SS/ MB 301/ S & D M/ 09

Only people with right aptitude should be selected as hiring is a costly affair. Managerial capabilities & selling skills both are needed & it depends on the hierarchy of the salesperson. A hirer must look into both ability & motivation levels of the person as Performance = Ability * Motivation. Motivation depends on contextual circumstances, so it may decrease.
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Within the company:

1.

Company salespeople recommendations are an excellent source. The prospective recruit may already know about the company, the industry. Also the advertisement cost is saved. Company executives they pick from the field when they see an effective worker. They have a better understanding of the qualifications, so it helps.
Internal transfers the non selling section of the company may opt to shift to sales. Although they know the company well, little is known of their selling capabilities.

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SS/ MB 301/ S & D M/ 09

Outside the company:

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Direct unsolicited applications also called write in applications, they are received by every company. Those not meeting requirements are to be rejected & rest are to be processed with solicited applications. Solicited applications when recruitment ad is given many applications are received. Processing is then done.
Employment agencies the objectives & job specifications should be laid down to the agency. They do a no. of tests & reference checks.

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SS/ MB 301/ S & D M/ 09

4. Sales force of noncompeting companies they have knowledge about sales and are from related industries. 5. Sales force of competing companies they have experience of selling similar products in similar markets. These people need minimum training. 6. Educational institutions the list includes colleges, universities, etc. the idea is to take people from certain educational levels. Freshers have an open mindset & can be hired at a lesser salary.

SS/ MB 301/ S & D M/ 09

Strategic position analysis a systematic procedure that describes the way a sales job is to be performed & the skills & abilities needed to do it. The steps are: Identify the end result 10% yoy growth.

1. 2.

Identify performance dimensions reqd. to perform the job activities. Then sales history is looked into.
Identify the Critical Success Factors, i.e. activities the sales person may have done. Finally performance standards are created which become the basis for scanning of CV.
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3.

4.

Job analysis information regarding tasks, duties, responsibilities. This is a rational basis for targeting an organizations requirements.

Job qualification & Job Description job qualification refers to aptitude, skills, knowledge, personality, traits. Job description is a written document that details the characteristics, duties & responsibilities of a job.

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