Staffing the Sales Force:Staffing the Sales Force:Recruitment and SelectionRecruitment and Selection

Module FiveModule Five

Importance ofImportance ofRecruitment and SelectionRecruitment and Selection

Problems associated with inadequate Problems associated with inadequate implementation:implementation:

– Inadequate ______________ and lack of Inadequate ______________ and lack of customer follow-upcustomer follow-up

– Increased _______________ to overcome Increased _______________ to overcome deficienciesdeficiencies

– More supervisory problemsMore supervisory problems– Higher __________ ratesHigher __________ rates– Difficulty in establishing enduring relationships Difficulty in establishing enduring relationships

with customerswith customers– Suboptimal total salesforce performanceSuboptimal total salesforce performance

Introduction to Sales Force SocializationIntroduction to Sales Force Socialization

Sales Force SocializationSales Force Socialization refers to the process refers to the process by which salespeople acquire the ________, _____, by which salespeople acquire the ________, _____, and _________ essential to perform their job.and _________ essential to perform their job.

Important during Important during recruitment and recruitment and

selectionselection

Proposed Model ofProposed Model ofSales Force SocializationSales Force Socialization

Recruiting/SelectionRecruiting/SelectionObjectivesObjectives

JobJobOutcomesOutcomes

PersonPersonOutcomesOutcomes

TrainingTrainingObjectivesObjectives

Recruitment and Selection ProcessRecruitment and Selection Process

• Job __________Job __________• Job QualificationsJob Qualifications• Job __________Job __________• Recruitment & Recruitment &

Selection Objec.Selection Objec.• ____________ & ____________ &

____________________________

• ____________________________• ____________________________

• Screening Resumes Screening Resumes and Applicationsand Applications

• ____________________________• Intensive InterviewIntensive Interview• TestingTesting• ____________________________• Background Invest.Background Invest.• ____________________________• Selection Decision Selection Decision

and Job Offerand Job Offer

Planning for Planning for Recruitment & SelectionRecruitment & Selection

Step 1Step 1Recruitment: Locating Recruitment: Locating Prospective CandidatesProspective Candidates

Step 2Step 2Selection: Selection:

Evaluation and HiringEvaluation and Hiring

Step 3Step 3

Planning for Recruitment and SelectionPlanning for Recruitment and Selection

Job Analysis:Job Analysis:Entails an _______________________________Entails an _______________________________

____________________________________________________________________________________

Job Qualifications:Job Qualifications:Refers to the ________, _________, __________, Refers to the ________, _________, __________, _________, and _________ to accept occupational _________, and _________ to accept occupational conditions necessary to perform the job.conditions necessary to perform the job.

Planning for Recruitment and SelectionPlanning for Recruitment and Selection

Job Description:Job Description:A _____________ of the job containing the job A _____________ of the job containing the job ______, ______, ______________________, ______, ______, ______________________, ______________________, _____________, and ______________________, _____________, and other significant requirements.other significant requirements.

Planning for Recruitment and SelectionPlanning for Recruitment and Selection

Recruitment and Selection Objectives:Recruitment and Selection Objectives: The ___________________________________ as The ___________________________________ as a result of the recruitment and selection process. a result of the recruitment and selection process. They should be specifically stated for a given They should be specifically stated for a given period.period.

Planning for Recruitment and Selection Planning for Recruitment and Selection

Recruitment and Selection Strategy:Recruitment and Selection Strategy:The __________________________________ to The __________________________________ to accomplish the recruitment and selection accomplish the recruitment and selection objectives. The sales managers should consider objectives. The sales managers should consider the scope and timing of recruitment and selection.the scope and timing of recruitment and selection.

Planning for Recruitment and Selection Planning for Recruitment and Selection

Internal SourcesInternal Sources– __________________________________________– __________________________________________

External SourcesExternal Sources – ______________________________________________– ______________________________________________– ______________________________________________– ______________________________________________– ______________________________________________– ______________________________________________

Recruitment:Recruitment:Locating Prospective CandidatesLocating Prospective Candidates

• _________ Resumes and Applications_________ Resumes and Applications• InterviewsInterviews• ________________________________________• Assessment CentersAssessment Centers• ________________________________________• Physical ExaminationPhysical Examination• ________________________________________

Selection: Selection: Evaluation and HiringEvaluation and Hiring

• ________________________________________• Work historyWork history• ________________________________________• AccomplishmentsAccomplishments• ________________________________________• Appearance and completenessAppearance and completeness

Screening Resumes and ApplicationsScreening Resumes and Applications

InterviewsInterviews

Types of interviewsTypes of interviews– Initial InterviewsInitial Interviews– Intensive InterviewsIntensive Interviews– Stress InterviewsStress Interviews

LocationsLocations– CampusCampus– Recruiter’s Location (i.e. Plant Trip)Recruiter’s Location (i.e. Plant Trip)– Neutral SiteNeutral Site– TelephoneTelephone

Testing: Value and TypesTesting: Value and Types

ValueValue– ________________________________________________________– ________________________________________________________– ________________________________________________________

TypesTypes– PersonalityPersonality– IntelligenceIntelligence– PsychologicalPsychological– Ethical FrameworkEthical Framework

Testing: Guidelines for UsingTesting: Guidelines for Using

• ____________ attempt to construct tests for the ____________ attempt to construct tests for the purposes of selecting salespeoplepurposes of selecting salespeople

• If psychological tests are used, be sure the If psychological tests are used, be sure the standards of the American Psychological standards of the American Psychological Association have been metAssociation have been met

• Use tests that have been based on a Use tests that have been based on a ___________________ for the particular job in ___________________ for the particular job in questionquestion

Testing: Guidelines for UsingTesting: Guidelines for Using

• Select a test that minimizes the Select a test that minimizes the applicant’s ability to _____________applicant’s ability to _______________________________________________________________________

• Use tests as part of the selection Use tests as part of the selection process, but _____________________ process, but _____________________ solely on test resultssolely on test results

Background CheckBackground Check

• Be wary of first-party Be wary of first-party referencesreferences

• Radial search referrals Radial search referrals might be usedmight be used

• Use an interview Use an interview background checkbackground check

• Use the critical incident Use the critical incident techniquetechnique

• Pick out problem areasPick out problem areas

• Obtain a numerical scale Obtain a numerical scale reference ratingreference rating

• Identify an individual’s Identify an individual’s best jobbest job

• Check for idiosyncrasiesCheck for idiosyncrasies• Check financial and Check financial and

personal habitspersonal habits• Get customer opinionGet customer opinion

Selection Decision and Job OfferSelection Decision and Job Offer

• __________________ in order of importance__________________ in order of importance• Look for _____________________________Look for _____________________________• ______ candidates______ candidates• If none meet qualifications, may extend searchIf none meet qualifications, may extend search• May have to offer market bonus (signing May have to offer market bonus (signing

bonus) to highly qualified candidatesbonus) to highly qualified candidates

• Become familiar with _______________ Become familiar with _______________ affecting _________________________affecting _________________________

• Conduct ___________ with an _________Conduct ___________ with an _________• Job descriptions and job qualifications Job descriptions and job qualifications

should be accurate and based on a should be accurate and based on a __________________________________________________

• All _________________ should be related All _________________ should be related to job performanceto job performance

Legal and Ethical Considerations: Legal and Ethical Considerations: Guidelines for Sales ManagersGuidelines for Sales Managers

• Sources of job candidates should be Sources of job candidates should be informed of the firm’s legal positioninformed of the firm’s legal position

• Communications must be devoid of Communications must be devoid of ________________________________________________________

• Avoid other practices that may be Avoid other practices that may be perceived as ethically questionableperceived as ethically questionable

Legal and Ethical Considerations: Legal and Ethical Considerations: Guidelines for Sales ManagersGuidelines for Sales Managers