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