selection of sales force

Selection of Sales force

Amanpreet kaurMegha Singla

Introduction

DALE YODER “Selection is a process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not.”

V.S.P.RAO “Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization.”

Eagles don’t flock. You have to find them one at a time

Importance

Qualified sales people are scarce. Good selection improve sales force performance. Promotes cost savings. Eases other manager tasks.

The worst mistake a manager can make is to make a bad hire.

Phases involved

Developing a system of tools and procedures for matching the applicants with the pre determined requirements

Using the system to select the sales people Selection tools Hiring Assimilating tests

Selection tools

Selection tools and procedures are only aids to sound executive judgment and not substitutes for it. They can eliminate obviously unqualified candidates and generally help recruiters spot extremely capable individuals.

Application blanks Personal interviews Psychological tests References and credit reports Assessment tests

Selection Policy

SELECTION BASED ON VACANT POST ACCORDING TO WORK SANCTIONED BY DEPARTMENT HEADS FIXING MINIMUM QUALIFICATIONS THROUGH EMPLOYMENT EXCHANGE

Process

RECEIPT AND SCRUTINY OF APPLICATIONS- A receptionist in the personnel department gives information about new openings to the visitors, and receives their applications.

The scrutiny of applications is essential to take out those applications which don’t fulfil the requirements of post.

BLANK APPLICATION FORM-This is a way of getting written information about candidate’s particulars in his own handwriting.

INFORMATION COLLECTED IS- bio-data, educational qualifications, work experience, curricular activities, references and salary demanded.

TESTS-It is the most controversial step. Some people are of the view that tests do not serve any purpose and do not improve selection process.

TYPES OF TESTS- Proficiency tests Aptitude tests

PROFICIENCY TESTS TYPES - Achievement tests- These tests measure

the skill or training which the applicant possesses at the time of testing

Dexterity tests-These tests are designed to find out how efficiently and swiftly an applicant uses his hands,fingers,eyes and other body parts.

APTITUDE TESTS/PSYCOLOGICAL TESTS-Such tests measure the skill and ability which a person may develop later on.

TYPES- Intelligence tests Personality tests Movement tests Interest tests

INTELLIGENCE TESTS-Such tests measure the overall intellectual activity or intelligence quotient of the applicants.

PERSONALITY TESTS-Are designed to know about the non-intellectual aspect of the candidate.

MOVEMENT TESTS-Measure the speed and precision of movement in an applicant.

INTEREST TESTS-Are aimed to find out the type of work in which an applicant is interested.

OTHER TESTS- Trade tests On the job tests Physical tests Written tests

Psychological testing

Legal aspects of testing A framework of testing- Selecting and developing tests problem in testing

Psychological testing

Mental intelligence tests Aptitude tests Interest tests Personality tests Selecting and developing tests

References and other outside sources

Background check Legal considerations

Assessment tests Ranking the recruits Communication with applicants extending the offerWhat will be includedHow will offer be extended

Socialization and assimilation

Pre entry socialization Assimilation of new hires Relationships Mentoring new employees Meeting social and psychological needs

INTERVIEW

SCOTT- “An interview is a purposeful exchange of ideas, the answering of questions, and communication between two or more persons.”

OBJECTIVES OF INTERVIEW

Judgment of applicant Promote goodwill. Give information to the applicant

TYPES OF INTERVIEW

PRELIMINARY INTERVIEW CORE INTERVIEW DECISION MAKING INTERVIEW

PRELIMINARY INTERVIEW

It is the first contact of the candidate with the company officials. The information supplied by the applicant is verified and he comes to know of the company in detail.

TYPES- Informal interview Unstructured interview

Informal interview –This interview is held to secure non job related information.The rejection rate at this stage is very high.

Unstructured interview- In this interview the candidate is given the freedom to tell about his knowledge on various items areas,education,background and interest.

CORE INTERVIEW

Background information interview- The background information is collected about the candidate and information supplied about educational qualifications,place of domicile,health is checked up from the documents available.

JOB AND PROBING INTERVIEW-This interview is intended to test candidate’s job knowledge,methods of doing the job,problem areas,and ways of handling them.

STRESS INTERVIEW-The purpose of such an interview is to see whether a candidate keeps his cool under stress situations.

GROUP DISCUSSION INTERVIEW PATTERNED OR STRUCTURED

INTERVIEW- The interview is systematically planned in advance and the type of information to be asked,details to be inquired ,information to be given are all planned properly

PANEL INTERVIEW-In this interview the candidate is interviewed by a panel of selectors.

DEPTH INTERVIEW-This interview is conducted by specialists in the field.

DECISION MAKING INTERVIEW- A final decision about the selection or

rejection of the candidate is taken at this level.

Interviewer should try to get full information about the candidate’s skill ,knowledge,aptitude,attitude, personality traits.

Guided interviews Ondirected interviews Personal interviews- Thorough review of the applicant’s

resume or application before proceeding further in the selection process

- More than one interview at different place with different interviewer.

- Standardized ratings to be used- Training of interviewers

Questions for traditional vs behaviour based

Q Do you get along with people?Q what qualities do you think are important for

success in the job?Q what is your biggest weakness?Q Tell me about any incident in your last job that

caused conflict with a customer. What did you do to work it out?

Q give me a specific example of a job situation in which you had to use your problem- solving abilities.

Q tell me about your greatest failure

REFERENCES

The prospective employer normally makes an investigation on the references supplied by the candidate and undertakes search into his past employment,education,personal reputation.

PRELIMINARY AND FINAL SELECTION

Since the persons employed are to work under line officers, the candidates are referred to them.line officers will finally decide about the work to be assigned to them.

PHYSICAL EXAMINATION

After the final selection candidates are required to appear for medical examination.For civil services and military jobs ,the candidates are appointed only when they clear the medical test.

PLACEMENT AND ORIENTATION

The selected candidate should be given copies of rules,regulations,procedures followed in the company.He should be introduced to his immediate superior and to his immediate subordinate. Proper orientation of an employee will help him to adjust easily in the new environment of the organisation.