Staffing the Sales Force: Recruitment and Selection

1. Staffing the Sales Force:Recruitment and Selection Module Five

2. Problems associated with inadequate implementation: Inadequate ______________ and lack of customer follow-up Increased _______________ to overcome deficiencies More supervisory problems Higher __________ rates Difficulty in establishing enduring relationships with customers Suboptimal total salesforce performance Importance ofRecruitment and Selection

3. Sales Force Socializationrefers to the process by which salespeople acquire the ________, _____, and _________ essential to perform their job. Important during recruitment and selection Introduction to Sales Force Socialization

4. Recruiting/Selection Objectives Training Objectives Person Outcomes Job Outcomes Proposed Model ofSales Force Socialization

5. Step 1 Step 2 Step 3 Planning for Recruitment & Selection Recruitment: Locating Prospective Candidates Selection: Evaluation and Hiring • Screening Resumes and Applications • ______________ • Intensive Interview • Testing • ______________ • Background Invest. • ______________ • Selection Decision and Job Offer • Job __________ • Job Qualifications • Job __________ • Recruitment & Selection Objec. • ____________ & ______________ • ______________ • ______________ Recruitment and Selection Process

6. Planning for Recruitment and Selection Job Analysis:Entails an _______________________________ __________________________________________

7. Planning for Recruitment and Selection Job Qualifications:Refers to the ________, _________, __________, _________, and _________ to accept occupational conditions necessary to perform the job.

8. Planning for Recruitment and Selection Job Description:A _____________ of the job containing the job ______, ______, ______________________, ______________________, _____________, and other significant requirements.

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

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

11. Recruitment:Locating Prospective Candidates Internal Sources • _____________________ • _____________________ External Sources • _______________________ • _______________________ • _______________________ • _______________________ • _______________________ • _______________________

12. Selection: Evaluation and Hiring • _________ Resumes and Applications • Interviews • ____________________ • Assessment Centers • ____________________ • Physical Examination • ____________________

13. Screening Resumes and Applications • ____________________ • Work history • ____________________ • Accomplishments • ____________________ • Appearance and completeness

14. Interviews Types of interviews • Initial Interviews • Intensive Interviews • Stress Interviews Locations • Campus • Recruiter’s Location (i.e. Plant Trip) • Neutral Site • Telephone

15. Testing: Value and Types Value • ____________________________ • ____________________________ • ____________________________ Types • Personality • Intelligence • Psychological • Ethical Framework

16. Testing: Guidelines for Using • ____________ attempt to construct tests for the purposes of selecting salespeople • If psychological tests are used, be sure the standards of the American Psychological Association have been met • Use tests that have been based on a ___________________ for the particular job in question

17. Testing: Guidelines for Using • Select a test that minimizes the applicant’s ability to __________________________________________ • Use tests as part of the selection process, but _____________________ solely on test results

18. Be wary of first-party references Radial search referrals might be used Use an interview background check Use the critical incident technique Pick out problem areas Obtain a numerical scale reference rating Identify an individual’s best job Check for idiosyncrasies Check financial and personal habits Get customer opinion Background Check

19. Selection Decision and Job Offer • __________________ in order of importance • Look for _____________________________ • ______ candidates • If none meet qualifications, may extend search • May have to offer market bonus (signing bonus) to highly qualified candidates

20. Legal and Ethical Considerations: Guidelines for Sales Managers • Become familiar with _______________ affecting _________________________ • Conduct ___________ with an _________ • Job descriptions and job qualifications should be accurate and based on a _________________________ • All _________________ should be related to job performance

21. Legal and Ethical Considerations: Guidelines for Sales Managers • Sources of job candidates should be informed of the firm’s legal position • Communications must be devoid of ____________________________ • Avoid other practices that may be perceived as ethically questionable