Sales Management 9

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Sales Management 9

• Sales Force Recruitment and Selection

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Importance ofRecruitment and Selection

• Problems associated with inadequate
  implementation
• Inadequate sales coverage and lack of customer
  follow-up
• Increased training costs to overcome deficiencies
• More supervisory problems
• Higher turnover rates
• Difficulty in establishing enduring relationships
  with customers
• Suboptimal total salesforce performance

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Introduction to Sales Force Socialization
Sales Force Socialization refers to the process
by which salespeople acquire the knowledge,
skills, and values essential to perform their
job. Need to achieve congruence Match company
needs with employee needs. Need to achieve
realism Employee knows what to expect.
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Pre-Recruiting Decisions

• Who will recruit?
• Designated recruiter
• Manager
• Incumbent
• Who will participate in process?
• HR
• Manager
• Who will make hiring decision?

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Job Analysis/Description

• Steps
• First do a job analysis
• Then, develop job description
• Finally, develop a list of job qualifications
• Reason
• Helps to identify type of person you want
• Develops objectivity
• Cuts down on lawsuits

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Job Description

• Nature of product/service to be sold
• Type of customers, frequency of calls, types of
  people to contact
• Specific tasks and responsibilities
• Relationship between job occupant and other
  positions in the company
• Mental/Physical demands of the job
• Environmental pressures/constraints that might
  affect the job

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What can happen if you dont have a clear job
description
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Find a pool of applicants

• Internal
• Referrals
• Transfers
• External
• Recruiting at colleges
• Advertising
• Agencies
• Job Fairs
• Professional Associations

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Hiring Process

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

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Application Process I

• Interviews (Ex. 5.5 Interview Guide)
• , Location
• Funnel Process
• Multiple Opinions

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Application Process II

• Reference Check
• Employers
• Teachers
• Dont burn bridges

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Application Process III

• Test Batteries
• ?/Personality
• IQ
• Aptitude
• Drug
• Ethics

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Application Process IV

• Evidence of job qualifications
• Work history
• Salary history
• Accomplishments
• Responsibilities
• Appearance and completeness

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Dont be a Job Hopper!!!
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Application Form

• Appropriate/Inappropriate Questions

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Actual Questions

• Who are your heroes?
• What did you learn from your biggest failure?
• How would you sell this pen to me?
• What are your weaknesses?
• Kryptonite was not a popular answer.
• Do you have a clean driving record?
• DWI/DUI
• Speeding

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Information Concerning
Comments/Recommendations
Arrests?
Absolutely barred
1.
Include a statement indicating employer will
consider the nature and circumstances of the
conviction
2.
Convictions?
Although not barred, be prepared to give a good
reason for this question. Age Discrimination Act.
3.
Age?
Height and Weight?
May discriminate against females, or Americans of
Asian or Spanish descent. Job functions.
4.
Illegal unless requested of both sexes and only
then when employer has a no-spouse hiring rule.
(Some states consider married persons a protected
class, prohibiting this question.) Rings.
Marital Status?
5.
Physical Characteristics?
In light of the ADA, such questions should only
be included when necessary for the job (models,
actors).
6.
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Information Concerning
Comments/Recommendations
The propriety of asking about educational
background is determined by the level of
education required for the job
Education?
7.
Both questions are suspect as the bankruptcy code
prohibits discrimination against individuals who
have filed bankruptcy. Run credit check.
Bankruptcy, Garnishments?
8.
Instead of asking questions such as these, simply
ask if the candidate can do the essential
functions of the job, with or without
accommodation.
Disabilities, Handicaps and Health Problems?
9.
To avoid discrimination charges under the
Immigration Reform and Control Act, it is best to
avoid citizenship questions. Need I-9.
Citizenship?
10.
Friends and Relatives?
Improper if it perpetuates an imbalance in the
make-up for the work force. Other problems.
11.
SOURCE
C. David Sheperd and James C. Hearfield,
Discrimination Issues in the Selection of
Salespeople A Review and Managerial
Suggestions, Journal of Personal Selling Sales
Management, Fall 1991, p. 71.
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Legislative Act
Purpose
Prohibits discrimination based on race, color,
religion, sex, or national origin.
Civil Rights Act (1964)
Founded the Equal Employment Opportunity
Commission to ensure compliance with the Civil
Rights Act.
Fair Employment Opportunity Act (1972)
Requires that men and women be paid the same
amount for performing similar job duties.
Equal Pay Act (1963)
Requires affirmative action to hire and promote
handicapped persons if the firm employs 50 or
more employees and is seeking a federal contract
in excess of 50,000.
Rehabilitation Act (1973)
Requires affirmative action to hire Vietnam
veterans and disabled veterans of any war.
Applicable in firms holding federal contracts in
excess of 10,000.
Vietnam Veterans Readjustment Act (1974)
Prohibits discrimination against people of ages
40 to 70. (Yeah!)
Age Discrimination in Employment Act (1967)
Provides equal-protection standards to prevent
irrational or unreasonable selection methods.
Fifth and Fourteenth Amendment to the U.S.
Constitution
Americans with Disabilities Act (1990)
Protects against discrimination on the basis of
disability.
SOURCE
Thomas N. Ingram and Raymond W. LaForge, Sales
Management Analysis and Decision Making
(Chicago The Dryden Press, 1989)), p. 362.
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So how do you obey the law?

• Have a well trained HR department.
• Train everyone involved in hiring process.
• Seminars
• Internal
• External
• Hiring manuals
• Memos
• Have a good employment lawyer on retainer.

Joe Bontke, EEOC Outreach
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Selecting salespeople is like selecting the right
chocolate from the box. You dont know what you
have until you take a bite.
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What to look for in hiring(Not in Particular
Order)

• Problem Solving Skills
• Persuasive
• Verbal Skills
• Sales Experience
• Not product specific

• Enthusiasm
• Organization Skills
• Ambition
• Goal Oriented
• Leadership
• Work Ethic

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How do you pick the right person?

• Its still a craps shoot.
• Limit Risk
• Due Diligence
• Check References
• Multiple Interviews
• Tests
• Experience
• Listen to your gut

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Sunset Beach, Oahu, Hawaii
Aloha!