RECRUITMENT &

SELECTION OF SALES
FORCE

Presented by
Md Tauseefur Rahman
MBA 3rd sem
NIMS University
 Areas covered in presentation.
 Definition of recruitment.
 Method of recruitment.
 Sources of recruitment.
-Internal sources.
-External sources.
 Definition of selection of sales force.
 Purpose of selection.
 Process of selection.
RECRUITMENT
 Definition of Recruitment.
 Recruitment is the process of generating pool
of qualified candidates for a particular job.

 Recruitment is the process by which suitable

source of manpower are identified to fit the
organizational requirement.

 Its aim is to attract qualified job candidates.

Method/process of recruitment.
 Sources of recruitment.
 Sources of recruitment is divided in two
categories as follows:

- Internal sources of recruitment.

- External sources of recruitment.

 Internal sources of recruitment.
 Promotion.
 Transfer.
 Interns and cooperative students.
 Employee referral.
 Organizational database.
 Job posting.
 External sources of recruitment.
 Campus recruitment.
 Advertisement. (Newspapers ads, Television
and radio ads)
 Employment exchange.
 Placement consultants.
 Internet recruiting.
 Walk-in-interview.
 Other industry source.
SELECTION
 Definition of selection.
 It refers to the process of making a hire or no hire
decision regarding each applicant for a job.

 Selection is the process of picking individuals

who have relevant qualifications to fill jobs in an
organization. The basic purpose is to choose the
individual who can most successfully perform the
job, from the pool of qualified candidates.
 Purpose of selection.
 The purpose of selection is to pick up the most
suitable candidate who would best meet the
requirement of the job and the organization.

 The needs of the job are matched with the

profile of the candidate. The most suitable
candidate is then picked up after eliminating
the less suitable candidate
Process of selection.
 Application forms.
 Invites application from prospective candidates
from various sources identified earlier on the
recruitment stage.
 A well designed application form ensures that the
same information about all candidates is obtained
through a uniform application format.
 Application form ask candidate physical condition,
family status, education, work experience,
participation in social events and hobbies.
 Personal interview.
 To gain an insight into an applicant’s mental
abilities and personality.
 It helps a sales manager to assess the
applicant’s personality, level of appearance and
intelligence, communication skills,
coordination with peers, empathy, ambition,
etc.
 Interview may be panel interview, situational
interview, behavioral interview, etc.
 Reference check.
 Checking references can insure accuracy of the
factual data about the applicant.
 A reference check can help in supplying the
information and opinion about the applicant’s
aptitude and past job performance.
 In many organization, the applicant is asked to
give six to seven names of referee and
interviewer is free to take the opinion of all or
any one of the referees.
 Physical examination.
 Many organization prefer physical examination
&& medical test before they select them not
because sales is a physical exhausting job, but
it requires stamina & physical ability.
 It includes testing of weight, height, B.P, Heart
beat, E.N.T testing, blood & urine, neuro-
psychiatric tests.
 Psychological tests.
 Aimed at measuring the mental abilities &
personality characteristics of a salesperson.
 The test can be grouped in three categories as:
- Intelligence test( has adequate mental ability)
- Aptitude test(To detect if there is any problem
in the person’s sensory process.
-Personality test(motivation interest, ability to
adapt and adjust, interpersonal relationship)
 Determination of terms &services.
 Related to:
- Compensation pattern & types.
- commission structure.
- Allowances including medical & travel.
- Leaves with pay.
- Housing facilities.

 These all issues are to be discussed before the issue

of appointment letter.
 Appointment.
 The appointment letter is issued at the end of the
selection process which include:
- compensation & allowances.
- Probationary period.
- other conditions & information duly signed
by the appointing authority.
 If the salesperson is interested to join the service
on basis of terms & condition , he is expected to
join duty before the expiry of due date.
 Initial orientation.
 It is the process aimed at providing the job-
related & organization related information to
the new salesperson.
 It includes origin & growth of firm, procedures
& regulations governing the job in the
organization, information regarding sales
department & its structure, disciplinary
measures & rights, duties & responsibilities of
salesperson.
Thank you.