1 copyright © 2000 by harcourt, inc. all rights reserved. (1) 6 module 6 staffing the salesforce...

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Copyright © 2000 by Harcourt, Inc. All rights reserved. (1)

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Module 6Module 6

Staffing the Salesforce Staffing the Salesforce

Recruitment and SelectionRecruitment and Selection

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Poor Recruitment and Selection Poor Recruitment and Selection Creates ProblemsCreates Problems

• Inadequate sales coverage and lack of customer follow-up.

• Increased training costs to overcome deficiencies.

• More supervisory problems.• Higher turnover rates.• Difficulty in establishing enduring relationships

with customers.• Suboptimal total salesforce performance.

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Introduction to Salesforce Introduction to Salesforce SocializationSocialization

Socialization is the process by which salespeople acquire the knowledge, skills, and values essential to perform their job.

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A Proposed Model of Salesforce SocializationA Proposed Model of Salesforce Socialization

Realism Job SatisfactionInitiation to

Task

JobInvolvement/Commitment

CongruenceResolution ofConflicting

Demands at WorkPerformanceRole Definition

Task SpecificSelf -Esteem

Recruiting/SelectionObjectives

TrainingObjectives

PersonOutcomes

JobOutcomes

(Figure 6.1)

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Task






TrainingObjectives

PersonOutcomes

JobOutcomes

(Figure 6.1)

Achieving realism - gives the recruit an

accurate portrayal of the job

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Task






TrainingObjectives

PersonOutcomes

JobOutcomes

(Figure 6.1)

Achieving congruence - matches the capabilities of the recruit with the needs of the

organization

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The Recruitment and The Recruitment and Selection ProcessSelection Process

(Figure 6.2)

Planning for Recruitmentand Selection• Job Analysis• Job Qualifications• Job Description• Recruitment & Selection Objectives• Recruitment & Selection Strategy

Step 1

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Planning for Recruitment and Selection

• Job Analysis– An investigation of the tasks, duties, and

responsibilities of the job

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• Job Analysis

• Job Qualifications - the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job



Domestic

– Sales Experience

– Educational Level

– Willingness to Travel

– Willingness to Relocate

– Ability to Work Independently

International– Patient– Flexible– Confident– Motivated– Tolerant of New Ways– Desire to Work Abroad– Sense of Humor

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• Job Analysis • Job Qualifications• Job Description - a written summary of the job

containing:– Job Title– Duties, Tasks, and Responsibilities– Administrative Relationships– Type of Products to be Sold– Customer Types– Significant Job-Related Demands



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6The Recruitment and The Recruitment and

Selection ProcessSelection Process Planning for Recruitment and Selection

• Recruitment and Selection Objectives– Determine present and future needs in terms of

numbers and types of salespeople.– Meet the company’s legal and social responsibilities

regarding composition of the sales force.– Reduce the number of underqualified or overqualified

applicants.– Increase the number of qualified applicants at a

specified cost.– Evaluate the effectiveness of recruiting sources and

evaluation techniques.

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6The Recruitment and The Recruitment and

Selection ProcessSelection Process Planning for Recruitment and Selection

• Recruitment and Selection Strategy– When will the recruitment and selection be done?– How will the job be portrayed?– How will efforts with intermediaries be optimized?– What type of salespeople will be hired when

developing an international sales force?– How much time will be allowed for a candidate to

accept or reject an offer?– What are the most likely sources for qualified

applicants?

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(Figure 6.2)


Recruitment: LocatingProspective Candidates• Internal Sources• External Sources

Step 1 Step 2

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Recruitment: Locating Prospective Candidates

• Internal Sources– Employee Referral Programs– Job Announcements

• External Sources – Advertising– Private Employment Agencies– Colleges and Universities– Job Fairs– Professional Societies– Computer Rosters

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(Figure 6.2)


Recruitment: LocatingProspective Candidates• Internal Sources• External Sources

Selection: Evaluation & Hiring• Screening Resumes and Applications• Initial Interview• Intensive Interview• Testing• Assessment Centers• Background Investigation• Physical Exam• Selection Decision/Job Offer

Step 1 Step 3Step 2

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Selection: Evaluation and Hiring

• Screening Resumes and Applications– Job Application Form

• Interviews– Interview Guide (Ex. 6.5)

– Initial Interview

– Intensive Interview

– Interview Bias

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• Testing– Identify candidate’s strengths and weaknesses

– Identify key personality traits

– Confirm validity of test

– Consider using commercial testing services

• Assessment Centers– A set of well-defined procedures for utilizing multiple

techniques such as group discussion, business game simulations, presentations, and role-playing exercises for the purpose of employee selection or development.

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• Background Investigation– Request job related information

– Conduct a reference

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• Physical Exam– Do for insurance purposes

– Drug test?

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• Decision and Job Offer– Place some candidates on hold while top candidates decide or

start over

– Performance bonus

– Offer should be in writing

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Legal and Ethical ConsiderationsLegal and Ethical Considerations

• Key Legislation• Guidelines for Sales Managers

– Become familiar with key legislation– Conduct job analysis with an open mind, attempting to overcome

personal biases– Job descriptions and job qualifications should be accurate and based

on a thoughtful job analysis– Sources of job candidates should be informed of the firm’s legal

position– Communications must be devoid of discriminatory content– All selection tools should be related to job performance

• Ethical Issues– Misrepresentation– Stress Interview

1 copyright © 2000 by harcourt, inc. all rights reserved. (1) 6 module 6 staffing the salesforce...

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