Team Name: Sorry Bhai

College Name: MHROD, Department of Commerce, Delhi School of Economics

Participant Name Mobile Number Email id

Ashutosh Kumar 9971885134 Ashutosh.k12@mhrod.in
Himanshu Sagar 9891190629 Himanshu.s12@mhrod.in
Strategies for recruitment

Selection Plan

1. Sales Manager
a) Summary of duties:
Develops monthly sales strategy for market that ensures attainment of
company sales goals and profits.
Monitor customer preferences to determine focus of sales effort.
Development and performance of account executives by taking one on one
review.
Prepares action plans by individual as well as by team for effective search
of sales lead.
Initiates and coordinate development plans for penetrating in new markets.
Provide timely feedback to senior management regarding performance.
Recruit, tests, hires account executive.
b) Plan for notifying individual
Career link on company website.
Newspaper advertisement
Social media i.e. companies pages on facebook, linkedin etc.
Webportals i.e. naukari.com, monster.com etc.
c) Pool of candidates
Applications received from webportals, newspaper advertisement etc.
Lateral hiring from campuses like ISB Hyderabad, IIM A, B, C, FMS
Delhi, SP Jain Mumbai, Jamnalal Bajaj Mumbai.
Candidate short listing from jobportals i.e. Naukari.com, Monster.com
Candidate shortlisting for social media i.e. Linkedin, facebook.
Employee referrals i.e. Indian origin employees.
Networking platforms i.e. conferences
d) Selection criteria
(i) Shorlisting criteria
MBA degree (Marketing/Sales) from a premier institute
5-7 years of experience
(ii) Screening
Case study based on making a business model for insurance sector.
Interview based on case study.
Chronological in depth structure interview. (CIDS)
e) Interview panel
Case study based - VP Sales and VP Marketing India operations.
CIDS Director HR, Director Operations India operations.
2. Customer service manager
a) Summary of duties
 Determine customer service requirements by maintaining contact with
customers, visiting operational locations, forming focus groups, analysing
information and applications.
Improves customer service quality results by studying, evaluating, and
redesigning processes, establishing and communicating service metrics,
monitoring and analysing results.
Maximizes customer operational performance by providing help desk
resources and technical advice, resolving problems, disseminating
advisories.
Update job knowledge by participating in educational opportunities,
reading professional publication, maintaining personal network.
b) Plan for notifying individual
Career link on company website.
Newspaper advertisement
Social media i.e. companies pages on facebook, linkedin etc.
Webportals i.e. naukari.com, monster.com etc.
c) Pool of candidates
Applications received from webportals, newspaper advertisement etc.
Lateral hiring from campuses like ISB Hyderabad, IIM A, B, C, FMS
Delhi, NITIE Mumbai, DMS IIT Delhi, New Delhi. SIBM Pune, NMIMS
Mumbai.
Candidate short listing from jobportals i.e. Naukari.com, Monster.com
Candidate shortlisting for social media i.e. Linkedin, facebook.
Employee referrals i.e. Indian origin employees.
Networking platforms i.e. conferences
d) Selection criteria
(i) Shorlisting criteria
MBA degree (Operations/ General management/ Marketing) from a
premier institute
3-5 years of experience
(ii) Screening
Case study based on making a business model for insurance sector.
Interview based on case study.
Chronological in depth structure interview. (CIDS)
e) Interview panel
Case study based - VP Sales and VP Operations India operations.
CIDS Director HR, Director Operations India operations.
3. Account executive
a) Summary of duties
Acquire new insurance accounts for the company.
Servicing and managing existing insurance accounts.
Advice clients on their insurance needs.
 Provide appropriate solutions for clients insurance needs.
Supervise and ensure that there is quality service delivery.
Maintain and ensure that there is effective credit control on the clients
Give advice and quality information to colleagues and junior staff.
Ensure that clients are complying with insurance procedures at the
brokerage or agency.
Ensure that accounts are in term with legal and market updates.
b) Plan for notifying individual
Career link on company website.
Newspaper advertisement
Social media i.e. companies pages on facebook, linkedin etc.
Webportals i.e. naukari.com, monster.com etc.
c) Pool of candidates
Applications received from webportals, newspaper advertisement etc.
Candidate short listing from jobportals i.e. Naukari.com, Monster.com
Candidate shortlisting for social media i.e. Linkedin, facebook.
Employee referrals i.e. Indian origin employees.
Consultants
CFA certified.
Networking platforms i.e. banking and insurance conferences.
d) Selection criteria
(i) Shorlisting criteria
Bachelors degree in commerce and insurance from premiere institute.
3-5 years of experience
(ii) Screening
Interview based on financial reports of companies & HR Interview.
e) Interview panel
Interview Sales Manager and HR Manager India operations.

We can use below mentioned interview pattern for strength based interview. It is provided
with assessments which give you brief idea that what kind of outcome is expected.
Strength Based Assessment

Other Dreams: What are your hopes This part of assessment will give
Questions: and dreams for your future? what candidate like to do when he is
free or what he is interested in what
he will like to for the community.
Further What activities come naturally
Education: to you?
Approach it
as lifelong
learning. I.e., What things did you really
What do you enjoy doing when you were
want to learn younger?
more about?

In your life, what have you

What if done that you are most proud
question: of? What made it significant
Are there any for you and what did you learn
other jobs or from the experience?
careers that
seem
interesting to
you?
Employment/Career (always
ask Why?):

Community
Living:
When youre
not working
or learning
more, what do
you want the
rest of your
life to be like?

Notes: Fears: What will stand in the This part tells us what candidate
way of you reaching fears are and what barriers he might
your dreams? face to reach his goals.Fears: What
It is common will stand in the way of you reaching
for candidates
to say there your dreams?
are no
barriers. This
topic is
revisited in
What Helps
when we ask
the candidates
what
strategies help
them to
succeed.

Other Abilities: What are your It tells about the personality of the
Questions: strengths, gifts, talents, skills, candidate whether he is a good team
likes & dislikes? player or not, whether he have any
leadership experience. This is the most
Introduce this important part because it will tell us
section as the the traits that the person is possessing
opportunity and what the candidate enjoy to do.
for the
candidate to
brag about
her/himself.

Hobbies:
Free Time:
When you are
done with
Best Subject:
your work
what do you
like to do?
Favorite Subject:

Like best
What do you like to do when
about your
you have free time?
job: Ask
them about
their previous
jobs and 3 words your friends would use
probe them to describe you:
deeper.

What did you like best about

your (job, Tech Center)
experience?

If I were to ask your professors

to describe you, what would
they say?

What do you really dislike?

Other What helps? What helps you

Questions: to be successful? What helps
you do a good
job?
What do you
need to be
able to
achieve your
hopes and
dreams? You
may want to
read what
they said in
that section.

What is the best way to teach

you to learn something new?
What helps:
When youre
having a
tough day
what can
people do to
help you
cheer up and
feel better?

Other topics/ideas discussed, Things to do, concerns, etc:

(Indicate what is to done, who will do it and when:

For sales mangers we would like the person to have following strengths:

Good leader
Analytical nature
Persistence
Open mindedness (Judgment & critical thinking)
Perspective (To provide wise counsel)
Bravery
Integrity & Honesty
Social intelligence
Hope

For Customer relation mangers we would like the person to have following strengths:

Extroversion
Empathy
Relationship Building
Citizenship (Loyalty)
Fairness
Modesty & Humility
Self control
Gratitude

For Account executive we would like the person to have following strengths:

Prudence
Self control
Citizenship (Loyalty)
 Fairness
Integrity & Honesty
Hope

Disadvantages of strength based selection

1) If you are hiring candidate for a particular strength than your talent pool will be very
limited and he will be confined in that particular area.

2) Promoting that candidate for leadership role will incur more cost in training and
development and there are high chances that he wont be able to take up leadership
role.

3) Performance appraisal of the candidates who were hired for a particular strength will
be difficult. All such candidates will excel in certain strengths and lack in other
strength.

4) Candidates hired through this process would lack versatility. People love to remain in
their comfort zone.

5) Decision making ability will be also very narrow.

6) The biggest problem is strength is always relative not absolute.

7) You hired someone for a particular strength i.e. courage but in certain cases when it is
overly used it might be treated as reckless boldness which is a weakness, so sometime
strength may prove fatal.