Professional Documents
Culture Documents
Learning Objectives
1. Explain the critical role of recruitment selection and building and maintaining a productive sales force. Describe how recruitment and selection affect sales force socialization and performance. Identify the key activities in planning and executing a program for sales force recruitment and selection. Discuss the legal and ethical considerations in sales force recruitment and selection.
2. 3.
4.
Ingram
Schwepker Jr.
1. In what way did Information Graphics Group change its interviewing format?
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
Achieving Congruence
Achieving Realism
Ingram
Schwepker Jr.
Congruence
Role Definition
Performance
Ingram
Schwepker Jr.
Step 2
Recruitment: Locating Prospective Candidates
Step 3
Selection: Evaluation and Hiring
Job Analysis Job Qualifications Job Description Recruitment & Selection Objec. Recruitment & Selection Strategy
Screening Resumes and Applications Initial Interview Intensive Interview Testing Assessment Centers Background Invest. Physical Exam Selection Decision and Job Offer
Ingram LaForge Avila Williams
Schwepker Jr.
Job Analysis:
Entails an investigation of the tasks, duties, and responsibilities of the job.
Ingram
Schwepker Jr.
Job Qualifications:
Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.
Ingram
Schwepker Jr.
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.
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
External Sources
Advertisements Private employment agencies Colleges and universities Job fairs Professional societies Computer rosters
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
Interviews
Types of interviews
Initial Interviews Intensive Interviews Stress Interviews
Locations
Campus Recruiters Location (i.e. Plant Trip) Neutral Site Telephone
Ingram
Schwepker Jr.
Types
Personality Intelligence Psychological Ethical Framework
Ingram
Schwepker Jr.
Do not attempt to construct tests for the purposes of selecting salespeople Use tests that have been based on a job analysis for the particular job in question
Ingram
Schwepker Jr.
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
Ingram
Schwepker Jr.
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
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.
Ingram
Schwepker Jr.