Intern Shala Final Project

PART -A
You are an HR in an apparel company named Pehnava, with around 5000 employees. This
company has its HQ in Delhi and has 100+ stores in pan India. Keeping this in mind, there are
the things that you are asked to do.
Q 1. List at least 5 sources of recruitment for hiring 100 sales professionals out of which 80 are
freshers, 15 team leaders and 5 managers. You should specify at least 1 source for each role.

Ans
• Freshers: -
College/University Recruitment Drives
Job Fairs
Online Job Portals
Social Media Platforms
Employment Agencies

• Team Leaders: -

Referrals
Professional Networking Sites
Head Hunting
Job Portals
External Consultants

• Managers: -

Executive Recruitment Firms

Industry Networking Events
Online Job Portals
Professional Organizations
Head Hunting

Q.2. Justify your selection for recruitment sources.

Ans
Internal Recruitment: Internal recruitment is a cost-effective way of finding the right
candidates for a company. By utilizing the company’s existing employee network, HR
can quickly and easily identify potential candidates who have the skills and qualifications
required for a particular job. Additionally, internal recruitment can help to maintain
morale and job satisfaction among existing employees by offering them the chance to
progress within the organization.

Social Media Recruitment: Social media recruitment can be a great way to reach out to
potential candidates and connect with them in a new and innovative way. It is an
effective way of targeting passive job seekers and can help to create a positive brand
image for the company. Additionally, social media recruitment can enable recruiters to
target potential candidates who may not be actively looking for a job.

Job Boards: Job boards are a great source of potential candidates, as they provide
access to a large pool of applicants who are actively searching for job opportunities.
Additionally, they are also cost-effective and can help to reduce the amount of time
recruiters spend searching for suitable candidates.

Employee Referrals: Employee referrals are a highly effective recruitment source, as

they help to ensure that recruiters select the best candidates for the job. Referrals can
help to reduce the time taken to fill a vacancy, as they are often from people who
already have a relationship with the company and can provide reliable information about
the candidate. Additionally, referrals can be more cost-effective than other recruitment
sources and can help to ensure that the right person is selected for the job.

PART-B

Once you have identified the sources of recruitment and before recruiting these people,
we need to define the key competencies for the role of a sales manager. In this part,
you need to do the following-

Q1. Define 6 key competencies required for a sales manager.

Leadership:
 A successful sales manager must possess strong leadership
skills, able to motivate and manage their team to reach
organizational goals.

Communication:
 A sales manager must be able to communicate effectively both
verbally and in writing, in order to get their message across to
their team, customers, and other stakeholders.

Interpersonal Skills:
 The ability to build relationships both internally and externally is
essential for a sales manager to be successful.

Strategic Thinking:
 Sales managers need to be able to think strategically and come
up with innovative solutions to problems.

Negotiation Skills:
 A sales manager must be able to negotiate effectively with
customers and other stakeholders to get the best terms and
conditions for their organization.
Analytical Skills:

 Sales managers must have strong analytical skills to be able to

effectively analyze data and make informed decisions.
 Q.2 Provide a description of each competency you have identified.

Strategic Thinking:
The ability to develop long-term plans and objectives, analyzing current and future trends, and
making sound decisions.
People Management:
The ability to recruit, train, motivate, evaluate, and manage a team of sales personnel.
Communication:
The ability to effectively communicate verbally and in writing with customers, colleagues, and
business partners
Negotiation:
The ability to negotiate agreements and deals with customers, partners, and suppliers.
Customer Service:
The ability to provide excellent customer service while also managing customer expectations.
Market Knowledge:
The ability to stay up to date on market trends and conditions and to use that information to
develop effective sales strategies
Presentation Skills:
The ability to create and deliver presentations to potential customers in a compelling and
persuasive manner.
Financial Acumen:
The ability to understand financial concepts and to use financial analysis to inform and improve
sales results.
Problem-Solving:
The ability to identify and analyze problems, develop solutions, and implement them.
Time Management:
The ability to efficiently manage time and resources to ensure that goals and deadlines are
met.

Q.3 Identify 3 observable behavior indicators for each competency

1. Leadership:
  Ability to provide clear direction and set expectations for their team
 Ability to delegate tasks, hold team members accountable and provide feedback
 Ability to motivate and inspire team members.

2. Communication:

 Ability to communicate clearly and concisely, both verbally and in writing.

 Ability to listen actively and respond appropriately to team members.
 Ability to build relationships with customers, colleagues, and team members.

3. Strategic Planning:

 Ability to analyze data, recognize patterns and make informed decisions

 Ability to anticipate customer needs and develop plans to meet them
 Ability to develop long-term strategies and objectives for the team

4. Problem Solving:

 Ability to identify and analyze complex problems and develop solutions

 Ability to remain calm and professional when faced with difficult situations
 Ability to think critically and creatively to find innovative solutions

Q.4.Identify the tools to assess the performance of the candidate/competency

Interviews:
Interviews are a great tool for assessing the performance of a candidate. Interviews
allow the interviewer to ask questions related to the job and the candidate's experience
and qualifications.

Assessments:
Assessments are another tool for measuring the competency of a candidate.
Assessments can include tests and simulations that evaluate the candidate's knowledge
and skills.

Reference Checks:
Reference checks are another tool for assessing the performance of a candidate. They
provide a third-party opinion on the candidate's performance and allow the interviewer to
obtain more information about the candidate.

Credential Checks:
Credential checks are another tool for assessing the performance of a candidate. This
involves checking the candidate's educational and professional credentials to verify their
qualifications.

Job Samples:
Job samples are another tool for assessing the performance of a candidate. This
involves giving the candidate a sample task related to the job and assessing their
performance on it.