salesforce recruitment & selection-sdm
TRANSCRIPT
Sales & Distribution Management
Recruitment & Selection
Powered by-Dhaval Gurnani
K.S.School of Business Management,AhmedabadGujarat University
Reference Book by:Tapan & SahadevOXFORD Publication
Then let’s start to learn….
What is
Recruitment &
Selection
Recruitment
Recruitment is the process of locating & attracting job applicants.
How to prepare Job Description & Specification?
i) Title of the Jobii) Duties and responsibilitiesiii) Reporting Methodsiv) Technical Requirementsv) Territory to be coveredvi) Degree of Autonomy
Recruitment
Five Main sources of recruitment are:
1.Advertisements2.Staff within the company3.Recruitment Agencies4.Educational Institutes5.Competitors & Other Industries
Recruitment
Advertising
Advt. in Newspapers,Magazines & Trade Journals
->Produce Large No. of applicants->Short span of time->Low Cost
->Application screening is time consuming->Applicants may be of questionable character.
Recruiting-From Inside
The Organisation’s Own Staff
Internal Recruitment
•Candidate is familiar to company•Candidate’s character is known
•No Fresh Talent•Lack of performance due to surity of promotion
Recruitment Agencies
Provide Bio-data of potential candidates for a fee.Screen applicants on various parameters.Eg-HR Consultancy firms,Employment Agencies
Educational
Institutions
Educational Institutions
•Includes Management Institutes, universities & technical institutes.•Used for Placement at entry level.
Advantagei.Freshers are more adaptable than experienced.ii.Candidates are inteliigentiii.Possess required technical qualifications
2014PLACEMENT
Hiring from Competitors & Other Industries
Competitors & Other Industries
• Salesperson knows the market & its customers.• Recruiting company knows the ability of candidate.• Candidate is acquainted with market trends &
customers.
SelectionProcedur
e
Selection Process
Job Offer
Physical Examination
Reference Check
Psychological Testing
Interview
Application Scrutiny
Hiring Profile
Selection Procedure Hiring Profile:Attract number of qualified candidates.Neither too less..nor too more..!!
Application ScrutinySales Manager should review the completed forms he has received. Identify the candidates who fit the job Specification & can be called for Interview.
Interview:Helps in determine if a person is RIGHT for Job.Brings out personal characteristics.
Types of Sales Interview:1.Structural or guided interview.2.Unstructured or Informal interview.
Selection Procedure
Psychological Testing: It is designed to measure such skills & abilities that are essential for job performance.
Types of Psychological Tests:1.Knowledge Tests: Measures knowledge or information regarding sales job.
Selection Procedure
2.Ability Tests:Measures the skills and abilities already present in the candidate at the time of testing.
3.Aptitude Tests:Measures whether or not the individual has the capacity or latent ability to learn the job quickly.
4.Simulation Exercises:A test which duplicates many of the operations & problems confronting the sales job.
Selection Procedure
Reference Check: Secure information that is not available from application & verification of information from external sources.
Physical Examination: Physical Examination reveals whether or not the candidate possess the required stamina,strength & tolerance needed under hard working conditions.Handle job without delay on health grounds.
Selection Procedure
Job Offer:After all steps,company decides whether it should hire the candidate or not.
If yes,the company gives offer letter.
It must be in writing for the protection of recruit & company specifying all details.
Sometimes,salespople may have to sign a job- contract too.
Selection Procedure