Recruitment and Selection Process

Step 1 Step 2 Step 3

Planning for Recruitment: Locating Selection:
Recruitment & Selection Prospective Candidates Evaluation and Hiring
• Screening Resumes
and Applications
• Job Analysis
• Initial Interview
• Job Qualifications
• Intensive Interview
• Job Description
• Internal Sources • Testing
• Recruitment &
• External Sources • Assessment Centers
Selection Objec.
• Background Invest.
• Recruitment &
• Physical Exam
Selection Strategy
• Selection Decision
and Job Offer

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Planning for Recruitment and Selection

Job Analysis:
Entails an investigation of the tasks, duties,
and responsibilities of the job.

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Planning for Recruitment and Selection

Job Qualifications:
Refers to the aptitude, skills, knowledge,
personal traits, and willingness to accept
occupational conditions necessary to perform
the job.

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Planning for Recruitment and Selection

Job Description:
A written summary of the job containing the job
title, duties, administrative relationships, types
of products sold, customer types, and other
significant requirements.

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Planning for Recruitment and Selection

Recruitment and Selection Objectives:

The things the organization hopes to
accomplish as a result of the recruitment and
selection process. They should be specifically
stated for a given period.

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Planning for Recruitment and Selection

Recruitment and Selection Strategy:

The plan the organization will implement to
accomplish the recruitment and selection
objectives. The sales managers should
consider the scope and timing of recruitment
and selection.

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Recruitment:
Locating Prospective Candidates

Internal Sources
– Employee referral programs
– Internships

External Sources
– Advertisements
– Private employment agencies
– Colleges and universities
– Job fairs
– Professional societies
– Computer rosters

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Selection:
Evaluation and Hiring

• Screening Resumes and Applications

• Interviews
• Testing
• Assessment Centers
• Background Investigation
• Physical Examination
• Selection Decision and Job Offer

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Screening Resumes and Applications

• Evidence of job qualifications

• Work history
• Salary history
• Accomplishments
• Responsibilities
• Appearance and completeness

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Interviews

Types of interviews
– Initial Interviews
– Intensive Interviews
– Stress Interviews

Locations
– Campus
– Recruiter’s Location (i.e. Plant Trip)
– Neutral Site
– Telephone

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Testing: Value and Types

Value
– May be used to assist with initial screening
– May indicate compatibility with job responsibilities
– May indicate compatibility with organization’s culture
and personnel
Types
– Personality
– Intelligence
– Psychological
– Ethical Framework

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Testing: Guidelines for Using

• Do not 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 job
analysis for the particular job in question

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Testing: Guidelines for Using

• Select a test that minimizes the applicant’s

ability to anticipate desired responses
• Use tests as part of the selection process, but
do not base the hiring decision solely on test
results

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Background Check

• Be wary of first-party • Obtain a numerical

references scale reference rating
• Radial search referrals • Identify an individual’s
might be used best job
• Use an interview • Check for
background check idiosyncrasies
• Use the critical incident • Check financial and
technique personal habits
• Pick out problem areas • Get customer opinion

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Selection Decision and Job Offer

• Evaluate qualifications in order of importance

• Look for offsetting strengths and weaknesses
• Rank candidates
• If none meet qualifications, may extend search
• May have to offer market bonus (signing
bonus) to highly qualified candidates

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 Legal and Ethical Considerations:
Guidelines for Sales Managers

• Become familiar with key legislation affecting

recruitment and selection
• Conduct job analysis with an open mind
• Job descriptions and job qualifications should
be accurate and based on a thoughtful job
analysis
• All selection tools should be related to job
performance

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams
 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
discriminatory content
• Avoid other practices that may be perceived
as ethically questionable

Professional Selling: Module 5: Ingram LaForge Avila

A Trust-Based Approach Staffing the Sales Force: Recruitment and Selection Schwepker Jr. Williams