Recruitment And Selection Of Recruitment And Selection Of ForceForce
Presented By:
Gagandeep Singh
Arvinder Singh
DefinitionDefinition
Recruitment means finding potential job applicants telling them about the company and getting them to apply. Recruitment is the search for best available candidates for various sales position.
Recruitment and Selection Recruitment and Selection ProcessProcess
• Job AnalysisJob Analysis• Job QualificationsJob Qualifications• Job DescriptionJob Description• Recruitment & Recruitment &
Selection Objec.Selection Objec.• Recruitment & Recruitment &
Selection StrategySelection Strategy
• Internal SourcesInternal Sources• External SourcesExternal Sources
• Screening Resumes Screening Resumes and Applicationsand Applications
• Initial InterviewInitial Interview• Intensive InterviewIntensive Interview• TestingTesting• Background Invest.Background Invest.• Physical ExamPhysical Exam• Selection Decision Selection Decision
and Job Offerand Job Offer
Planning for Planning for Recruitment & SelectionRecruitment & Selection
Step 1Step 1Recruitment: Locating Recruitment: Locating Prospective CandidatesProspective Candidates
Step 2Step 2Selection: Selection:
Evaluation and HiringEvaluation and Hiring
Step 3Step 3
Planning for Recruitment and Planning for Recruitment and SelectionSelection
Job Analysis: It is a detailed and systematic study of jobs to know the nature
and characteristics of the people to be employed on various jobs.
Job Qualifications:Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.
Planning for Recruitment and Planning for Recruitment and SelectionSelection
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.
Planning for Recruitment and Planning for Recruitment and SelectionSelection
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.
Planning for Recruitment and Planning for Recruitment and Selection 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.
Planning for Recruitment and Planning for Recruitment and Selection Selection
Sources of Sales Force Sources of Sales Force Recruits Recruits
Internal Source Sources within the Company:
– Company Sales Personnel – Company Executives – Internal Transfers
External Source Source outside the Company
– Casual applicants– Employment Agencies – Employees of Customers – Sales Force of competing companies – Sales Force of non competing companies – Educational Institutions
Advantages of Internal Source Improves morale No error in selection Promotes loyalty
Disadvantages of Internal Source Limits the number of applicants Lacks creativity and innovations Selection of incapable persons
Advantages of External Source Benefits of new skills & ideas Larger pool of workers Wider range of experience
Disadvantages of External Source Longer Process Expensive Problem of adjustment of new employees
Selection System Selection System Preliminary Interview & Pre Interview Screening Formal Application Interview(s)Reference & Credit Check Testing Physical Examination Employment Offer
Preliminary Interview & Pre Preliminary Interview & Pre Interview ScreeningInterview Screening
Eliminating unqualified Applicants Detects the presence or absence of
predetermined minimum qualifications Criteria includes applicant’s basic qualifications,
education, experience, health Questions about the company and the job are
answered Applicant fills Formal Application Form for
Formal Interviews
Formal Application FormFormal Application FormCentral record for all pertinent information
collected during selection process Customized Formal Application form tailored to
each company’s specific requirement Present job, dependents, education, employment
status, time with last employer, previous positions, record of earnings, reasons for leaving the job
Formal InterviewFormal InterviewMost widely selection step & comprises the major
portion of selection systemMost satisfactory method in judging an
individual’s ability in oral communication, personal appearance and manners, attitude towards selling & life in general, reaction to obstacles presented face to face and personal impact upon others
Formal Interview Formal Interview Who Should do the interview:
– HR Managers – District or Branch Sales Managers – Marketing Managers
How Many Interviews:– Varies with the selling style – Depends upon the job profile & Technicality of the
job
Interviewing Techniques Interviewing Techniques Patterned Interview:
– Prepared outline of questions designed to elicit a basic core of information
– Interviewer works directly from the outline and records answers as they are given
Non Directive Interview:– Applicant is encouraged to speak freely about
experience, training & future plans – Interviewer just directs the interview – Yields maximum insight into an individual’s attitudes
& interests
Interviewing TechniquesInterviewing Techniques Interaction (Stress) Interview:
– Simulates the stresses the applicants would meet in actual selling & provides a way to observe the applicant’s reactions
– See how applicant reacts to the surprise situation & to size up to selling ability
Rating Scales:– Constructed that interviewer’s ratings are channeled into a limited
choice of responses – Results in more comparable ratings of the same individual by
different interviewer’s – Objectivity restricts precise description of many personal qualities
References References Reference provides information on the applicant
not available from other source References are excellent source for candid
appraisals Four classifications:
– Present or Former employees – Former Customers– Reputable citizens– Mutual acquaintances
Credit ChecksCredit Checks
Personal Debt recordsTimely Payments Large debts out standings for longer periods
Psychological Tests Psychological Tests
Different sets of behavior or attributes can lead to successful job performance
Test of Ability:– Measure how well a person can perform particular
tasks with maximum motivation – Includes Mental ability (Intelligence Tests) & Tests
of Special abilities ( Aptitude Tests) – Language usage & Comprehension, & abstract
reasoning or problem solving ability
Psychological TestsPsychological TestsTest of habitual characteristics:
– Include attitude, personality & interests – Moral measuring techniques – Ascertain employees feelings towards working
conditions, pay, advancement opportunities.
Interests Tests:– Relationship between Interest & Motivation – Among two persons, one with greater interest will be
more successful
Physical Examination Offer Letter
THANK YOU…