By:

Group A1
Savia Durado
Rakesh Tomar
Sheba Nair
Neville Pavri
Alok Damle
Job Analysis
Job Description-Job profile
Job Specification- Qualification
requirement
SalesDepartment
Personnel Department
HR Department

Itcan be a centralized or a
decentralized function depending on
the technicality involved
Pre-recruiting Reservoir
Company Sales Personnel
Company Executives
Internal Transfers
 Direct Unsolicited Applications
Employment Agencies
Salespeople making calls on the
company
Employees of customers
Sales executives clubs
Sales forces of non competing
companies
Sales forces of competing companies
Educational Institutions
Older persons
Trade Selling
Missionary Selling
Technical Selling
New Business Selling
College Recruiting
Recruiting direct – to – consumer
sales personnel
Recruiting consultants
Advertising & Promotion
Recruiting Brochures
 A selection system is a set of successive
“screens,” at any of which an applicant may
be dropped from further consideration
 Design of selection system depends upon the
information needs & budgetary limitations
 Additional increments of information through
succeeding steps enables increasingly accurate
estimates of success & failure probabilities
 Employme
Example of a seven nt Offer
step Selection System
Physical
Examinatio
n
Testin
g
References &

Relative Degree of
Credit Check

Interview

EXPEN
Formal

SE
Application
Preliminary
Interview &
Pre-
Interview
Screening
Reject
TIM
Preliminary
Interview & Pre-
Interview
Screening
Purpose:
•To eliminate obviously
unqualified applicants
•To detect the presence or
absence of predetermined
minimum qualifications

Handled by a low paid clerk

or secretary& is generally the
lowest-cost selection step

The applicant is provided

information about the
company & general details
about selling positions in it.
Formal
Application
Form
•Amounts to a standardized
written interview
•Decisions to include items on
the form should be based
upon analysis of the existing
sales force
• Factors differentiating
good, average, & poor
performers should be on
the application form
• A objective personal
history scoring should be
established depending
upon trustworthy
standards
 Who should do the interviewing?
 Usually several persons interview& evaluate
each applicant

 How many interviews?

 Depends upon selling style, no higher in
specialized selling than routine trade selling

 Interviewing the spouse

 The informal, unplanned interview has given way in
most companies to newer techniques..
1. Patterned interview- Prepared outline of questions
2. Nondirective interview- Applicant speaks freely &
experts Probe individual’s personality in depth
3. Interaction (stress) interview- Simulates the actual
stresses in actual selling, helps to size up selling
ability
4. Rating scales- Interviewer’s ratings are channeled
into a limited choice of responses
References &
Credit Checks
REFERENCES
Sources for candid
appraisals:
1.Present or former
employers
2.Former customers
3.Reputable citizens
4.Mutual acquaintances

CREDIT CHECKS
Information on all
aspects of the
applicant’s behavior,
non financial as well as
financial, needs
considering
Types of
Psychological
Tests
•Tests of ability
•Mental ability
(Intelligence tests)
•Special abilities
(Aptitude tests)

•Tests of habitual
characteristics
•Include attitude,
personality, &
interest tests

•Interest tests

•Achievement tests
Appropriate selection
procedures, & their skillful
execution , result in greater
selling efficiency

High grade salesperson is

produced.
Good selection fits the right
person to the right job,
thereby increasing job
satisfaction & reducing the
cost of personnel turnover
• Name: India Bulls
• Division: Financial Securities
• Approx. T/O = 7000 – 8000 cr (Annual)
• Need for Sales Personnel = for sale of Financial
Securities, equity, commodity derivatives (main
product = DEMAT A/Cs)
• Total Expenditure on Recruitment & selection of Sales
Personnel = 20 – 25% of the Annual T/O
• Best Method of Recruitment = Head Hunting
• Level of Designations for which the process takes place
:-
Relationship Managers, Sr. Relationship Managers &
AVP (Asst. VP)
• Have their OWN set of Application & Selection forms
• Internal Sources :
• Other Branches
• Databases (updated annually)
• Colleagues, ex-employees
• External Sources:
• Job Portals
• Specialized Head hunting dept
• Advertisement (done once annually)
• Campus Recruitments (they have tie-ups
with various management schools)
Sellingskills
Proper / good representation of products
Persuasive / Convincing skills
Good Voice / Tone / mode of Talking
Confidence
Min Revenue to be generated = 5 times
the salary of the sales person
• Full – time MBA graduates
• Candidates with compulsory knowledge
of local language.
• Experience & Revenue Generation are
important characteristics.
• Minimum Work Experience Required:
Relationship Managers = 1 – 2 yrs
Sr. Relationship Managers = 2 – 3 yrs
AVP (Asst. VP) = 4 – 5 yrs
• Only the HR dept contributes to the
process of the recruitment &
selection of sales personnel. But this
is wrt only the 1st round.
• The second round involves also the
senior management ie., the EVP &
the VP. The senior management.
Reference Checks
Collection & Verification of
documents
SAP entries are done (history checks)
Tracking
Telephonic Interview
 Personal Interview
MAIN round.
Personal interview round.
Unstructured Interview
For 1 position 5 - 10 candidates are
short-listed.
Psychological Tests conducted by
training dept
No Medical Tests conducted
Relationship Managers = 2 – 3 lakhs
p.a.
Sr. Relationship Managers = 3 – 3.6
lakhs p.a.
AVP = 4 lakhs p.a.
Elder is engaged in
 manufacture of a wide range of pharmaceutical
product through research and development
 manufacturing and marketing of diverse
products through licensing agreements with
international pharmaceutical companies.
 manufacturing of active pharmaceutical
ingredients
• Elder is into personal care and
healthcare/functional products:
– Fair One cream
– Tiger balm
– AMPM Mouth wash

• Senior sales manager and HR are responsible

for the process of recruitment and selection.
• The process is centralized.

• Sources for the purpose of recruitment:

– They are Internal & external both.
– We ask for consultants to do it for us in case
of SE/ASM and above.
– For SO/ISR, we get it done at ASM level.
 In their view, personal interview is the most
efficient method of recruitment as it gives them
an opportunity to assess the candidate optimally.
 They also maintain a pre-recruiting
database/reservoir for the purpose of new
recruits.
 Special skill, qualification, experience or
behavioral pattern that they look for in a potential
sales recruit:
• Persuasiveness
• Experience
• Discipline
 Approximately 20% of their total turnover is spent
on advertising/ promotional activities for the same
 Steps involved in the selection process:
• CV Shortlist
• Personal Interview
• Offer letter

 Sales Manager and HR conduct the preliminary

interviews in the organization
 Age forms an important criterion while
evaluating a candidate during an interview.
 They conduct 10 interviews to select 2 before
the final selection
 They prefer Stress technique and SRT (Situation
reaction Test) for the above purposes.
 Elder generally do not do a reference/credit
check of the candidate after selection.
 Since good health is important to a salesman’s
success, a physical examination is also needed
before the final decision..