Professional Documents
Culture Documents
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
Step 1
Planning for Recruitment and Selection Job Analysis Job Qualifications Job Description Recruitment & Selection Objectives Recruitment & Selection Strategy
Job Analysis
Job Analysis Job Qualifications - the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job
International
Sales Experience Educational Level Willingness to Travel Willingness to Relocate Ability to Work Independently
Patient Flexible Confident Motivated Tolerant of New Ways Desire to Work Abroad Sense of Humor
summary of the job Job Title Duties, Tasks, and Responsibilities Administrative Relationships Type of Products to be Sold Customer Types Significant Job-Related Demands
Determine present and future needs in terms of numbers and types of salespeople Meet the companys legal and social responsibilities regarding composition of the salesforce Reduce the number of underqualified or overqualified applicants Increase the number of qualified applicants at a specified cost Evaluate the effectiveness of recruiting sources and evaluation
When will the recruitment and selection be done? How will the job be portrayed? How will efforts with intermediaries be optimized? What type of salespeople will be hired when developing an international salesforce? How much time will be allowed for a candidate to accept or reject an offer? What are the most likely sources for qualified applicants?
Step 1
Planning for Recruitment and Selection Job Analysis Job Qualifications Job Description Recruitment & Selection Objectives Recruitment & Selection Strategy
Step 2
Recruitment: Locating Prospective Candidates Internal Sources External Sources
Internal Sources
Employee Referral Programs Advertisements Private Employment Agencies Colleges and Universities Job Fairs Professional Societies Career/Job-related web sites Computer Rosters Wonderlic Personnel Test, Inc. SkillSearch
External Sources
Step 1
Planning for Recruitment and Selection Job Analysis Job Qualifications Job Description Recruitment & Selection Objectives Recruitment & Selection Strategy
Step 2
Recruitment: Locating Prospective Candidates Internal Sources External Sources
Selection: Evaluating & Hiring Screening Resumes and Applications Initial Interview Intensive Interview Testing Assessment Centers Background Investigation Physical Exam Selection Decision/Job Offer
Step 3
Job Application Form Interview Guide (Ex. 6.5) Initial Interview Intensive Interview
Interviews
Screening Resumes and Applications Interviews Interviewer Bias Testing Assessment Centers
A set of well-defined procedures for utilizing multiple techniques such as group discussion, business game simulations, presentations, and role-playing exercises for the purpose of employee selection or development
Screening Resumes and Applications Interviews Interviewer Bias Testing Assessment Centers Background Investigation
Screening Resumes and Applications Interviews Interviewer Bias Testing Assessment Centers Background Investigation Physical Exam
Become familiar with key legislation affecting recruitment and selection Conduct job analysis with an open mind, attempting to overcome personal mental biases Job descriptions and job qualifications should be accurate and based on a thoughtful job analysis Sources of job candidates should be informed of the firms legal position
Communications must be devoid of discriminatory content All selection tools should be related to job performance
Ethical Issues