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RECRUITMENT OF SALES

PERSONNEL

NATURE OF THE SALES JOB


Taking

their own decisions for planning and


executing the activities.
Getting fewer opportunities for interactions in
person with their supervisors
Sales personnel remaining away from their
home and family for days together

Job

monotony
Sometimes makes sales person disheartened or
discouraged.

SALES PLANNING
I.
Determining the size of the sales force
II. Determining the quality of Sales force
1. 1. Determining the size of the sales force
I.
Incremental method
II. Workload method
III. Sales potential method

DETERMINING QUALITY OF SALES


FORCE

A job

analysis helps in three distinct ways.


Job evaluation
Job description
Job specification

Def-It

is a process of searching for prospective


employees and stimulating and encouraging
them to apply for jobs in an organisation.
Factors affecting Recruitment process
No. of recruits desired
Recruitment sources
Recruitment cost
Size of sales organisation

Rate

of turnover
Forecasted sales volume
Govt policies
Personnel policies of competing organisations
Organisational personnel policies

OBJECTIVES
To attract people with multi-dimensional skills
and experiences that suits the present and future
organizational strategies.
To attract outsiders with a new perspective to
lead the company.
To replace the vacancy created
To infuse fresh blood at all levels of the
organization.
To develop an organizational culture that
attracts competent people to the Company.
To anticipate and find people for positions that
does not exist yet.

RECRUITMENT PROCESS
a)
b)
c)
d)
e)

Planning
Strategy development
Searching
Screening
Evaluation and control

SEQUENCE OF RECRUITMENT PROCESS


1.Planning
1.What

kind of job is to be filled


2.What sort of person would do this job successfully
3.which person is to be recruited out of the selected
applications
1.Job description
2.Person specifications
3.Skill ,experience ,motivation. intelligence
Strategy

Development
What Recruitment sources can be employed to find this person

Searching

Middle management Approval

Use of different sources

Internal sources

Promotions

Transfers

Re employment of former employees

External sources

Advertisements

Emplyment agencies
Reccomendations
College placements
Competing firms
Non competing firms
Self offers

Screening
Elimination begins

Evaluation and control


Of suitable candidates
Cost

1.Job

description
2.Person specifications
3.Skill ,experience ,motivation
I. 4. Advertisements
II. Employment Agencies
III. Educational Institutions
IV. Salesmen of Non-competing Companies
V. Salesmen of Competing Companies

VI Internal Transfers
II. VII Recommendations of Present Salesmen
.6.The one who fits the specifications
I.