Recruiting & Selection

Evaluate the Sources

Tap identified sources and build a
supply of prospective sales
personnel
Select those who have highest
probability of success
 Pre-recruting Reservoir
It is file of individuals who might be
recruited when the need arises.
The names are added from different
sources
Volunteer walk-ins
Inquiries about job
Sales executive’s contact
Sources of Sales Force Recruits
Sources Within the Company
Sources Outside the Company
Sources Within the Company

Company sale personnel

Company executives
Internal transfers

Sources Within the Company

Sources outside the Company
Direct unsolicited applications
Employment agencies
Sales people making call to the
company
Employees of customers
Sales executives’ club
Sales force of noncompeting companies
Sales force of competing companies
Educational institutions
Older persons
 Recruiting Efforts
Personal Recruiting
Indirect Recruiting
Recruiting Brochures
 Selecting
Sales Personnel
 Selection System
Employment Offer

Physical
Examination

Testing

EXPENSE
References &
Credit Check

Interview (s)

eer ged evi t al e R

ss enl uf pl eh f o
Formal
Application

Preliminary Interview
& Pre-Interview
Screening
Reject
TIME
 Preliminary Interview & Pre-Interview
Screening
 Pre-interview screening is for the purpose of eliminating
unqualified applicants.
 Such types of interviews can be handled by the low-paid
clerk or secretary.
 Here the questions about the company and the job are
answered and the employees determine whether the
applicant meets minimum qualification.
 Thus it is generally a low cost selection process.
 Ifthis hurdle is passed & the applicant expresses interest,
he or she has to go for next selection process
 Employment Offer

Physical
Examination

Testing

EXPENSE
References &
Credit Check

Interview (s)

eer ged evi t al e R

ss enl uf pl eh f o
Formal
Application

Preliminary Interview
& Pre-Interview
Screening
Reject
TIME
 Formal Application
 It serves as a central record for all pertinent information
collected during the selection process.
 Is filled out by the applicant personally or by an interviewer.
 Such application forms includes details like:
- Personal Data
- Present job
- Education
- Employment status
- Previous position
- Records of earnings
- Reasons for living last job
 After evaluating this form an applicant is either selected or
rejected as per the companies selection criteria’s.
 Employment Offer

Physical
Examination

Testing

EXPENSE
References &
Credit Check

Interview (s)

eer ged evi t al e R

ss enl uf pl eh f o
Formal
Application

Preliminary Interview
& Pre-Interview
Screening
Reject
TIME
 The Interview
 Most widely used selection step.
 Effective way of obtaining certain information and satisfactory
way of judging an individuals ability in
oral communication
personal appearance and manners
attitude towards selling & life in general
reaction to obstacles presented face to face
personal impact on others
 Who should do the interviewing?
- In large organization several persons sit for
interviewing
- firstly, district or branch sales manager
- then by the authorities at regional office
Cont…
 How many interviews?
 Interviewing the spouse
 Interviewing Techniques
- Patterned interview
- Nondirective interview
- Interaction (stress) interview
- Rating Scales
References & Credit Checks
References :
References provide information on the applicant not available from
available sources.
 References fall into four classification:
- Present or former employers
- Former customers
- Reputable citizens
- Mutual acquaintances

Credit Checks:
 Credit files are compiled by local credit bureaus, and special credit
reports and thus analyzing them executives look for the danger signals.
 Psychological tests
 In recent years more & more companies have tended either to
abandon or to rely less upon psychological tests as an aid in
making selection decision.
 The reasons for this are:
- difficulty in validating psychological tests
- difficulty in securing the empirical data to prove
that the results are predictive or not
 Types of tests:
- Test of Ability
- Test of Habitual Characteristics
- Interest tests
- Achievement tests
 Physical Examinations
 Since
good health is important to a salesperson’s
success, most companies require physical
examination.

 becauseof the relatively high cost, the physical

examination generally is one of the last steps.
Building Sales Training programs
There are several types of sales training
programs.
The most comprehensive and longest is
the training program for newly recruited
sales personnel.
Building a sales training program requires
five major decisions. Specialists refer to
these decisions as A-C-M-M-E decisions-
aim, content, methods, execution, and
evaluation.
 Defining training aims

 Identifying sales training needs

 Job specifications
 Trainee’s background and experience
 Sales related marketing policies
 Identifying continuing training needs

Cont…
 Deciding training content
1. Product data
2. Sales technique
3. Markets
4. Company information
TRAINING METHODS

The lecture
The personal conference
Demonstration
Role playing
Case discussion
Impromptu discussion
Gaming
On the job training
Programmed learning
Correspondence courses
Group versus individual training methods
CONCLUSION
PHILOSOPHIES OF SALES TRAINING

 Conditioned response philosophy

 Insight response philosophy

 Which philosophy is most appropriate ?

 Trade or Missionary

 New Business or Technical

ORGANIZATION OF SALES TRAINING
1) Who will be the trainees?

2) Who Will do the training ?

3) When will the training take places ?

4) Where will the training site be ?

1. Who Will Be the Trainees?

 Initial sales trainees

 Continuing sales trainees

2. Who Will Do the Training ?

 Initial sales training

− Line Function
− Staff Function

 Continuing sales training

 Sales training staff

 Training the sales trainers

 Outside experts
 3. When Will the Training Take Place ?

 Timing group versus individual

training
 Timing Initial Sales training
Program

- Larger
- Smaller
- optimum
 Timing Continuous Sale training
Program
4. Where Will the Training site Be ?

 Centralized Method
− Advantage
− Disadvantage
− Use
 Decentralized Method
− Advantage
− Disadvantage
− Use
Instructional materials & training
Aids

1. Materials
2. Other printed materials
3. Training aids
4. Advance assignments
EVALUATING SALES TRAINING
PROGRAMS
 Comparison
 Written tests
 Observer with trainee in field
 Tests and Examination
 Role playing assignment
 Evaluating by each other
 Sales record and market share
CONCLUSION
REFERENCES
• Still, Cundiff, Govoni, Sales Management,
Decisions, strategies and cases, 5th edition, Prentice
Hall of India Private Limited, New Delhi, 1997
THANK YOU