Selection of Sales Force
Sales Force Selection
The sales force is solely responsible for building the bottom line of an organization. It is the only department that brings in revenues & hence must be given due importance in the organizational structure.
Selection of the sales force must be a careful process that ensures that top quality salesmen, who will exhibit motivation, a strong orientation towards results & loyalty to the company.
Selection is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job.
The recruitment process consists of multiple phases.
Sorting of Applicants:
The available database of applicant resumes, which could be obtained through advertisements, referrals, open applications must initially be screened for the basic job requirements. The criteria for the job requirements could be based on the degree of experience, required technical knowledge, educational qualifications and capabilities that would be demanded by the job.
This phase of the screening would be one of basic pattern matching of the requirements of the job with the available resume database.
Interviews:
The interviews could be conducted in phases as a preliminary & final interview, technical & HR interview or as a single interview to gauge all required skills of the applicant.
Various types of interviews are available to gauge various skills of the applicant.
The most common types of interview methods used are: * Behavioural Interviews * Situational Interviews * Patterned Interviews
Behavioural Interviews:
Questions ask applicants for specific examples from their past experiences of specific job-related issues
Commonly used question format: “Tell me about a time when ….”
Examples:
For a sales position: “Tell me about your most difficult recent sale.
The sales force is solely responsible for building the bottom line of an organization. It is the only department that brings in revenues & hence must be given due importance in the organizational structure.
Selection of the sales force must be a careful process that ensures that top quality salesmen, who will exhibit motivation, a strong orientation towards results & loyalty to the company.
Selection is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job.
The recruitment process consists of multiple phases.
Sorting of Applicants:
The available database of applicant resumes, which could be obtained through advertisements, referrals, open applications must initially be screened for the basic job requirements. The criteria for the job requirements could be based on the degree of experience, required technical knowledge, educational qualifications and capabilities that would be demanded by the job.
This phase of the screening would be one of basic pattern matching of the requirements of the job with the available resume database.
Interviews:
The interviews could be conducted in phases as a preliminary & final interview, technical & HR interview or as a single interview to gauge all required skills of the applicant.
Various types of interviews are available to gauge various skills of the applicant.
The most common types of interview methods used are: * Behavioural Interviews * Situational Interviews * Patterned Interviews
Behavioural Interviews:
Questions ask applicants for specific examples from their past experiences of specific job-related issues
Commonly used question format: “Tell me about a time when ….”
Examples:
For a sales position: “Tell me about your most difficult recent sale.