recruitment & selection of sales personnel finale

8/7/2019 recruitment & selection of sales personnel finale

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By:Group A1



Savia DuradoRakesh TomarSheba NairNeville PavriAlok Damle



Job Analysis Job Description-Job profile Job Specification- Qualification

requirement



Sales DepartmentPersonnel DepartmentHR Department

It can be a centralized or adecentralized function depending on

the technicality involved



Pre-recruiting ReservoirCompany Sales PersonnelCompany ExecutivesInternal Transfers



Direct Unsolicited ApplicationsEmployment AgenciesSalespeople making calls on the

companyEmployees of customersSales executives clubsSales forces of non competing

companiesSales forces of competing companiesEducational InstitutionsOlder persons



Trade SellingMissionary Selling Technical SellingNew Business Selling



College RecruitingRecruiting direct – to – consumer

sales personnelRecruiting consultants



Advertising & PromotionRecruiting Brochures



A selection system is a set of successive“screens,” at any of which an applicant maybe dropped from further consideration

Design of selection system depends upon theinformation needs & budgetary limitations

Additional increments of information throughsucceeding steps enables increasingly accurateestimates of success & failure probabilities



Example of a sevenstep Selection System

Preliminary

Interview &Pre-InterviewScreening

FormalApplication

Interview

References &Credit Check

Testing

Physical

Examination

Employment Offer

Reject

TIM

EXPEN

SE

Relative

De

gre

e

of

Pre m nary



Pre m naryInterview & Pre-InterviewScreening

Purpose:• To eliminate obviouslyunqualified applicants

• To detect the presence orabsence of predeterminedminimum qualifications

Handled by a low paid clerkor secretary& is generally thelowest-cost selection step

The applicant is providedinformation about the

company & general detailsabout selling positions in it.



FormalApplicationForm

•Amounts to a standardizedwritten interview

•Decisions to include items onthe form should be basedupon analysis of the existingsales force

• Factors differentiating

good, average, & poorperformers should be onthe application form

• A objective personalhistory scoring should beestablished dependingupon trustworthystandards



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 inmost companies to newer techniques..

1. Patterned interview- Prepared outline of questions

2. Nondirective interview- Applicant speaks freely &

experts Probe individual’s personality in depth3. Interaction (stress) interview- Simulates the actual

stresses in actual selling, helps to size up sellingability

4. Rating scales- Interviewer’s ratings are channeledinto a limited choice of responses



References &Credit Checks

REFERENCESSources for candidappraisals:

1.Present or formeremployers

2.Former customers

3.Reputable citizens

4.Mutual acquaintances

CREDIT CHECKS

Information on all

aspects of theapplicant’s behavior,non financial as well asfinancial, needsconsidering



Types of PsychologicalTests

• Tests of ability•Mental ability(Intelligence tests)

•Special abilities(Aptitude tests)

• Tests of habitualcharacteristics

•Include attitude,personality, &interest tests

•Interest tests

•Achievement tests



Appropriate selection

procedures, & their skillfulexecution , result in greaterselling efficiency

High grade salesperson isproduced.Good selection fits the rightperson to the right job,thereby increasing jobsatisfaction & reducing thecost 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 SalesPersonnel = 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-upswith various management schools)



Selling skillsProper / good representation of productsPersuasive / Convincing skills

Good Voice / Tone / mode of TalkingConfidenceMin 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 areimportant characteristics.

• Minimum Work Experience Required:Relationship Managers = 1 – 2 yrs

Sr. Relationship Managers = 2 – 3 yrsAVP (Asst. VP) = 4 – 5 yrs



• Only the HR dept contributes to theprocess 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 ChecksCollection & Verification of

documentsSAP entries are done (history checks)



Tracking Telephonic Interview Personal Interview



MAIN round.Personal interview round.Unstructured InterviewFor 1 position 5 - 10 candidates are

short-listed.



Psychological Tests conducted bytraining dept

No Medical Tests conducted



Relationship Managers = 2 – 3 lakhsp.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 pharmaceuticalproduct through research and development

manufacturing and marketing of diverseproducts through licensing agreements withinternational pharmaceutical companies.

manufacturing of active pharmaceuticalingredients



• Elder is into personal care andhealthcare/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 caseof SE/ASM and above.

– For SO/ISR, we get it done at ASM level.

In their view personal interview is the most



In their view, personal interview is the mostefficient method of recruitment as it gives theman opportunity to assess the candidate optimally.

They also maintain a pre-recruitingdatabase/reservoir for the purpose of newrecruits.

Special skill, qualification, experience orbehavioral pattern that they look for in a potential

sales recruit:

• Persuasiveness• Experience• Discipline

Approximately 20% of their total turnover is spenton advertising/ promotional activities for the same

Steps involved in the selection process:



Steps involved in the selection process:• CV Shortlist• Personal Interview• Offer letter

Sales Manager and HR conduct the preliminaryinterviews 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/creditcheck of the candidate after selection.

Since good health is important to a salesman’ssuccess, a physical examination is also neededbefore the final decision..

recruitment & selection of sales personnel finale

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