The sales force is solely responsible for building the bottom line of an organization. It is the only department that brings in revenues & hence must be given due importance in the organizational structure. Selection of the sales force must be a careful process that ensures that top quality salesmen, who will exhibit motivation, a strong orientation towards results & loyalty to the company. Selection is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.
A good selection requires a methodical approach to the problem of finding the best matched person for the job. The recruitment process consists of multiple phases. Sorting of Applicants: The available database of applicant resumes, which could be obtained through advertisements, referrals, open applications must initially be screened for the basic job requirements. The criteria for the job requirements could be based on the degree of experience, required technical knowledge, educational qualifications and capabilities that would be demanded by the job.
This phase of the screening would be one of basic pattern matching of the requirements of the job with the available resume database. Interviews: The interviews could be conducted in phases as a preliminary & final interview, technical & HR interview or as a single interview to gauge all required skills of the applicant. Various types of interviews are available to gauge various skills of the applicant. The most common types of interview methods used are: * Behavioural Interviews * Situational Interviews * Patterned Interviews Behavioural Interviews:
Questions ask applicants for specific examples from their past experiences of specific job-related issues Commonly used question format: “Tell me about a time when …. ” Examples: For a sales position: “Tell me about your most difficult recent sale. What did you do? What happened? ” If team leadership is essential to the job: “Tell me about a time when you were the leader of a team. What did you do? What happened? ” If providing effective performance feedback is essential to the job: “Tell me about a time when you had to talk with a person about their poor performance.
What did you do? What happened? ” Each question has a scoring system to rate the applicant’s answers on numerical rating scales Use rubrics: For each question, write an example of what would be the: Best answer (e. g. , best answer = 5 points) Good answer (e. g. , good answer = 3 points) Bad answer (e. g. , bad answer = 1 point) To improve validity, use a panel of interviewers to evaluate each applicant’s interview Validity: good to great; this is usually our best choice of interview formats Situational Interviews 3 types of questions: Hypothetical: questions that describe a situation and ask what the applicant would do in that situation * Job-Knowledge: questions that ask applicants to define job-related terms, or explain a procedure, or demonstrate a skill * Job Requirements: questions that ask applicants about their willingness to comply with job requirements (e. g. , travel, shift-work, etc. ) Each question has a scoring system to rate the applicant’s answers on numerical rating scales To improve validity, use a panel of interviewers to evaluate each applicant’s interview Validity: Good
Patterned Interview: Ask about education, work experiences, career goals, etc. Example questions: * Why did you pick your major? * What are your strengths and weaknesses? * What do you plan on doing 5 years from now? * Validity: moderate Having an interview “script” helps validity. Every applicant gets exactly the same questions. But the typical questions may not be all that helpful. What’s a good answer to “Why did you pick your major? ” Psychological Selection Method
A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: * Extroversion * Emotional stability * Agreeableness * Conscientiousness * Openness to experience Types of Psychological Tests * Aptitude tests : It refers to potentiality that a person has to profit from certain kind of training. * Achievement tests: It helps to measure the proficiency that a person has been able to achieve. Intelligence tests : It attempts to measure the intelligence—that is, basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. Personality Inventories Myers-Briggs Type Indicator (MBTI) Validity: poor for selection purposes Might be okay, if carefully used, to help a team work better together Many psychologists who study personality today prefer a different measure of personality than the MBTI: * Big 5 Dimensions of Personality
The Big 5 Personality Dimensions: “OCEAN” * Openness: curious, imaginative, variety of experiences * Conscientiousness: prudent, organized, thoughtful * Extraversion: sociable, outgoing * Agreeableness: cooperative, sympathetic, kind * Neuroticism: easy to anger, anxiety, depression Sometimes reverse-scored to get opposite of neuroticism: Adjustment: stable, calm, stress-tolerant Minnesota Multiphasic Personality Inventory (MMPI) The test is designed to diagnose mental health issues.
MMPI-2 has almost 600 questions (true/false/can’t say) Dimensions (scales) include: Hypochondriasis, Depression, Hysteria, Psychopathic Deviate, Masculinity-Femininity, Paranoia, Psychasthenia, Schizophrenia, Hypomania, & Social Introversion It might be controversial to use for selection purposes. Validity for selection purposes is hard to summarize Cognitive Ability Tests might also be conducted to judge the mental ability, agility of the candidate as required by the Job Description.
Medical Examinations, Work Sample Tests, Trainability tests might also be used to assess an applicant as per the requirements of the Job. Reference Checks: We should always carefully check the references of the finalists for the job before making a job offer. We could include the applicant’s former supervisors as references. But, some managers are reluctant to provide negative information about a former employee in a reference check They may only want to provide limited information such as the dates of employment and job title of the former employee.
Sales Force Selection through Internal Sources Recruitment may be conducted internally through the promotion and transfer of existing personnel or through referrals, by current staff members, of friends and family members. Job posting refers to the practice of publicising an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organisation) the jobs that are to be filled.
Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of recruiting. Advantages of internal sales force selection * The ability of the recruit is known so it is easy to assess potential for the next level. * “Insiders” know the organisation, its strengths and weaknesses, its culture and,most of all, its people * Internal recruitment is cheaper and quicker than advertising in various media and interviewing “outsiders” * Time spent in training and socialisation is also reduced. Disadvantages Difficult to find the “right” candidate within and the organisation may settle for an employee who possesses a less than ideal mix of competencies * Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce organisational flexibility and growth, and resistance to change by those who have an interest in maintaining the status quo may present long term problems. * In times of rapid growth and during transitions, the organisation may promote from within into managerial positions, regardless of the qualifications of incumbents.
Selection from External Sources Internal recruitment does not always produce the number or quality of personnel needed. In such an instance, the organisation needs to recruit from external sources. This can be through encouraging walk-in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or audio media; using employment agencies to “head hunt”; advertising on-line via the Internet; or through job fairs and the use of college recruitment.
These methods have traditionally included newspaper/magazine/journal advertising, the use of employment agencies and executive search firms, and college recruitment. More often job/career fairs and e-Recruiting are reaching the job seeker market. Online Applications / Recruiting on the Internet Using the Internet is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount (less than in the print media), remain there for periods of thirty or sixty days or more – at no additional cost – and are available twenty-four hours a day.
Candidates can view detailed information about the job and the organisation and then respond electronically. e-Recruiting Companies sometimes use specialised Job Sites that cater to specific industries. They could also enhance the Corporate Web Site as a tool to encourage potential job seekers to become interested in joining the company. Use of valid Search Engines helps sort candidates effectively, but will not discriminate against any persons or groups Another effective technique could be to create attention-grabbing newspaper advertisements that prompt people to visit the company’s website.
They will then see all vacancies that are advertised; and encourage employees to e-mail job advertisements to friends. Job Fairs: The concept of a job fair is to bring those interested in finding a job into those companies who are searching for applicants. They are considered one of the most effective ways for job seekers to land jobs. Job fairs are open for a at which employers can exhibit the best their companies have to offer so that job seekers can make informed choices. Job Analysis of Various Companies LG India
Tata Tele Services Google Area: Advertising Sales At Google, we organize ourselves and change around our users and customers. Google’s Advertising Sales team embodies that pursuit: We are devoted to finding relevant solutions that meet our clients’ changing advertising needs. In that regard, Advertising Sales does more than simply make money for our company. Our efforts focus on ways that Google technology can and does enable the world’s largest advertisers to enjoy immediate and accountable communication with the consumer.
Advertising Sales team members work hard to identify our clients’ business challenges, to collaboratively shape solutions that drive their strategic initiatives, and to keep them educated and informed of ways that current and future Google products can enhance their online and/ or offline presence. The role: Head of Media Sales, India and South East Asia You will spearhead our relationships with, among others, key consumer product and FMCG brand partners in India.
You will evangelize branding opportunities on new media platforms and will be responsible for on-boarding leading brands and advertisers who have historically used conventional media channels. Additionally, you will be expected to drive advertising sales and branding opportunities through the Agency route, by partnering with them on media planning. You will develop a comprehensive agency policy that will include commissions, work flow methodology, agency’s role in our ecosystem, training and upgrading their skill set and so on.
Responsibilities: • Work closely with the Google Direct sales and sales operations teams to optimize business opportunities and monitor channel complementarities. • Evangelize 3rd-party executive teams about Google’s advertising services, represent Google at industry events and effectively implement corporate initiatives to enhance 3rd-party activity. • Contribute to the development of new systems/processes to increase efficiency of 3rd-party operators in Indian market.. • Develop brand and agency business plans and set sales targets.. Close new business, grow existing business and work with the marketing team to direct the sales team’s focus through research, market analysis and collateral development. Requirements: • BA/BS degree and MBA preferred or equivalent experience. • At least 15 years of sales/marketing experience in media (offline and online), consumer products, FMCG. • Experience with customer satisfaction measurement, customer segmentation analysis, advertising effectiveness research, and awareness & usage studies. Extremely strong customer-focused attitude. • A proven track record of leading an advertising sales/ marketing organization or advertising/media association or executive level work experience in sales/ marketing at an FMCG/ consumer products organization. • Knowledge of online advertising, ROI analysis & branding measurement; background supporting a global online advertising sales organization desirable. • Ability to deliver results under pressure. HP Job Description
Sales Business Development Manager – HP Software Education HP Software Education (HPSE) drives improved outcomes for our global clients through the development and deployment of market-leading education curriculum and delivery modalities. HPSE is part of the Professional Services Organisation (PSO) which is a global services organisation dedicated to delivering consulting, implementation and education services around the Business Technology Optimisation (BTO) and Information Management (IM) elements of the HP Software portfolio.
As a BDM based within the India sub-region, you will bring deep contacts and enterprise IT Services & education sales expertise to lead education relationships within our key named accounts. Additionally you will cover the following outcomes • Delivery of HP based training programs that produce desired business outcomes. Training plans, schedules, and delivery options • Customised training programs for technical topics across the HP BTO portfolio • Encourages participation and meets target audience needs to facilitate change management in client groups.
Working with HP Software Sales Account management and Sales team in conjunction with PSO Client principles – you will;- identify, qualify, shape, pursue and ultimately close multiple education opportunities. This expertise will have been gained by previous high levels of successful engagement with major clients across the India region. You will develop and maintain a consultative solution orientated approach, ocus efforts and resources on a few selected customers look for economies of scale and develop synergies in the engagement process to provide the right solution to the customer delivered by the engagement construct and commercial structure. You will structure pipeline and forecasts, target opportunities in key customers and define actions and align the right resources & programs to engage and pursue them through to closure. ?
We want to hear from you if you can demonstrate aptitude for and/or evidence of: • Strong relationships at C-Level (CEO, CFO, CIO, COO) with key-clients; Relationships within major accounts/resellers/distributors in India Sub Region at IT Management and C levels • Business development (ability to identify/develop/qualify & manage to closure education opportunities) • Business Management (ability to take a business led approach in engagement both internally and externally to define the optimal commercial structure for engagements including partners and HP resources) • A breakthrough attitude Strong consultative approach (relationship & engagement skills): an ability to break out of conventional seller/ buyer relationship and build relationships that are better suited to long-term partnering and consultative advising • Demonstrate a solid understanding of a client’s business and how the education solutions fit within this picture as a total deployed solution across the HP Software portfolio
• Selling skills (deal shaping, negotiation, closing): ability to effectively perform key sales tasks essential to “Winning” in the market place • Strong level of professional skills ;amp; entrepreneurial attitude • Industry awareness and competency in Telco, Public Sector or Financial Services in India • Good understanding of HP Solutions and their position within the marketplace. Minimum Qualifications • Degree level qualification; (MBA Preferred) • Must be fluent in English with excellent communication skills • Relevant experience and track record in handling multiple opportunities • 7-8 years of IT services sales experience + • Mandatory minimum of last 5 years of sales experience in selling software education services • Demonstrated track record of success in carrying quota with education services and/or professional services consulting • Should be willing to travel as per requirements
• Should be confident, self-motivated and target-oriented with positive attitude Role functions Identify, qualify leads ;amp; sales opportunities to develop business • Initiate, sustain ;amp; grow relationships within new and existing client base • Develop new opportunities thru bundle ;amp; non-attach deals in conjunction with Software Sales team • Ensure ;amp; leverage attachment to all Software ;amp; Services led engagements to follow solution offering framework (Software, Services ;amp; Education) • Achieving personal ;amp; team goals by meeting quarterly sales and revenue targets • Meet with business contacts on weekly/monthly basis and ensure a steady booking of orders throughout the year Airtel Naukri. com Analysis of Recruitment Process of Various Companies GE: About the Company: GE installed India’s first hydropower plant in 1902. Today, all of GE’s global businesses have a presence in India. The company participates in a wide range of manufacturing, services and technology businesses in the country. It exports over $1 billion in products and services. Employment across India exceeds 12,000.
GE is a diversified global infrastructure, finance and media company that is built to meet essential world needs. Job Analysis: Job Title : ECLP ( Experienced Commercial leadership program) Job Description : rotational leadership programs to implement sales process across businesses Man Specification : * An undergraduate degree in a relevant discipline * 4-6 years of marketing or sales experience in a relevant industry * MBA is highly desirable * strong leadership * communication and analytical skills * geographic flexibility and mobility * fluent English as well as a second language Recruitment Process: Sources : Internal referrals, GE careers website Selection Process : )
Resume and telephone screen 2) Corporate assessment centre 3) Business interview and site visit where appropriate. Dominos About the Company: Domino’s Pizza opened its first store in India in January 1996, at New Delhi. Today Domino’s Pizza India has grown into a countrywide network of more than 300 stores with a team of over 9,000 people. According to the India Retail Report 2009, we were the largest Pizza chain in India and the fastest growing multinational fast food chain between 2006-2007 and 2008-2009 in terms of number of stores. Job Analysis: Job Title : Store Executives Job Description : 1. Execute the shift in the store as per the agreed plan. 2.
Carry out Local sales marketing like door hanging, newspaper insertion, corporate calling etc. 3. To carry out staff meeting at periodic intervals ;amp; ensure motivation of the team. 4. Handling customer queries ;amp; staff concerns. Man Specification : B. H. M. / Diploma in Hotel Management with 0-1 year experience. Any Graduate with 1-2 years of experience in Retail. Recruitment Process: Sources : Advertisements in restaurants, local job centres, career fairs, website Selection Process : cv screening, interview(within 28 days of submitting if considered) Dr. Reddy’s Labs About the Company: Established in 1984, Dr. Reddy’s Laboratories (NYSE: RDY) is an emerging global pharmaceutical company.
As a fully integrated pharmaceutical company, our purpose is to provide affordable and innovative medicines through our three core businesses: * Pharmaceutical Services and Active Ingredients, comprising our Active Pharmaceuticals and Custom Pharmaceuticals businesses; * Global Generics, which includes branded and unbranded generics; and * Proprietary Products, which includes New Chemical Entities (NCEs), Differentiated Formulations, and Generic Biopharmaceuticals. Our products are marketed globally, with a focus on India, US, Europe and Russia. Dr. Reddy’s conducts NCE research in the areas of metabolic disorders, cardiovascular indications, anti-infectives and inflammation. Job Analysis Job Title : Medical Representative
Job Description : Territory Analysis, Product Promotion, CRM, Business Development, Sales Target Achievement Man Specification :Required Education: Graduate (Science / Pharmacy preferred) with consistent record, plus MBA (desired). Experience: 1- 4 years Sales Experience Age not more than 27 years Recruitment Process Sources : Website, Referrals, Walk-in Interviews, Campus Selection Process : Campus : Case Study Analysis, Interview, Interview for others. TATA Croma About the Company: Croma is India’s first national, large format specialist retail chain for consumer electronics ;amp; durables. You can shop for 6000 products across eight categories in a world-class ambience.
Croma is promoted by Infiniti Retail Ltd, a 100% subsidiary of Tata Sons. Woolworths, one of the world’s leading retailers, provides technical and strategic sourcing support, ensuring that you buy nothing but the best. Job Analysis Job Title : Laptop Sales Executives Job Description : Ensuring up to date knowledge and function of laptops. Giving excellent customer service. Understanding and keeping track of targets and achieving them. Man Specification :Fresh Gradutes Electical/ Electronical/ Computer Engineers Good communication skills. Good interpersonal skills. Ability to withstand pressure. Recruitment Process Sources : Website, Referrals, Walk-in Interviews, Newspaper Ads Selection Process : Interview