ib_hr_it group2

8/8/2019 IB_HR_IT Group2

1/38

Sales Management 1 Hiring for Sales

INSTITUTE OF MANAGEMENT TECHNOLOGY, GHAZIABAD

PROJECT

ON

Hiring for Sales

Under the Guidance of

Dr. Sanjeev Prashar

Submitted by:

Group 2

Nishant Dubey 09IT-016

Omer Mohd Saber 09IT-017

Pranav Berry 09IT-031

Apoorv Dhawan 09IT-033

Kartik Satija 09IT-034


2/38


Table of Contents

INTRODUCTION ....................................................................................................................................... 3

Companies Perspective on HIRING FOR SALES ...................................................................................... 13

INDUSTRY: FMCG ...................................................................................... ............................................ 13ITC ..................................................................................................................................................... 13

INDUSTRY: FINANCIAL SERVICES ............................................................................................................ 15

Future Money .................................................................................................................................... 15

Tata Capital ...................................................................................................................................... 17

INDUSTRY: MANUFACTURING................................................................................................................ 19

Escorts Ltd. ....................................................................................................................................... 20

ACE CRANES ..................................................................................................................................... 22

INDUSTRY: CONSULTING .............................. .......................................................................................... 24

KPMG ............................................................................................................................................... 24

INDUSTRY: INFORMATION TECHNOLOGY ............................................................................................... 26

Skicorp Technology Solutions ............................................................................................................ 26

INDUSTRY: INSURANCE .......................................................................................................................... 28

Aviva Life Insurance ................................................................................. ......................................... 28

Future Generali Life Insurance .......................................................................................................... 31

HDFC Standard Life Insurance ........................................................................................................... 34

References............................................................................................................................................. 38


3/38


INTRODUCTION

Sales Personnel Hiring Process

Hiring is a personnel function that consists of various stages such as the recruitment of candidates with

the right qualifications, selection of those who match the organizational requirements, and placing them

in a suitable position in the organization. The quality of a company's sales force plays a crucial role in

determining the ability of the company to compete and survive in the competitive business

environment. While super salesmen can increase a company's revenue significantly, poor performers

can hinder the company's growth and drive it towards losses. The greatest challenge faced by all

companies is to be able to hire the best talent and to be able to utilize that talent to achieve

organizational objectives.

Recruiting the wrong person costs a great deal to a company in terms of recruitment cost, cost ofplacing advertisements, cost of screening potential candidates and interviewing them etc. . In addition

to these costs, the company also has to bear the cost of paying them a salary at least till the time they

are asked to leave the organization. Reimbursement for the sales expenses incurred by such sales

persons is yet another cost which has to be borne by the company. A greater area of concern is the

opportunity cost that is involved in hiring an unsuitable candidate for a position and missing out on the

profits that could have been generated by the company by hiring a competent person instead.

An ineffective salesman can cause great damage to the company's reputation due to his poor product

knowledge, failure to serve the customer properly and poor selling techniques which only tend toalienate the customers. Companies seek specific characteristics in a potential salesperson. These

characteristics are clubbed together into two categories - mental aptitude dimensions, and personality

dimensions. The mental aptitude dimensions of salespersons include mental alertness, business terms

and memory recall aptitude, communication skills, numerical ability and mechanical interest.

The personality dimensions, on the other hand, include honesty or character strength, sociability,

cynicism, high energy levels, dominance, competitiveness, emotional maturity, work habits, and work

motivation. Salespersons are hired on the basis of the satisfactory fulfillment of a company's

requirements. The selection process for hiring a salesman involves a number of stages. These include

sourcing the candidates, screening the candidates, conducting the selection test, holding personal

interviews, checking letters of recommendations, conducting reference checks, physical examination,

and making the employment offer.


4/38


Steps for Hiring an Effective Sales Team

Below are the steps involved in recruiting and hiring sales force:

y Manpower Planning

y Job Analysis

y

Recruitmenty Selection

y Make a job offer


5/38


1.Manpower Planning

Manpower planning may be defined as a process by which the management ensures that the right

number and the right kind of people are at the right place and time and are doing the right things(for

which they are best suited) for the achievement of organizational objectives. It is the process of

developing and determining objectives, policies of procurement in relation to manpower. It requires

forecasting manpower needs and planning of activities to fulfill those forecast needs. It should also

consider the effect of absenteeism and labor turnover. It involves anticipating the present and future

requirements of the number and quality of work force in the organization. It has two main aspects:-

Quantitative Aspect

It involves determination of the number of personnel required by the company. The number of

employees is determined on the basis of work-load analysis and work-force analysis. Work-load analysis

is based on production and sales budgets, time study and work scheduling. Work-force analysis is an

analysis of the present manpower and its future potential.

Qualitative Aspect

It is concerned with the determination of the type of manpower required. The quality of manpower

depends upon the requirements of the job, which in turn can be determined with the help of job

analysis. Job analysis is a detailed and systematic study of the job to find out the nature and

qualifications of the people required for efficient performance of the job. Job analysis reveals the tasks

which constitute the job, the skills and knowledge required for the successful performance of the

various tasks, etc.

The information obtained from job analysis is usually summarized in the form of job description and job

specification. Job description is a formal and organized statement of the contents of the job. It states the

nature and type of a job, working conditions, duties and responsibilities of the job, etc. Job specification

states the minimum human qualities i.e. knowledge, skills, experience, etc. required to perform a job

efficiently.

Manpower planning is a continuous process, as the work force of an organization is subject to constant

changes.

2. Job Analysis

Job Analysis means a process of collecting detailed information about a job. It is a process of collecting

all relevant information about the job. The information collected relates to the nature of the job and the


6/38


qualification required for performing the job. Job Analysis is the starting point of the whole process of

recruitment and selection.

Purposes ofJob Analysis

Job Analysis collects all the necessary data that is required and is useful. The data collected is used for

the following purposes:

y Employee hiring

y Training and development of manpower

y Performance appraisal

y Compensation management

y Computerization of personnel information system

Components ofJob Analysis:

There are two components of job analysis: Job Description and Job Specification. According to Spriegal

and Lansburgh, "Job Description emphasizes the job requirement, whereas the job specification sets

forth requirements sought in the person who is to perform the work."

1. Job Description

According to Edwin Flippo, Job Description is, "an organised factual statement of the duties and

responsibilities of a specific job. It should tell what is to be done, how it is done and why." Job

description means describing the details of the job to be performed.

2. Job Specification

According to Edwin Flippo, Job Specification is, "a statement of minimum acceptable human qualities

necessary to perform a job properly. It refers to a summary of the personal characteristics required for

performing the job.

Process ofJob Analysis

The process of job analysis involves the following five steps:

1. Selection of specific job for analysis

2. Collection of information

3. Processing of information

4. Preparation of job description

5. Preparation of job specification


7/38


Advantages ofJob Analysis

y Facilitates purposeful personal interviews

y Facilitates proper publicity of jobs

y Facilitates scientific selection, placement and orientation

y Facilitates scientific promotions and transfers

y Facilitates introduction of rational wage structure

y Facilitates redesigning of jobs

y Facilitates Job Evaluation

y Facilitates manpower training and development

y Facilitates performance appraisal

y Facilitates human resource planning

3. Recruitment

Includes all activities involved in securing in sufficient numbers and quality, the individuals who will

apply for the job. It involves 2 steps:

y Sourcing

o Advertising - Internet, general newspapers, job ad newspapers, professional publications,

window advertisements, job centers, and campus graduate recruitment programso Recruiting research - proactive identification of relevant talent who may not respond to job

postings and other recruitment advertising

y Screening

o Skills, qualifications, experience, job titles, length of time at a job, etc.

y Internal Sources

o Referrals: Often, friends or professional contacts like companys accountant, lawyer,

banker or distributor can refer good job candidates.

o

Transfers

y External Sources

o Advertisements:

The following facts should be there in the ad:


8/38


The nature of the job

The nature and location of your company, and the products or services it

sells

The salary range, plus commission, of the job

Employee benefits, if any, including one or two key benefits of the workplace

(non-smoking, flexible, casual, etc.) Growth potential, if any, of the job and the company

o Educational Institutes

o Employment Agencies

o Job Applications

y Personal Recruiting

o Used to recruit graduates from educational institutions

o Used to recruit salespeople in Direct to Consumer industries. As this type of selling might be

unattractive to many people so existing sales force might be best source of new salespeople

y Indirect Recruiting

o Newspaper classifieds is perhaps the most commonly thought of method for recruiting and the one

that generates the most applicants.

o Online Bulletin Boards on services like CompuServe and Monster.com run recruitment

advertisements in general help-wanted sections and also in special-interest areas, like professional,

online forums.

o Recruiting Brochures

4. Selection

Selection involves the below steps:

a. Evaluate Resumes

The key to evaluating resumes is to review them in small doses no more than 15 in one sitting, for

example and to sort them into three groups: one group that company like to interview; one company

might like to interview; and a third that the company do not want to interview.

Companys criteria of a good sales rep as well as the requirements of the job should be used to sort

through the resumes. Example: Does a person's resume suggest that they've sold successfully in the

past? Do their dates of employment suggest stability and career mindedness? Do an applicant's

educational background and work experience match the requirements of the job?


9/38


In addition to looking for positive indicators, look for negative ones and file the resume accordingly. For

example, does an individual have long gaps in his or her employment history? Is the "hobbies" section of

the resume given significantly more weight than the employment section? Are the words used to

describe the individual passive, indicating little first-hand experience (assisted with, was exposed to) or

active (sold, managed, headed, etc.)?

When the three piles have been made, call as many for interview depending on the time for, explain a

bit about the job and the company on the telephone, and see how many in your pile are interested

enough in what you have to offer to schedule a face-to-face interview.

b. Interview And Screening Candidates

Set standards. Be selective. Remember salespeople represent your company's image in the eyes

of your clients and customers. List the attributes and qualifications that will make the "ideal"

candidate. Don't compromise during the interview process until you find the right person.

Sales experts like Barry Farber, author and trainer, recommend interviewing promising

candidates at least two to three times for a sales position. Farber recommends (1) a standard

first interview; (2) a meeting where the candidate is asked (ahead of time) to prepare and

conduct a mock sales presentation on your company's product or service; and if appropriate,

(3) a ride with an existing rep. If possible, the candidate should be interviewed and evaluated by

several people in the company; however, the candidate's qualifications should not be discussed

until all key people have had a chance to review his or her resume and meet with him or her

face-to-face.

The most important thing to do before interviewing the job candidate for the first time is toprepare for the interview: read the individual's resume through several times; prepare in

writing a list of questions to ask; know what not to ask; and create a game plan for the

interview session.

A sample plan might look like this:

y Greet the candidate and have him/her fill out a job application

y Put the candidate at ease with brief small talk

y

Give an overview of what you want to accomplish during this interviewy Elicit information about the candidate (You'll get the truest picture of the

candidate by asking him or her questions before sharing specific information

about the job.)

y Describe the job, the company, the two to three interview process

y Discuss in detail what you might like the candidate to prepare for during your

next meeting


10/38


y Answer questions

y If the interview has gone well and you feel positive about the applicant and

his/her qualifications, schedule the next meeting

y Close the interview

Specific questions asked will vary with each candidate; however, try open-ended questions that

relate to a candidate's work experience, job-related skills, education, career goals, management

style, approach to work and attitudes toward work. The interview questions should give a good

picture of what the candidate did on his/her last job; how he/she did it; why he/she did it; how

much supervision was necessary; how much initiative was taken; and how he/she felt about the

job.

Other good interview questions:

y Did you regularly hit or exceed your sales quota in your last job?

y Describe the type of customer you most like to sell to.

y Describe your experience in setting up new accounts.

y What do you consider the single most important idea you contributed or your single

most noteworthy accomplishment in your present/past job?

y What specific strengths do you think you can bring to this position?

y Tell me a little bit about how you make important decisions?

y What are some things your present company might do to be more successful?

y What interests you about this job?

y What risks did you take in your last job, and what was the result of those risks?

y Describe one failure you've had and what you learned from it.y What, in your opinion, might set you apart from other candidates for this position?

y What motivates you?

y Describe your ideal supervisor.

y What would your co-workers say are your greatest strengths? Weaknesses?

y If you were to work here, in what areas might you need further training?

y Describe a typical sales call at your last job.

y What do you do when a customer says he/she isn't interested?

Be careful not to ask any questions pertaining to religion; race or color; national origin, gender,age, marital or family status; sexual orientation; physical disability; arrests; or financial status.

Questions pertaining to any of these issues are against the law.

During the interview, while asking questions, observe the candidate's body language as well as

his or her answers. Does he/she seem to take responsibility for his/her past failures as well as

accomplishments? Does he/she have self-confidence? Does he/she seem bitter and/or angry at


11/38


a past boss or co-worker, suggesting difficulty at getting along with others? Does she/he have

energy and enthusiasm for work?

It's OK to jot down a few notes during the interview, but don't write down everything the

applicant says; that makes people uncomfortable. Also, try to keep your own body language

and facial expressions from indicating approval or disapproval when a candidate is speaking. An

applicant who senses approval may try too hard to please, while one who senses disapproval

may shut down.

c. Evaluating Applicants

Though it's difficult, it's important to judge candidates objectively, based on their resume,

interviews, sales presentation, appearance, mannerisms, intelligence, enthusiasm, motivation,

body language, qualifications, etc. The applicant needs to be considered as a whole, without

letting one thing, like credentials, carry too much weight.

Interview summary: After the interviews, general impressions of the candidate are written

down. Example: Does he/she have relevant experience? Was he/she accomplished? Intelligent?

Upbeat and positive? Energetic? Sincere? Resourceful seeming? How did his/her qualifications

measure against the qualifications of the job in terms of experience, education, and skills?

After interviews are concluded, based on the interview evaluations and interview summaries,

candidates are divided into three groups: candidates with the most potential, "maybes," and

definite "nos."

d. Reference Checking

Once interviewees have been divided into three piles, it's time to check references. This step

help to further narrow the candidate pool.

Check at least two work-related references for applicants whom are seriously considered and

don't just limit the references to candidate's supervisors or human resource managers. Equally

valuable information can be collected from subordinates, co-workers, customers, and,

sometimes, a boss's boss.


12/38


e. Decide Whom To Hire

Making the right hiring decision is critical to the business. 'Bad hires' hurt businesses in many

ways, costing tens of thousands of dollars, negatively influencing the course of business,

lowering employee morale, and causing emotional suffering all around.

To avoid making a bad hire, evaluate all of the information about the top candidates carefully. If

more information is needed, the applicant should be asked to come in or have a follow-up

telephone conversation. When enough data on all of top candidates is collected, it is reviewed

and compared.

Other Keys To Successful Hiring Include:

y When evaluating, focus on accomplishments, not credentials

y Don't try and force the fit. If a candidate doesn't seem to 'fit' the organizational culture

for example, he/she needs to work within well-documented rules, and the organizationtends to be more flexible and easy-going, then cross that candidate off the list. Chances

are, he/she would be frustrated by a perceived lack of discipline exhibited by the

company. Try to visualize the candidate selling the product or service. If this can't be

pictured the candidate resume should be moved to the "definite no" pile.

y Consider the candidate's level of motivation and enthusiasm.

y If a mistake is made, rectify it quickly.

5. Job Offer

Once decided which candidate is right for the company, the company is ready to make a job

offer. The offer should be made as soon as possible by telephone, and then, once the candidate

has agreed to the terms, it is followed-up with a written one.


13/38


Companies Perspective on HIRING FOR SALES

INDUSTRY: FMCG

Sales strategy, situation and type of selling:

- Persuasion Strategy

- Outside Order taker

- Direct Sales

ITC

About the company

ITC is one of India's foremost private sector companies with a market capitalisation of over US $ 22

billion and a turnover of US $ 6 billion. ITC is rated among the World's Best Big Companies, Asia's 'Fab

50' and the World's Most Reputable Companies by Forbes magazine, among India's Most Respected

Companies by Business World and among India's Most Valuable Companies by Business Today. ITC ranks

among India's `10 Most Valuable (Company) Brands', in a study conducted by Brand Finance and

published by the Economic Times. ITC also ranks among Asia's 50 best performing companies compiled

by Business Week.

ITC has a diversified presence in Cigarettes, Hotels, Paperboards & Specialty Papers, Packaging, Agri-

Business, Packaged Foods & Confectionery, Information Technology, Branded Apparel, Personal Care,

Stationery, Safety Matches and other FMCG products. While ITC is an outstanding market leader in its

traditional businesses of Cigarettes, Hotels, Paperboards, Packaging and Agri-Exports, it is rapidly gaining

market share even in its nascent businesses of Packaged Foods & Confectionery, Branded Apparel,

Personal Care and Stationery.

ITC's diversified status originates from its corporate strategy aimed at creating multiple drivers ofgrowth anchored on its time-tested core competencies: unmatched distribution reach, superior brand-

building capabilities, effective supply chain management and acknowledged service skills in hoteliering.

Over time, the strategic forays into new businesses are expected to garner a significant share of these

emerging high-growth markets in India.


14/38


` Front end Sales person: Area Executive

` Job Description: Key Responsibilities

To formulate the Trade Marketing & Distribution plans for the market

Ensure its effective implementation

Distributor & Channel management

Feasibility Analysis, design and launch of FMCG Categories in specific regions

Planning & implementing trade marketing activities in their region

` Sources of applications

Consultants

Employee Referrals

Campus hiring

` Skills and Traits required:

Knowledge of Distribution

Rapport building

Confidence

` Rounds of Interviews

Written Test + 2 Rounds

1st

round-HR and Branch Manager

2nd

round-HR and District Manager

Final decision maker- District Manager

`

When hiring Competitors sales force:

Tougher selection process

Situational analysis and multiple levels of interviews and GDs are conducted

Less focus on referrals

More focus on Distribution knowledge and Experience


15/38


` Ethical Considerations:

Ethics/integrity in Interviews NOT emphasized

Part of HR round only

` Interesting Facts:

Financial Services, Manufacturing, IT people are NOT Recruited

Promotion from Area Manager Asst. Manager very difficult in organization,

however this post is directly given to those who are hired from the campus.

INDUSTRY: FINANCIAL SERVICES



- Creative, Intangible product selling

- Direct Sales

Future Money

About the company

Future Money is the consumer credit wing of Future Capital Holdings, the financial services arm of

Future Group, one of Indias leading business houses. It was established in June 2007 with the objective

of becoming one of the leading retailers of financial products and services in India. It has three lines of

business, namely consumer loans, home equity and personal loans.

In the consumer loans segment, Future Money provides loans to customers of Future Group outlets like

Big Bazar, E-zone and Home Town who wish to purchase electronics or furniture. These loans are

provided at very low interest rates and have a repayment period of eight to twelve months. The loanprocess requires the customer to initially provide some basic details. Approval or rejection of the loan

application depends on the customers creditworthiness. Post-approval, the customer is required to

make the down payment after which the product is delivered. The sales process is carried out by in-

store sales officers who act as the interface between the back-end credit team and the customer. The

sales officer is required to have comprehensive knowledge of the various loan schemes, possess good


16/38


customer interaction skills and establish rapport with store employees. The products offered in the

consumer loan category are promoted through in-store advertisements positioned at strategic locations

in stores. Salespersons sometimes direct customers interested in financing to the counter.

` Products: Loans

` Front End Sales Person: Relationship Officer


Relationship building with prospective customers

Retaining existing customers

Handling Branch Sales Team

Deciding on Channels for Loan sales & Collection

` Manpower Planning:

Increase in business targets

Product specific needs

` Sources of Applications:

Consultants

Employee Referrals

Campus Hiring

` Job Specifications:

MBA with preferably 1 year relevant work experience. Candidate should not have bad

market reputation. For this they conduct reference checks.

Candidate should have basic product knowledge.

Market networking/contacts should be strong.

Candidates with 2-3 years of experience and speaking negative about their previous

company are not preferred.

` Skills & Personality Traits:

Presentation skills


17/38


Communication skills

MS office skills

Channel management skills

People skills

Product knowledge

Patience

Confidence

` Rounds of Interviews:

1st round: Interview by Deputy Manager

2nd round: Interview by Business Head and HR manger


They give positive references to employees applying to other companies even if their

performance is bad.

Tata Capital

Abou

t the company

Tata Capital Limited is a subsidiary of Tata Sons Limited. The Company is registered with the Reserve

Bank of India as a Systemically Important Non Deposit Accepting Non Banking Financial Company (NBFC)

and offers fund and fee-based financial services to its customers.

A trusted and customer-centric, one-stop financial services provider, Tata Capital Limited caters to the

diverse needs of retail, corporate and institutional customers, directly or indirectly, through its

subsidiaries across various areas of business namely the Commercial Finance, Investment Banking,

Private Equity, Infrastructure Finance, Securities, Wealth Management, Consumer Loans, Cards and

Travel Related Services.

Tata Capital is headquartered in Mumbai and has a wide network of over 100 branches spanning all

critical markets in India. The Tatas are amongst the most respected business houses in the world. Tata


18/38


Capital aims to bring the trust and expertise of the Tatas to an economically and socially relevan-t sector

like financial services.

The essence of brand Tata Capital is encapsulated in our brand proposition We only do whats right

for you'. The proposition reflects our strong resolve to deliver financial solutions that are right for our

customers and the society at large. Tata Capital seeks to build strong relationships with its customers

and deliver superior and consistent customer experience across all products and touch-points.

` Products: Loans

` Front End Sales Person: Customer Relationship Executive


Building new customer relations

Strengthening Customer Relations

Co-ordinate, monitor and ensure required procedures are in place for delivery of Cash

Management services as per agreed terms with the customer.

Maintain proactive relationship with product partners, credit approvers, marketing

units, service delivery units, cash management team, India & channel management /

solution delivery team.

` Sources of Applications

Employee referrals

Consultants

Campus Hiring

Newspapers

Job sites


Business Expansion



19/38


Graduate

1-2 years of relevant experience

Past performance checks through references


1st round: Screening through aptitude tests

2nd round: Interview by HR & assistant manger

` Skills & Personality Traits:

Presentation skills

Computer skills

Relationship management skills

Product knowledge

Time pertinence

` Ethical Considerations:

Very high focus on Ethics/integrity in Interviews

` Interesting facts:

Own conveyance is the first pre requisite for the job.

INDUSTRY: MANUFACTURING



- Creative, tangible product selling

- Technical Sales/Commercial Sales


20/38


Escorts Ltd.About the company

The Escorts Group, is among India's leading engineering conglomerates operating in the high growth

sectors of agri-machinery, construction & material handling equipment, railway equipment and auto

components.

Having pioneered farm mechanization in the country, Escorts has played a pivotal role in the agricultural

growth of India for over five decades. One of the leading tractor manufacturers of the country, Escorts

offers a comprehensive range of tractors, more than 45 variants starting from 25 to 80 HP. Escort,

Farmtrac and Powertrac are the widely accepted and preferred brands of tractors from the house of

Escorts.

A leading material handling and construction equipment manufacturer, we manufacture and market a

diverse range of equipment like cranes, loaders, vibratory rollers and forklifts. Escorts today is the

world's largest Pick 'n' Carry Hydraulic Mobile Crane manufacturer.

Escorts has been a major player in the railway equipment business in India for nearly five decades. Our

product offering includes brakes, couplers, shock absorbers, rail fastening systems, composite brake

blocks and vulcanized rubber parts.

In the auto components segment, Escorts is a leading manufacturer of auto suspension products

including shock absorbers and telescopic front forks. Over the years, with continuous development and

improvement in manufacturing technology and design, new reliable products have been introduced.

` Products: Shock Absorbers, Struts, e-parts

` Front end Sales persons: Sales Executives and AssistantManagers


Building strong network of distributors and wholesalers

Resolving warranty issues


21/38


Negotiating Discount options

Penetrating the sales territories before competitors

` Sources of applications:

Newspaper

Consultants

Employee Referrals


Market evolution and expansion

Need for Market Penetration


Graduation/Diploma in Automotive Engineering


1st Round- Chief Manager and HR

2ndRound- National Sales Manager

` Skills and Traits Required

Presentation Skills

Interpersonal Skills

Technical Skills

Adaptability

Convincing Skills

Pleasant Personality

`Ethical Considerations:

No focus on ethics/integrity in Interviews

` Competitor Hiring:

Existing Network and Market Contacts very important

Stress on reference checks


22/38


Focus on Manpower handling(no. of people reporting to him) and daily calls(no. of

retailers contacted daily)


Name of designation changed fromMissionary Sales Rep toMechanicMobilisers

Very strong emphasis on Dressing Etiquettes

Hire only clean shaven people (no beards or moustaches)

No long hair, No high power specs

Do not hire such people for front end sales, keep them in back office jobs

ACE CRANES

About the company

ACE is a dynamic and powerful enterprise with it's full fledged production facilities based in industrial

township of Faridabad, which is 45 Kms. from New Delhi, National Capital of India.

ACE equipment is being successfully used in many industrial sectors like infrastructure, construction,

roads, engineering industry, coal mines, chemical and fertilizer plants, power stations, ports, heavy

project engineering industry, railways, cement industry, oil industry, defence etc. to name a few. ACE

range of cranes can be adapted to satisfy a vast range of possible applications due to their versatility.

In India ACE has conquered a consolidated presence in it's sector. An efficient sales and service network

and a comprehensive follow up system makes it possible to provide, all customers with efficient

distribution and service assistance that has the priority of satisfying their real needs.

Job Description

Front End Sales Person

Sales Executive , Assistant Managers

Systematically track Competitors activity, develop strategy and achieve internal buy-in

to implement the same.

Maintain proactive relationship with product partners


23/38


Contribute to revenue growth by achieving allocated business targets while ensuring

high compliance standard as defined by Group & local policies

Exceeding customer expectation through delivery of superior service, effectively and

efficiently handling customer queries/issues

Job Specification

y Campus recruitment of Graduate management Trainee and Management Trainee and

experience required in similar Industries like Capital Equipment.

Skills and Traits Required:

Collaborative Skills

Product Knowledge

Presentation Skills

Objection Handling Skills

Manpower Planning

High Attrition Rate

Recruitment

Consultants

Job portals

Referrals

Methods of Recruitment used:

Personal Recruiting

Selection

Aptitude test

Interview by HR Manager


24/38


Then in the next round Interview by Head of the Department.

Ethical Considerations:

y Unethical practices are common

Interesting Facts:y Head Hunting from Competitors is a major source of hiring.

INDUSTRY: CONSULTINGSales strategy, situation and type of selling:

- Client Profit Planning Strategy


- Consultative Sales

KPMGAbout the company

KPMG provides tax and advisory services and industry insights to help organizations negotiate risks and

perform in the dynamic and challenging environments in which they do business.KPMG in India is one

of the leading providers of risk, financial and business advisory, internal audit, corporate governance,

and tax and regulatory services. With a global approach to service delivery, KPMG responds to clients'

complex business challenges with a broad range of services across industry sectors and national

boundaries.

KPMG was established in India in September 1993, and has rapidly built a significant competitive

presence in the country. The firm operates from its offices in Mumbai, Pune, Delhi, Kolkata, Chennai,

Bangalore, Hyderabad, Kochi and Chandigarh, and offers its clients a full range of services, including

financial and business advisory, tax and regulatory.


25/38


Tax

Tax addresses the needs and objectives of each client, enabling them to balance compliance and value

creation.

Advisory:

Advisory assists companies and public sector bodies to mitigate risk, improve performance and create

value.

Job Description

Consultative Sales person

Business Development Manager

Job Specification

y Minimum 6-7 years of Experience in the respective field.

Skills and Traits Required:

Enterprising Skills

Relationship Management Skills

Decision Making Skills

Networking Skills

Manpower Planning

y Company Expansion in Domestic and International Markets

Recruitment

Mainly Referrals

Rest by Online Applications.

Selection

Interview by Top Management.


26/38



Very high focus on Ethics/Integrity in Interviews

INDUSTRY: INFORMATION TECHNOLOGY- BusinessManagement Strategy


- Consultative Sales

Skicorp Technology Solutions

About the company

SKICORP, is a specialized marketing and distribution company, known for creating markets for new

products. We create, develop markets for new specialized products, import, stock and distribute them in

the country. We work in close co-operation with our overseas associates, develop India specific plans to

develop this market, create awareness, & demand, educate the customers on the utility of the products

concerned, and keep following the market on a regular basis. In our fourteen years of existence, we

constantly strive hard to bring in world class products in India, at a time. We believe in a long term

planning, business association with our associates, working with complete transparency and having faith

in each other. This has been the reason for mutually successful business association with our associates

from Europe. Most of our associates are well know organizations in their own business areas.

We are present in the following business areas:

1. Leather industry.

2. Foods & consumer products business.

3. Packing machinery.

SKICORP Technology Solutions is the newest venture of SKICORP and it looks to provide smart web

based IT apps to the MSMEs in India.


27/38


Job Description

BDE for SKICORP Technology Solutions

Development of marketing and sales strategies.

Explain and promote our web based software services to our target SME customers.

Business Acquisition through Cold Calling and converting them into new clients.

Help in negotiating and finalizing deals with clients.

Maintaining relationship with corporate clients.

Responsible for Achieving the Sales Objectives of IT products for his allotted area.

Volume and channel Productivity metrics

Meeting the Sales Quotas allotted for that region.

Job Specification

Post Graduate in Management ( Campus Recruitment)

2-3 Years Work Experience

Skills and Traits required:

Practical creativity

Objective Analytical skills

Good computer skills (important)

Good communication skills

Fluent in English

Smart and Dynamic

Market orientation

Recruitment

Job Portals Naukri.com, Monster.com

Referrals

A data base of CVs would also be maintained as and when people would walk in for

interviews. These people would be called when requirement came up.


28/38


Methods of Recruitment used:

Personal Recruiting

Selection

Sorting of Applications on the basis of IT Background

Group Discussion

Interview by Company Heads

INDUSTRY: INSURANCE




- Direct Sales

Aviva Life Insurance

About the company

Aviva Life Insurance Company India Ltd. is a private insurance company, formed by a joint

venture between the Aviva insurance group of UK and the Dabur group of India. In reference to

the government regulations, Aviva holds 26 percent stake and the Dabur group holds the

balance 74 percent share in the joint venture. Not only largest in the UK, Aviva is also known as

the fifth largest insurance group in the world. Since 1834, Aviva is ensuring the lives of Indians.At the time of nationalization, Aviva was the largest foreign insurer in India in terms of the

compensation paid by the Government of India.

Aviva is distinguished for being the first foreign insurance company to set up its representative


29/38


office in India, in 1995. Aviva Life Insurance Company established the concept of Bancassurance

in India, and has leveraged its global expertise in Bancassurance successfully here. Aviva offers

various products that are meant to provide customers flexibility, transparency and value for

money. Given here is a complete list of products & services offered by Aviva Life Insurance

Company India Ltd. Our vision is to be amongst Indias leading life insurers with a quality

business model, focused on sustainable growth. We seek to build a robust product portfolio

meeting all customer lifecycle needs related to Savings, Retirement, Investments and

Protection.

With a strong sales force of over 30,000 Financial Planning Advisers (FPAs), we have initiated

and pioneered many innovative sales approaches, including Bancassurance and Financial Health

Check services. The company boasts of 223 branches in India, supporting its vast distribution

network. We are among the first companies to introduce the contemporary unit-linked

products.

A seasoned team of fund managers make our fund management one of the key differentiators.

With a wide distribution network of 195 branches and close to 40 Bancassurance partnerships,

we are spread across nearly 3,000 towns and cities in India. Keeping with our commitment of

social responsibility, we have been successful in reaching out to the underprivileged strata

through our Microinsurance initiatives.

The Hiring Process

Aviva is in to Life insurance products with the onus of sales on SALES MANAGERS , ASSISTANT

SALES MANAGERS and FINANCIAL PLANNING ADVISORS. These are the only people concerned

with selling and the rest of the hierarchy manages them. The sources of applications are

through consultants, advertisements, through job portals and also through employee referrals.

The company hires both the Sales managers and FPAS due to expansion in terms on number of

branches opening and majorly due to heavy attrition in this industry. The selection criteriaconsists of:

Rounds of Interviews

1.Interview with HR manager

2. Interview with Branch Manager


30/38


3. Interview with Cluster Manager

Now all of these rounds are elimination rounds that is, if the concerned personnel thinks that

the candidate is not good enough for the position, he could be thrown out of the interview

during any phase of the selection process. The characteristics that are adjudged in these

interviews are basic networking skills and their urge to sell with background check carried for

every selected employee


The skills that should be possessed by the SMs, ASMs and FPAs as mentioned by the

interviewee are;

Financial planning Advisor (FPA)

1. Communication Skills

1. Persuasion Skills

3. Presentation Skills

4. Product Knowledge

5. Objection Handling Skills

6. Closing Skills

Sales managers and Assistant Sales Managers





Job Specification:

For SalesManagers & Assistant SalesManagers

1. Must be a Graduate

2. Minimum 25 years of age

3. Must be a Local Resident

4. Should have minimum of 2 years sales experience


31/38


For FPAs

1. 12th passed & 10th passed (experienced).


Though Ethics is considered to be important practice, but no such tests in the interview

rounds. Background check of employees is a must.

Future Generali Life Insurance

Future Generali is a joint venture between the India-based Future Group and the Italy-based

Generali Group.

Future Generali is present in India in both the Life and Non-Life businesses as Future Generali

India Life Insurance Co. Ltd. and Future Generali India Insurance Co. Ltd.

FUTURE GROUP

Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of Indias leading

business houses with multiple businesses spanning across the consumption space. While retail

forms the core business activity of Future Group, group subsidiaries are present in consumer

finance, capital, insurance, leisure and entertainment, brand development, retail real estate

development, retail media and logistics.

The groups presence in Leisure & Entertainment segment is led through, Mumbai-based listed

company Galaxy Entertainment Limited. Galaxy leading leisure chains, Sports Bar and Bowling

Co. and family entertainment centres, F123. Through its partner company, Blue Foods the

group operates around 100 restaurants and food courts through brands like Bombay Blues,

Spaghetti Kitchen, Noodle Bar, The Spoon, Copper Chimney and Gelato.


32/38


THE GENERALI GROUP

The Generali Group is a leading player in the global insurance and financial markets. Established

in Trieste in 1831, today the Group is one of Europes largest insurance providers and the

European biggest Life insurer. It is also one of the worlds top asset managers with assets

totalling more than 400 billion. With an employed sales force of more than 100,000 people

serving 70 million clients in 68 countries, the Group occupies a leadership position in Western

Europe and an increasingly important place in Eastern Europe and Asia.

The Group strategy aims to consolidate Generalis pre-eminence on its key markets and achieve

a premier position on markets with high growth potential, establishing its leadership in

profitability.

The Hiring Process

Future Generali is in to Life insurance products with the onus of sales on SALES MANAGERS ,

and FINANCIAL PLANNING ADVISORS. These are the only people concerned with selling and the

rest of the hierarchy manages them. The sources of applications are through consultants,

advertisements, through job portals and also through employee referrals. The company hires

both the Sales managers and FPAS due to expansion in terms on number of branches opening

and majorly due to heavy attrition in this industry. The selection criteria consists of:


1. Interview with RegionalManager (DecisionMaker)

2. Interview with HR manager


4. Interview with Cluster Manager



during any phase of the selection process. But in every case, its the Regional manager who

takes the decision whether to recruit a particular candidate or not. Without his approval, how

so ever the perfect the candidate is, he cannot be selected. The characteristics that are

adjudged in these interviews are basic networking skills and their willingness and urge to sell

with background check carried for every selected employee


33/38


Skills and Traits required

The skills that should be possessed by the SMs and FPAs as mentioned by the interviewee are;

Financial planning Advisor (FPA)






6. Closing Skills

Sales managers





5. Attitude

6. Will to Succeed

7. Earning urge

Job Specifications:

For Sales Managers & Assistant Sales Managers






34/38


For FPAs

1. 12th passed

Ethical Considerations



HDFC Standard Life InsuranceAbout the company

HDFC Standard Life Insurance Company Ltd. is one of Indias leading private life insurance

companies, which offers a range of individual and group insurance solutions. It is a joint venture

between Housing Development Finance Corporation Limited (HDFC Ltd.), Indias leadinghousing finance institution and one of the subsidiaries of Standard Life plc, leading providers of

financial services in the United Kingdom. Both the promoters are well known for their ethical

dealings and financial strength and are thus committed to being a long-term player in the life

insurance industry all important factors to consider when choosing your insurer.

HDFC Ltd. holds 72.43% and Standard Life (Mauritius Holding) Ltd. holds 26.00% of equity in the

joint venture, while the rest is held by others.

HDFC Standard Lifes product portfolio comprises solutions, which meet various customer

needs such as Protection, Pension, Savings, Investment and Health. Customers have the added

advantage of customizing the plans, by adding optional benefits called riders, at a nominal

price. The company currently has 32 retail and 4 group products in its portfolio, along with five

optional rider benefits catering to the savings, investment, protection and retirement needs of

customers.

HDFC Standard Life continues to have one of the widest reaches among new insurance

companies with 568 branches servicing customer needs in over 700 cities and towns. The

company has a strong presence in its existing markets with a base of 2,00,000 Financial

Consultants.


35/38


HDFC Standard Life believes that establishing a strong and ethical foundation is an essential

prerequisite for long-term sustainable growth. To ensure this, they have concentrated the focus

on expansion of branch network, organising an efficient and well trained sales force, and

setting up appropriate systems and processes with optimum use of technology. As all these

areas form the basic infrastructure for establishing the highest possible customer service

standards.

The core values are drilled down to all levels of employees, as these are inviolable. They

continue to promote high integrity in business practices and shun short cuts and unethical

practices, as they wish to be perceived as an institution with high moral standing. Since

inception in 2000, when the Indian insurance space was opened for private participation, they

have consistently focused on setting benchmarks in all aspect on insurance business.

The Hiring Process

HDFC Standard Life is in to Life insurance products with the onus of sales on SALES MANAGERS,

and FINANCIAL CONSULTANTS. These are the only people concerned with selling and the rest of

the hierarchy manages them. The sources of applications are through consultants,

advertisements, through job portals and also through employee referrals. The company hires

both the Sales managers and FCS due to expansion in terms on number of branches opening

and majorly due to heavy attrition in this industry. Cost cutting is another reason cited by the

interviewee to hire appropriate and best employees. The selection criteria is very similar to

Aviva and consists of three rounds that is:


1. Interview with HR manager


3. Interview with TerritoryManager



during any phase of the selection process. The characteristics that are adjudged in these

interviews are basic networking skills and their willingness and urge to sell with background

check carried for every selected employee


36/38



The skills that should be possessed by the SMs and FCs as mentioned by the interviewee are;

Financial Consultant (FC)






6. Collaborative Skills

7. Closing Skills

Sales managers





5. Role Plays

6. Will to sell

Job Specifications:

For Sales Managers & Assistant Sales Managers






37/38


For FPAs

1. 12th passed




Interesting Facts:

HDFC Standard Life never hires candidates from competitors.


38/38

References

1. Sachin Kumar Sarawat, Area Manager, ITC limited

2. Geetma Sobti, Assistant Vice President, Future Money

3. Anuj Vadehra, Marketing Manager, KPMG

4. Pramod Satija, Chief Manager, Escorts

5. Gaurav Syal, Branch Manager, TATA Capital

6. Deepak Gupta, Sales Manager, AVIVA

7. Mandeep Singh Mehta, Branch Manager, Future Generali

8. Siddharth Sikand, CEO, Skicorp Technology Solutions Pvt Ltd

9. Abhishek Bali, Sr. Business Executive, ACE CRANES

10.Mayank Gupta, Sales Development Manager, HDFC Standard Life

ib_hr_it group2

Documents