Module Five
Staffing the Sales Force:
Recruitment and Selection
Importance of
Recruitment and Selection
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
Introduction to Sales Force Socialization
Sales Force Socialization refers to the process
by which salespeople acquire the ________, _____,
and _________ essential to perform their job.
Important during
recruitment and
selection
Proposed Model of
Sales Force Socialization
Recruiting/Selection
Objectives
Training
Objectives
Person
Outcomes
Job
Outcomes
Recruitment and Selection Process
Step 1
Step 2
Step 3
Planning for
Recruitment & Selection
Recruitment: Locating
Prospective Candidates
Selection:
Evaluation and Hiring
•
•
•
•
Job __________
Job Qualifications
Job __________
Recruitment &
Selection Objec.
• ____________ &
______________
• ______________
• ______________
• Screening Resumes
and Applications
• ______________
• Intensive Interview
• Testing
• ______________
• Background Invest.
• ______________
• Selection Decision
and Job Offer
Planning for Recruitment and Selection
Job Analysis:
Entails an _______________________________
__________________________________________
Planning for Recruitment and Selection
Job Qualifications:
Refers to the ________, _________, __________,
_________, and _________ to accept occupational
conditions necessary to perform the job.
Planning for Recruitment and Selection
Job Description:
A _____________ of the job containing the job
______, ______, ______________________,
______________________, _____________, and
other significant requirements.
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.
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.
Recruitment:
Locating Prospective Candidates
Internal Sources
– _____________________
– _____________________
External Sources
–
–
–
–
–
–
_______________________
_______________________
_______________________
_______________________
_______________________
_______________________
Selection:
Evaluation and Hiring
•
•
•
•
•
•
•
_________ Resumes and Applications
Interviews
____________________
Assessment Centers
____________________
Physical Examination
____________________
Screening Resumes and Applications
•
•
•
•
•
•
____________________
Work history
____________________
Accomplishments
____________________
Appearance and completeness
Interviews
Types of interviews
– Initial Interviews
– Intensive Interviews
– Stress Interviews
Locations
–
–
–
–
Campus
Recruiter’s Location (i.e. Plant Trip)
Neutral Site
Telephone
Testing: Value and Types
Value
– ____________________________
– ____________________________
– ____________________________
Types
–
–
–
–
Personality
Intelligence
Psychological
Ethical Framework
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
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
Background Check
• 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
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
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
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