File Name: recruitment and selection of sales force .zip
Sales and Marketing supervisors and managers Personnel department Higher executives Outside assistance from recruiting firms. Following are the activities in selection and recruitment: Analysis regarding activities, tasks and environmental influences involved in the job to be filled Contents of job description 1. Nature of product or services to be sold 2. Types of customers to be called on, along with the company policies 3. Specific tasks and responsibilities to be carried out e.
The recruitment of salesperson shall start with the task of determining the number of people to be inducted into the organization.
Sources of recruitment of salespersons. The number of salespersons required will depend upon such factors as the number of customers existing and potential , the number of times the customers need to be contacted and the time required, etc. It is important that the organization has the right number of salespersons. The number shall neither be more nor less. This is what is known as job description.
The functions to be performed by the salespersons will have to be specified. As the third step, the requirements of the job should be made clear. That is, the qualification necessary to carry out the job has to be prescribed. This is what is known as job specification.
The qualification for different categories of salespersons, i. Preference may be given to the existing employees of the concern. Employees working in other departments may be considered if they possess the desired qualification, aptitude and attitude for a sales career. Some of the advantages of selecting from within the organization are:. They can be easily assessed, as their service records are already available.
The initial training to be given called induction training is not necessary as they are already familiar with the organization.
Better control can be exercised over their activities as they are not strangers. As the person is already an employee of the concern, he need not be paid a very high remuneration. Selection from within the organization has certain limitations too. These are. The vacancy may be notified by way of newspaper advertisements. The nature of work, the qualification expected, previous selling experience, salary offered, etc. Interested persons may be asked to apply along with their bio-data within a stipulated time.
Job seekers also advertise in newspapers. The employer may keep the particulars of such individuals and inform those who are found good.
The Government run employment exchanges may be contacted in this regard. The employer may request such employment exchanges to furnish a list of eligible candidates. There are also private employment consultants and bureaus that provide valuable information on such matters. By this it is meant that the employers will visit colleges and universities at a particular period of time every year and interview the students studying certain degree courses.
Usually, the eligible final year students will be interviewed. Those found suitable will be given the placement orders immediately. Such selected persons can join the concerns after completing their degree course. Salespersons working for the competitors may be lured with better perquisites. The ethics in such a practice has been a matter of controversy. The advantage of such an approach is that the salespersons selected are already well versed in the particular line of business and therefore can perform their work more effectively.
Such people do not require much training. But the drawback of such an approach is that the salespersons may not be loyal. If some other businessman tempts them with even greater perquisites, they may ditch the present employer and go. Renowned organizations receive a number of applications frequently from the unemployed graduates although the concern has not called for applications. The personnel department of the concern may maintain a record of all such applications for future consideration.
Any candidate found suitable may be informed when a vacancy arises. Another important source of recruitment is that the employer may be informed of a suitable candidate for a job in the concern. Such a recommendation may come either from an employee of the organization or from any friend or relative of the employer. Recruitment of Salesperson Methods of Recruitment. Table of Contents Recruitment of Salesperson Sources of recruitment of salespersons 1. Recruitment of Salespersons from among the existing employees Limitations of selecting salespersons from within organization 2.
Recruitment of Salespersons through Newspaper advertisements 3. Recruitment of Salespersons through Employment exchanges 4. Recruitment of Salespersons through Campus interviews 5.
Recruitment of Salespersons from competitors 6. Recruitment of Salespersons from unsolicited applications 7. Recruitment of Salespersons by recommendation. Related Posts. Tags: marketing , Sales , salesmanship.
Salesforce turnover rates are increasing dramatically. As a result, retention of good salespeople is a critical concern for sales managers. It is suggested that salesforce turnover can be reduced through the use of better selection criteria. To that end, a multiple criteria approach is outlined for organisations to use in the salesforce selection process. Shepherd, C.
Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. Brehmer and B. Lilly and Michael J. Brehmer , B.
Phenomenology 3. Deductive 3. Figure 1 Barchart summarizing the ways the Greek Heavy Industry Companies under study use to find candidate industrial salespeople. The dissertation examines the theoretical background of recruitment, selection and training methods of salespeople, and in particular of industrial salespeople. Qualitative and quantitative research data were obtained from a sample of Human Resources and Commercial Directors of the biggest Greek heavy industry companies, to examine how the above issues are applied in practice in the Greek industrial sector.
The Sales Management Association has worked to ensure the accuracy of the information it provides to its members. Lead Management Status Report Sales An effective sales management process will encompass lead and opportunity management, sales forecasting, and reporting and management techniques that empower sales representatives to meet and surpass their targets.. Sales Planning. Sales management refers to the administration of the personal selling a company's product line s. Click here to view a printable PDF of the sales team goals checklist.
04 SALES FORCE MANAGEMENT. RECRUITMENT & SELECTION OF SALES PERSONNEL. SALES TRAINING. DIRECTING THE SALES FORCE.
Тогда почему они послали не профессионального агента, а университетского преподавателя. Выйдя из зоны видимости бармена, Беккер вылил остатки напитка в цветочный горшок. От водки у него появилось легкое головокружение. Сьюзан, подшучивая над ним, часто говорила, что напоить его не составляет никакого труда. Наполнив тяжелый хрустальный стакан водой из фонтанчика, Беккер сделал несколько жадных глотков, потянулся и расправил плечи, стараясь сбросить алкогольное оцепенение, после чего поставил стакан на столик и направился к выходу.
Шифр-убийца? - переспросил Бринкерхофф. Джабба кивнул: - Да. Нужно ввести ключ, останавливающий червя. Все очень все .
Чего ты от меня хочешь. Молчание. Хейл сразу же растерялся, не зная, как истолковать примирительный тон коммандера, и немного ослабил хватку на горле Сьюзан. - Н-ну, - заикаясь начал он, и голос его внезапно задрожал.
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