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Selection Procedure of Sales Force

The document outlines the selection procedure for a sales force. It discusses that selection involves dividing candidates into those offered employment and those not. Several steps are involved including receiving applications, screening for qualifications, interviews, reference and background checks, psychological and physical testing, and final placement. The goal is to identify individuals with the relevant qualifications to fill open positions and contribute to improved sales force performance and cost savings. Selection tools aid in screening out unqualified candidates and identifying extremely capable individuals.

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Neeraj Singh Bisht
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© Attribution Non-Commercial (BY-NC)
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Download as PPTX, PDF, TXT or read online on Scribd
51 views

Selection Procedure of Sales Force

The document outlines the selection procedure for a sales force. It discusses that selection involves dividing candidates into those offered employment and those not. Several steps are involved including receiving applications, screening for qualifications, interviews, reference and background checks, psychological and physical testing, and final placement. The goal is to identify individuals with the relevant qualifications to fill open positions and contribute to improved sales force performance and cost savings. Selection tools aid in screening out unqualified candidates and identifying extremely capable individuals.

Uploaded by

Neeraj Singh Bisht
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Selection Procedure of Sales force

DALE YODER Selection is a process in which


candidates for employment are divided into two classes, those who are to be offered employment and those who are not.

V.S.P.RAO Selection is the process of picking individuals who


have relevant qualifications to fill jobs in an organization.

Qualified sales people are scarce. Good selection improve sales force performance. Promotes cost savings. Eases other manager tasks.

Selection tools

Selection tools and procedures are only aids to sound executive judgment. They can eliminate obviously unqualified candidates and generally help recruiters spot extremely capable individuals.
Application blanks Personal interviews Psychological tests References and credit reports

Selection based on vacant post According to work Sanctioned by department heads Fixing minimum qualifications Through employment exchange

Preliminary screening of Applicants Review of Application Blank Interviews Checking References/ Credit Checks Psychological Testing Physical Examination Final Placement

Step 1: RECEIPT AND SCRUTINY OF APPLICATIONS The application are invited from prospective candidates for the job through advertisement or notice. The scrutiny of applications is essential to take out those applications which dont fulfill the requirements of post.

Step 2: BLANK APPLICATION FORM This is a way of getting written information about candidates particulars in his own handwriting.

INFORMATION COLLECTED bio-data, educational qualifications, work experience, curricular activities, references and salary demanded.

Step 3:
An interview is a purposeful exchange of ideas, the answering of questions, and communication between two or more persons.
OBJECTIVES OF INTERVIEW

Give information to the applicant Judgment of applicant

TYPES OF INTERVIEW PRELIMINARY INTERVIEW CORE INTERVIEW DECISION MAKING INTERVIEW

PRELIMINARY INTERVIEW

It is the first contact of the candidate with the company officials. The information supplied by the applicant is verified and he/she comes to know about the company in detail.

TYPESThis interview is held to secure non job related information. The rejection rate at this stage is very high.

Informal interview

Unstructured interview

In this interview the candidate is given the freedom to tell about his knowledge on various items areas, education,background and interest.

CORE INTERVIEW
Background information interview- The background information is collected about the candidate and information supplied about educational qualifications, place of domicile, health is checked up from the documents available. JOB AND PROBING INTERVIEW- This interview is intended to test candidates job knowledge, methods of doing the job, problem areas, and ways of handling them. STRESS INTERVIEW- The purpose of such an interview is to see whether a candidate keeps his cool under stress situations. PANEL INTERVIEW- In this interview the candidate is interviewed by a panel of selectors. DEPTH INTERVIEW- This interview is conducted by specialists in the field.

DECISION MAKING INTERVIEW-

A final decision about the selection or rejection of the candidate is taken at this level. Interviewer should try to get full information about the candidates skill , knowledge, aptitude, attitude, personality traits.

Step 4:

The prospective employer normally makes an investigation on the references supplied by the candidate and undertakes search into his past employment, education, personal reputation.

STEP 5: Psychological Testing

Psychological tests are devised to measure the psychological characteristics of individual applicants for a position. A psychological test is an objective and standard measure of a sample of human behaviour. Psychological tests act on the principle that individuals differ from one another by degree.

Step 6: Physical Examination


After the final selection candidates are required to appear for medical examination. For civil services and military jobs ,the candidates are appointed only when they clear the medical test.

Step 7: Final placement


The selected candidate should be given copies of rules, regulations, procedures followed in the company. He should be introduced to his immediate superior and to his immediate subordinate. Proper orientation of an employee will help him to adjust easily in the new environment of the organisation.

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