CHILLED PRODUCTS: LTP 20002004

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Chapter
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Recruiting and Selecting Personnel
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PART I BIG PICTURE CHAP1 Intro to Selling
Sales Mgt CHAP2 Strategy Sales Program
Planning
PART II ROLE OF SALES FORCE CHAP3 Sales
Opportunity Mgt CHAP4 Account Relationship
Mgt CHAP5 Customer Interaction Mgt
PART V SALES FORCE LEADERSHIP CHAP9
Leadership CHAP10 Ethical Leadership CHAP11
Motivating Salespeople CHAP12 Compensating
Salespeople CHAP13 Evaluating Performance
PART IV SALES FORCE COMPETENCIES CHAP7
Recruiting Selecting Personnel CHAP8 Sales
Training
PART III SALES FORCE STRUCTURE CHAP6
Sales Force Org
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OUTLINE of this chater
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OUTLINE of this chater
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I. PLANNING PROCESS
1. Personnel needs 2. Job analysis 3. Job
descriptions 4. Job qualifications
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I. PLANNING PROCESS
. Sales growth targets . Distribution
strategies . Changes in sales force org. .
Sales force turnover
1. Personnel needs
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I. PLANNING PROCESS
1. Personnel needs
Turnover rate Separations per
yr Avg size of the sales force
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I. PLANNING PROCESS
. To describe how a job is to be performed .
To have activity, task, responsibility of
their sales rep.
2. Job analysis
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I. PLANNING PROCESS
A written statement that spells out the
job relationships and requirements that
characterize each sale position
3. Job description
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I. PLANNING PROCESS
. To whom salesperson report . How the
salesperson interact with other staff . The
customer to be on called on by the
salesperson . The specific task to be carried
out . The mental and physical dd of the job .
The type of product to be sold
3. Job description
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I. PLANNING PROCESS
The aptitudes, skills, knowledge and
personality traits
4. Job qualification
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I. PLANNING PROCESS
. education . previous work experience .
technical expertise . aptitudes . interest
4. Job qualification
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OUTLINE of this chater
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II. RECRUITING
Find and attract the best-qualified
applicant for the sales position
The goal of recruiting
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II. RECRUITING
R H S x A
R the no.of recruits H required no.of hire S
of recruit selected A of those selected
who accept
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II. RECRUITING sources

• Classified Ads
• Reaches wide audience (trade publications may
  narrow the reach)
• Used if high turnover
• Tend to over-produce under-qualified candidates
• Present Employees
• Familiar w/ company products procedures
• Established job histories
• Sales as a promotion
• Over-rely on previous experience

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II. RECRUITING sources

• Referrals/Networking
• Company executives understand needs, culture and
  potential fit for sales responsibilities
• Employment Agencies
• best if company pays
• Schools Colleges
• Poised easily trained
• Lack experience become bored
• Customers, Suppliers Competition
• Good if need w/out much training
• Legal ethical issues
• Common insurance, stock broker, office
  equipment, clothing

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OUTLINE of this chater
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III. SELECTING PROSPECTS
Find and attract the best-qualified
applicant for the sales position
The goal of recruiting
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(No Transcript)
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Resume analysis

• Account for all dates.
• Examine the number of jobs and length of time
  spent on each job.
• Reasons for leaving job.
• Is there a pattern of growth?

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Question for interviewers

• What Research Shows
• Does extensive interviewing experience help an
  interviewer to make better judgments?
• Does pressure to recruit impair the judgment of
  experienced interviewers less than inexperienced
  interviewers?
• When interviewing multiple recruits, do
  interviewers tend to use previous applicants as
  the standard of comparison for subsequent
  applicants?
• Will the positive effects of good appearance
  offset an unfavorably rated personal history for
  a recruit?

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Question for interviewers

• What Research Shows
• How much of the factual information presented in
  an interview will the interviewer remember
  immediately after a short interview if no notes
  are taken?
• How will lack of notes and factual recall affect
  the interviewers rating of the recruits
  interviewed?
• How reliably can a group of interviewers rate a
  recruits qualifications for a job?
• How reliably can a group of interviewers rate
  future job performance by a recruit?

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Common interviewer mistake

• Failure to establish rapport
• Lack of plan
• Insufficient time
• Not listening
• Personal bias
• Questions
• First impressions

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Typical interview question

• What is interviewer trying to determine?
• 1. What was the most monotonous job you ever had
  to do?
• What are your values and general orientation in
  life?
• How creative were you in eliminating boredom?

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Typical interview question

• 2. In thinking about people you like, what is it
  you most like about them?
• Reflects what person is and desires to become
• 3. Up to this point in your life, what do you
  consider to be your biggest disappointment?
• Have you done anything? -- more active more
  disappointments
• 4. How willing are you to relocate? To what
  extent are you willing to travel?
• Motivation in wanting job -- involves travel

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Typical interview question

• 5. How do you feel about the way your previous
  employer treated you?
• How you react to supervision organizational
  cultures
• 6. What are your long-term financial objectives
  and how do you intend to achieve them?
• Are you realistic mature?
• Will this company enable you to achieve these
  goals?
• 7. What was the most difficult decision you ever
  had to make as a leader?
• Were the leadership positions in your resume
  demanding or ceremonial in nature?
• What is your leadership style philosophy?

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Typical interview question

• 8. Why should we hire you?
• How badly do you want the job?
• What do you think of yourself?
• Do you believe in yourself?
• 9. Sell me this pen.
• Do you really know how to make a sales
  presentation?
• Did you mention the main product benefits?
• Did you ask for the order?

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OUTLINE of this chater
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IV. VALIDATING THE HIRING PROCESS
VALIDATE the relationship between the
selection criteria used by the firm and job
success
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Asking the right questions

• 1. May I look at your resume?
• 2. Where will I get my leads?
• 3. May I review your sales literature?
• 4. When are your slow times?
• 5. May I go with you on a sales call?
• 6. May I visit your marketing department?

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Whats in a signature?