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MEANING OF RECRUITMENT

The process of finding and hiring


the best-qualified candidate (from
within or outside of an organization)
for a job opening, in a timely and
cost effective manner. The
recruitment process includes
analyzing the requirements of a job,
attracting employees to that job,
screening and selecting applicants,
hiring, and integrating the new
employee to the organization.
Other definitions
Recruitment is the function
preceding the selection which
helps create a pool of
prospective employees for the
organization so that the
management can select the right
candidates from this pool
Difference B/W Recruitment and
selection

RECRUITMENT SELECTION
• A positive process • A negative process as it
i.e. encouraging involves rejection of the
unsuitable candidates.
more and more
• Is concerned with
employees to apply selecting the most
• Is concerned with suitable candidate
tapping the sources through various
of human resources interviews and tests
• Results in a contract of
• There is no contract service between the
of recruitment employer and the
established in selected employee
recruitment
PLANNING FOR RECRUITMENT
The process begin with the analysis of
the annual turnover of salespeople of
a company to arrive at a sales
manpower forecast. The forecast
determines the number of
salespeople required by the
organization . A sales manager
should look at the long and short-
term hiring objective of the
organization when deciding the
number of new sales staff.
STRATEGIC POSITION ANALYSIS

The
determination
of performance
measure
The
Critical success
establishment
factor
of
performance

The performance
The dimension of the
operationalization The determination position
of the
performance
measure
dimension
 Turnover is defined as the average
percentage of the sales force that leave a
sales organization in a given period of time.
 Turnover is a reality in any sales
organization as employees leave the
organization of various reason.
 Turnover is not harmful for a company as
employees with a poor performance record
leave the company
 An analysis of the sales force turnover
includes the field sales force staff in the
telemarketing department, support staff, and
the account managers.
JOB ANALYSIS
 Job Analysis is a method of collecting and
studying about the information related to a
particular job. It includes the operations and
tasks of a specific job.
 Another meaning of Job analysis is a
complete examination of activities in a job. It
can be considered a technical procedure that
can be used to classify the duties and
responsibilities of a job.
 It can also be defined as a group of tasks
which can be performed by a lone employee
towards the production of some services or
products of an organization.
JOB ANALYSIS
METHOD

OBSERVATION INTERVIEW QUESTIONNAIRE TECHNICAL


DIARY
CONFERENCE
JOB
DISCRIPTION
 This is a very vital document which is usually explanatory
in nature. It consists of both organizational as well as
functional information. It provides information as to the
scope of activities, position of the job and the
responsibilities. It gives the employees a very clear
picture of what is required of him to meet the goals of his
job. A good Job Description must consist of the following:
1. It should include the nature and scope of the job along with
accountability.
2. A good Job Description should be lucid about the position,
responsibilities and duties.
3. The complexity of the job.
4. The amount of skills required for that particular job.
5. How far are the problems consistent?
6. The level of responsibility the worker has for each stage of work.
JOB
QUALIFICATION
A job qualification refers to the
aptitude , the skills, the knowledge,
and the personality traits required
to perform the job successfully. The
strategic position analysis helps in
determining the job qualification
which serve as the selection criteria
for hiring the best talent.
EXAMPLE OF JOB QUALIFICATION
AND DISCRPITION
• JOB.jpg
• JOB2.jpg
• https://www.naukri.com/sales-jobs
• http://www.sarkariresult.com/hssc/022018.p
hp
SALES FORCE
RECURITMENT
 Recruitment forms the first stage in the process of hiring
a sales force and its followed by selection and ends with
placement and socialization
 The purpose of recruitment is to locate the sources of
manpower to meet the job requirement and the man
specification
 Recruitment is defined as the process of generating a
pool of qualified candidates for a particular job
 Its aim to attract qualified job candidates for particular
job. The word ‘QUALIFIED’ is important because
attracting unqualified applicants is waste of time and
resource for an organization.
INTERNAL SOURCE OF
RECRUITMENTS
Internal sources of recruitment involve
motivating the employees of the
organization to apply for the openings within
the organization. Job openings are informed
to the employees of the same organization
by giving internal advertisements, word of
mouth or communication through the
hierarchy. Many organizations are practicing
this approach to motivate the skilled
employees of the organization, to reduce the
employee turnover, to reduce the cost and to
get a competitive advantage.
Transfers
The employees of the organization are transferred to the
similar jobs of other departments. It may not involve a
change in salary, responsibility, and position of the job.
Transfers help in reducing the boredom and monotony
of the employees or it may be used to fill the
vacancies with suitable internal candidates.
Promotions
Promotions involve vacancies of the organization are
filled by promoting the skilled employees to the
suitable jobs and it can motivate the employees by
giving higher position, increased salary, status, and
responsibility. Promotions can help in reducing
employee turnover by creating the hope of getting
higher positions.

Demotions
Depending on the performance of the employees of the
organizations, sometimes managers have to take
decisions regarding lowering the positions of few
employees of the organization. These employees can
act as a source of recruitment to the lower positions.
Employees of the organization
Employees of the organization communicate or
inform about the vacant positions of the
organization to their friends and relatives. In
many organizations, they allowed referring
potential candidates for the suitable
vacancies.
Retired employees
If the organizations do not find the right persons
to fulfill the key managerial positions then they
call back the retired employees for achieving
the objectives.
Advertisements

Job portals

Company’s
websites
External source of
recruitment Social
networking
sites
Placement
agencies
Job fairs and
walk in
interviews
Campus
interviews
Advertisements
To find the skilled and more efficient manpower giving
advertisement for the vacant job position is the better
way. Advertisements help in attracting the right
candidates and in maximizing brand image.
Advertisements may be given in print media or electronic
media, it gives better results and it is cheaper than
approaching third parties.
Job portals
With the growing technology and internet usage, job
portals are playing a major role in finding right
candidates for right jobs. Job portals can inform up to
date job alerts to the candidates and offer attractive
benefits and packages to the employers. The tools and
techniques used by the job portals highly reduce the
efforts in finding the skilled candidates.
Company’s websites
With the increase in business operations and globalization,
the need for human resources is also increasing day by
day. To face a severe competition and to reduce the cost
during the long run, many companies are setting up their
own websites for finding and attracting candidates with
competitive skills.
Social networking sites
Communicating about vacant positions of the organization
through social networking sites help in motivation and
attracting the highly skilled and more efficient candidates to
apply for the jobs.
Placement agencies
Approaching placement agencies reduces the time and efforts to
find the right candidates from the pool of skilled candidates.
They use various tools and techniques to filter the resumes
and they send it to the companies for further processing. The
main drawback of this method is commission basis on hiring
the candidates.
Job fairs and walk in interviews
Walk in interviews and job fairs are declared and conducted by
companies to find the skilled candidates. Following this
method highly reduces efforts in finding more efficient human
resources for the bulk requirement.
Campus interviews
This is an easy and economical method helps in finding eligible
candidates, through this method organization can find
energetic and more competitive candidates for suitable
vacancies, this method is beneficial for both the candidates
and companies.
SELECTION OF A
SALESPERSON
FACTORS RELATING TO THE
APPLICANT
Selling aptitude of the candidate.

Education and training.

Basic knowledge of psychology.

The physical, mental, and socialization qualities.

Age and life cycle stage.

The family background.


SELECTION PROCEDURE
Sales managers follow a selection procedure for recruiting employees
to their organizations. The procedure includes-
• Inviting a blank application
• Personal interviews
• Reference checks
• Physical examinations
• Psychological tests
• Intelligence
• Personality
• Aptitude and skills
• Determination of terms of service
• Appointment
• Initial orientation
APPLICATION FORMS
 Companies have their standard application forms,
which record individual applicants.
 A well designed application form ensures that same
information about all candidate is obtained.
 Application forms ask for candidates physical
condition ,family status ,education ,work experience
,participation in social events , and hobbies.
 Screening of applications is necessary when a large
number of applicants are available.
 This helps managers to prepare for interviews with job
candidates.
PERSONAL INTERVIEWS
Sales managers conduct personal interviews to
gain an insight into applicant’s mental abilities
and personality.
It also helps sales manager to assess the
applicant’s personality ,the level of appearance
and intelligence ,communications skills ,the
degree of sociability among peers ,aggression
level ,empathy ,ambition , and other personality
elements necessary to smoothly conduct the
sales job.
 STRUCTURED INTERVIEW
Structured interviews are valid predictors of job performance. Here the interviewer
uses a prepared outline of questions designed to get specified answers.

FORMAT OF A STRUCTURED INTERVIEW

TYPE EXAMPLE
You have planned a holiday and suddenly you remember
SITUATIONAL that you were supposed to meet a client at the same
time. This has somehow slipped from your mind last
night when you made the day plan . What should you
do in this case?

JOB KNOWLEDGE What is the correct procedure for closing a sale for a
service and how different do you think it is from
closing a sale for a fast moving consumer good?

SALESPERSON’S Some periods of the year are really hell due to


REQUIREMENT the seasonality of demand and a salesperson
has to work overtime on the job , what do you
think about working overtime?
REFERENCE CHECK
 Applicants submit references ,which are always good
and positive.
 Checking references with little resourcefulness can
ensure the accuracy of the factual data about the
applicant.
 A reference check can help in supplying the information
and opinion about the applicant’s aptitude and past job
performance.
 In reference check an applicant is asked to give some
referees and the interviewer is free to take the opinion
of all or any one of the referees.
PHYSICAL EXAMINATIONS
Physical examinations is an expensive process.

It includes testing of weight ,height ,blood


pressure ,heart beat ,E.N.T. testing ,blood and
urine ,neuro-psychiatric tests ,and previous
medical treatment history of candidate.

This test helps in assessing the set of diseases that


the salesperson is carrying to the organization.
PSYCHOLOGICAL TESTS
 This test aims at measuring the mental ability and
personality characteristics of a salesperson.
 The tests can be grouped into 3 broad categories:
• Intelligence tests: It measures the overall intellectual
capacity of a salesperson which includes the test of
memory ,word fluency ,and inductive learning.
• Aptitude tests: These are conducted to detect if there
is any problem in the person’s sensory process and
intellectual capabilities.
• Personality tests: It aims at measuring non-intellectual
characteristics.
• Achievement tests: Measures the skill or knowledge
acquired from training or job.
DETERMINATION OF TERMS OF
SERVICE
• After the candidate has successfully cleared all
the above tests, the terms of service are fixed
for the selected candidates.

• The terms of services are related to


compensation patterns and type including
salary , commission structure , allowance
which are determined before appointment
letter is issued.
APPOINTMENT
• The appointment letter is issued to the selected
salespeople at the end of the selection exercise.

• It contains terms of conditions of service.

• If the selected person is interested to join the


service on the basis of terms of conditions, he is
expected to join duty before the expiry of due
date.
INITIAL ORIENTATION
• It is a process aimed at providing the job
related and organization related information to
the new salesperson.

• Conscious efforts are made to remove the


difficulties experienced by the new salesperson
through proper guidance and counselling.
SOCIALIZATION
• It is defined as the process of orienting a new
salesperson to the sales organization or the territory or
division in which he will be working.

• The process of socialization is divided into 3 stages-


 Anticipatory stage

 Encounter stage

 Setting in
THANKYOU

SUBMITTED BY :- SHOBHAGY GOSWAMI


MONIKA GUPTA

SUBMITTED TO
PROF.MR AMITABH GAUTAM