Staffing The Sales Force: Recruitment and Selection: Module Five

Staffing the Sales Force:
Recruitment and Selection

Module Five
Ingram LaForge Avila
Schwepker Jr. Williams
Professional Selling:
A Trust-Based Approach
Module 5:
Staffing the Sales Force: Recruitment and Selection
Learning Objectives
1. Explain the critical role of recruitment selection
and building and maintaining a productive sales
force.
2. Describe how recruitment and selection affect
sales force socialization and performance.
3. Identify the key activities in planning and
executing a program for sales force recruitment
and selection.
4. Discuss the legal and ethical considerations in
sales force recruitment and selection.
Module 5:
Setting the Stage
1. In what way did Information Graphics
Group change its interviewing format?
New Hiring Strategy at Information Graphics
Group Allows Them to Bring Aboard the Best
Module 5:
Importance of
Recruitment 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
Module 5:
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.
Achieving
Realism
Achieving
Congruence
Important during
recruitment and
selection
Module 5:
Proposed Model of
Sales Force Socialization
Realism
Congruence
Recruiting/Selection
Objectives
Job
Satisfaction
Job
Involvement/
Commitment
Performance
Job
Outcomes
Task Specific
Self -Esteem
Person
Outcomes
Resolution of
Conflicting
Demands at Work
Initiation to
Task
Training
Objectives
Role
Definition
Module 5:
Recruitment and Selection Process
Job Analysis
Job Qualifications
Job Description
Recruitment &
Selection Objec.
Recruitment &
Selection Strategy
Internal Sources
External Sources
Screening Resumes
and Applications
Initial Interview
Intensive Interview
Testing
Assessment Centers
Background Invest.
Physical Exam
Selection Decision
and Job Offer
Planning for
Recruitment & Selection
Step 1
Recruitment: Locating
Prospective Candidates
Step 2
Selection:
Evaluation and Hiring
Step 3
Module 5:
Planning for Recruitment and Selection
Job Analysis:
Entails an investigation of the tasks, duties,
and responsibilities of the job.
Module 5:
Job Qualifications:
Refers to the aptitude, skills, knowledge,
personal traits, and willingness to accept
occupational conditions necessary to perform
the job.
Module 5:
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.
Module 5:
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.
Module 5:
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.
Module 5:
Internal Sources
Employee referral programs
Internships

External Sources
Advertisements
Private employment agencies
Colleges and universities
Job fairs
Professional societies
Computer rosters
Recruitment:
Locating Prospective Candidates
Module 5:
Screening Resumes and Applications
Interviews
Testing
Assessment Centers
Background Investigation
Physical Examination
Selection Decision and Job Offer
Selection:
Evaluation and Hiring
Module 5:
Evidence of job qualifications
Work history
Salary history
Accomplishments
Responsibilities
Appearance and completeness
Screening Resumes and Applications
Module 5:
Interviews
Types of interviews
Initial Interviews
Intensive Interviews
Stress Interviews

Locations
Campus
Recruiters Location (i.e. Plant Trip)
Neutral Site
Telephone
Module 5:
Testing: Value and Types
Value
May be used to assist with initial screening
May indicate compatibility with job responsibilities
May indicate compatibility with organizations culture
and personnel
Types
Personality
Intelligence
Psychological
Ethical Framework
Module 5:
Testing: Guidelines for Using
Do not attempt to construct tests for the
purposes of selecting salespeople
If psychological tests are used, be sure the
standards of the American Psychological
Association have been met
Use tests that have been based on a job
analysis for the particular job in question
Module 5:
Testing: Guidelines for Using
Select a test that minimizes the applicants
ability to anticipate desired responses
Use tests as part of the selection process, but
do not base the hiring decision solely on test
results
Module 5:
Background Check
Be wary of first-party
references
Radial search referrals
might be used
Use an interview
background check
Use the critical incident
technique
Pick out problem areas
Obtain a numerical
scale reference rating
Identify an individuals
best job
Check for
idiosyncrasies
Check financial and
personal habits
Get customer opinion
Module 5:
Selection Decision and Job Offer
Evaluate qualifications in order of importance
Look for offsetting strengths and weaknesses
Rank candidates
If none meet qualifications, may extend search
May have to offer market bonus (signing
bonus) to highly qualified candidates
Module 5:
Become familiar with key legislation affecting
recruitment and selection

Conduct job analysis with an open mind
Job descriptions and job qualifications should
be accurate and based on a thoughtful job
analysis

All selection tools should be related to job
performance
Legal and Ethical Considerations:
Guidelines for Sales Managers
Module 5:
Sources of job candidates should be
informed of the firms legal position

Communications must be devoid of
discriminatory content

Avoid other practices that may be perceived
as ethically questionable

Legal and Ethical Considerations:
Guidelines for Sales Managers

Staffing The Sales Force: Recruitment and Selection: Module Five

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