Who Should do the interview: HR Managers District or Branch Sales Managers Marketing Managers How Many Interviews: Varies with the selling style Depends upon the job profile & Technicality of the job

Interviewing Techniques
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Patterned Interview: Prepared outline of questions designed to elicit a basic core of information Interviewer works directly from the outline and records answers as they are given Non Directive Interview: Applicant is encouraged to speak freely about experience, training & future plans Interviewer just directs the interview Yields maximum insight into an individuals attitudes & interests

Interviewing Techniques
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Interaction (Stress) Interview: Simulates the stresses the applicants would meet in actual selling & provides a way to observe the applicants reactions See how applicant reacts to the surprise situation & to size up to selling ability Rating Scales: Constructed that interviewers ratings are channeled into a limited choice of responses Results in more comparable ratings of the same individual by different interviewers Objectivity restricts precise description of many personal qualities

References
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Reference provides information on the applicant not available from other source References are excellent source for candid appraisals

Four classifications: Present or Former employees Former Customers Reputable citizens Mutual acquaintances

Credit Checks
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Personal Debt records Timely Payments Large debts out standings for longer periods

Psychological Tests
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Different sets of behavior or attributes can lead to successful job performance Test of Ability: Measure how well a person can perform particular tasks with maximum motivation Includes Mental ability (Intelligence Tests) & Tests of Special abilities ( Aptitude Tests) Language usage & Comprehension, & abstract reasoning or problem solving ability

Psychological Tests
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Test of habitual characteristics: Include attitude, personality & interests Moral measuring techniques Ascertain employees feelings towards working conditions, pay, advancement opportunities. Interests Tests: Relationship between Interest & Motivation Among two persons, one with greater interest will be more successful

Physical Examination Offer Letter