Recruitment and Selection

Recruitment

Recruitment is the process of locating

and attracting job applicants

Sources for sales force

recruits
Sources within the company
Company sales personal
-know something about the company
-best for job in remote territories
Company executives
-recommendation of sales manager, president and
other executives
Internal transfers
-other departments and non-selling section of sales
department
-employees have excellent product knowledge

Sources outside the company

Direct unsolicited application
- walk-ins
- Applicants not meeting requirements of job
specification should be rejected
Employment agencies
-job specification should be clear to agencies
-they perform tests, check references for
employer

 Sales people making calls on the

company
Employee of customers
Sales executives clubs
Sales forces of noncompeting
companies
Sales force of competing companies
Educational institutions
Older persons

selection
A selection system is a set of
successive screens, at any of which
an applicant may be dropped from
further consideration
It improves management ability to
estimate success and failure
probabilities

Preinterview screening and

preliminary interview
Purpose of eliminating unqualified applicants
Interview application form detect the presence or
absence of minimum qualification needed
Applicant not possessing minimum qualification
do not get appointment for interview
In preliminary interview questions about the
company and job is asked. Inerviewer determine
whether the applicant possess minimum
qualification or not.
Once passed, applicant is asked to fill formal
application form

Formal application form

It is a standardised written interview
containing information regarding
present job, dependents, education,
employment status, etc.

Interview
Most widely used selection step
Judge an individual ability in oral
communication, personal
appearance and manners, attitude
towards selling and life in general,
reaction to the obstacle presented
face to face and personal impact on
others

Interviewing techniques
Patterned interview
Used a prepared outline of questions
designed to elicit a basic core of information
Nondirective interview
-applicant is encouraged to speak freely
about his or her experience , training and
future plans
-best method for probing an individuals
personality in depth

 Interaction(stress) interview
- Stimulates the stresses the applicant would meet
in actual selling and provides a way to observe
the applicants reaction to them
sell this to me
Rating scales
-interviewers rating are channelled into a limited
choice of responses
Mutual acquaintances
-evaluation of person known to both the applicant
and employer

references
Present or formal employers
Former customers
Reputable citizens
Mutual acquaintances
Credit Check

Psychological tests
Test of ability
-test of mental ability(intelligence)
-test of special abilities(aptitude)
Test of habitual characteristics
-attitude(employees feeling towards
working condition, pay, advancement
opportunities )
-personality(identify person with
abnormal personalities)

 Interest tests
Achievement test
-seeks to determine how much
individuals know about a subject
Physical Examination