CHAPTER 7 SELECTING THE SALESFORCE THE SELECTION PROCESS

THE SELECTION PROCESS The selection process involves choosing the candidates who best meet the

THE SELECTION PROCESS The selection tools 1. Initial screening interviews 2. Application forms 3.

1. INITIAL SCREENING INTERVIEWS Purpose: To eliminate, asap, the undesirable recruits Duration: 20 -30

2. APPLICATION FORMS • • • Other important Name questions relate directly Address to

3. IN-DEPTH INTERVIEWS • 3 or 4 interviews are usually conducted with the most

3. IN-DEPTH INTERVIEWS Types of interviews Depend on the number of questions prepared in

4. REFERNCE CHECKS Allow a company to secure information not available from other sources

5. PHYSICAL EXAMINATIONS A company should insist on a thorough medical examination and the

6. TESTS • • Intelligence tests Knowledge tests Sales aptitude tests Vocational interest tests

SALESFORCE SOCIALIZATION 1. Initial socialization » Recruiting » Selection » Introductory training 2. Extended

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CHAPTER 7 SELECTING THE SALESFORCE

THE SELECTION PROCESS The selection process involves choosing the candidates who best meet the qualifications and have the greatest aptitude for the job.

THE SELECTION PROCESS The selection tools 1. Initial screening interviews 2. Application forms 3. In-depth interviews 4. Reference checks 5. Physical examinations 6. tests

1. INITIAL SCREENING INTERVIEWS Purpose: To eliminate, asap, the undesirable recruits Duration: 20 -30 minutes Conducted by: Assistant personnel manager, assistant sales manager, sales personnel, and sometimes computers (depends on the size of the company, the number of salespeople needed and the importance of the positions to be filled)

2. APPLICATION FORMS • • • Other important Name questions relate directly Address to the position for Position applied for which the application is Physical condition made. Educational background Work experience Military service Participation in social organization Outside interests and activities Personal references

3. IN-DEPTH INTERVIEWS • 3 or 4 interviews are usually conducted with the most desirable candidates • Purpose: To help determine if a person is right for the job To bring out personal characteristics Two-way channel of communication

3. IN-DEPTH INTERVIEWS Types of interviews Depend on the number of questions prepared in advance and the extent to which the interviewer guides the conversation. – Structured interview – Unstructured interview – Semi-structured interview

4. REFERNCE CHECKS Allow a company to secure information not available from other sources Uncover information that may alter a sales manager’s perceptions of the person’s sales ability.

5. PHYSICAL EXAMINATIONS A company should insist on a thorough medical examination and the result from the examination should be interpreted by the doctor.

6. TESTS • • Intelligence tests Knowledge tests Sales aptitude tests Vocational interest tests Polygraph tests Attitude and lifestyle tests Drug tests

SALESFORCE SOCIALIZATION 1. Initial socialization » Recruiting » Selection » Introductory training 2. Extended socialization » Long-term training » Job rotation