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    CH-13 Recruitment & Selection

    Uploaded by

    Jaehyun Peach
    The document discusses the recruitment and selection process for salespeople. It covers preparing a job description, identifying recruitment sources, designing an application form to create a shortlist, conducting interviews, and using supplementary selection aids. The key stages are to first create a job specification listing the important qualities for salespeople. Companies then identify internal and external candidates from sources like current staff, agencies, educational institutions and other industries. An effective application form screens applicants to produce a shortlist for interviews. Interviews aim to reduce candidate anxiety, establish rapport, and evaluate personal specifications through open-ended questions. Supplementary aids like tests and role-playing can also be used but have limitations.

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    CH-13 Recruitment & Selection

    Uploaded by

    Jaehyun Peach
    146 views25 pages
    The document discusses the recruitment and selection process for salespeople. It covers preparing a job description, identifying recruitment sources, designing an application form to create a shortlist, conducting interviews, and using supplementary selection aids. The key stages are to first create a job specification listing the important qualities for salespeople. Companies then identify internal and external candidates from sources like current staff, agencies, educational institutions and other industries. An effective application form screens applicants to produce a shortlist for interviews. Interviews aim to reduce candidate anxiety, establish rapport, and evaluate personal specifications through open-ended questions. Supplementary aids like tests and role-playing can also be used but have limitations.

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    The document discusses the recruitment and selection process for salespeople. It covers preparing a job description, identifying recruitment sources, designing an application form to create a shortlist, conducting interviews, and using supplementary selection aids. The key stages are to first create a job specification listing the important qualities for salespeople. Companies then identify internal and external candidates from sources like current staff, agencies, educational institutions and other industries. An effective application form screens applicants to produce a shortlist for interviews. Interviews aim to reduce candidate anxiety, establish rapport, and evaluate personal specifications through open-ended questions. Supplementary aids like tests and role-playing can also be used but have limitations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    146 views25 pages

    CH-13 Recruitment & Selection

    Uploaded by

    Jaehyun Peach
    The document discusses the recruitment and selection process for salespeople. It covers preparing a job description, identifying recruitment sources, designing an application form to create a shortlist, conducting interviews, and using supplementary selection aids. The key stages are to first create a job specification listing the important qualities for salespeople. Companies then identify internal and external candidates from sources like current staff, agencies, educational institutions and other industries. An effective application form screens applicants to produce a shortlist for interviews. Interviews aim to reduce candidate anxiety, establish rapport, and evaluate personal specifications through open-ended questions. Supplementary aids like tests and role-playing can also be used but have limitations.

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    Recruitment and Selection

    Contents
    13.1 The importance of selection
    13.2 Preparation of the job description and specification
    13.3 Identification of sources of recruitment and methods of
    communication
    13.4 Designing an effective application form and preparing a short list
    13.5 The interview
    13.6 Supplementary selection aids
    13.1 The importance of selection

    • There is wide variability in the effectiveness of salespeople


    • Salespeople are very costly
    • Training and motivation
    Features of most interest and most value
    Stages in the recruitment and selection process
    13.2 Preparation of the job description
    and specification
    Important qualities of salespeople
    • Empathy; the ability to feel as the buyer does.
    • Ego; the need to make a sales in a personal way, not merely for money.
    A personnel specification
    • Physical requirements
    • Attainments
    • Aptitudes and qualities
    • Disposition
    • Interests
    • Personal circumstances
    13.3 Identification of sources of recruitment and
    methods of communication
    1.From inside – the company’s own staff;
    2.Recruitment agencies;
    3.Educational establishments;
    4.Competitors;
    5.Other industries;
    6.Unemployed;
    How companies attract external applicants
    Communication
    Impact ads in newspaper
    • Newspaper and size
    • The content
    • Advertising specialist
    13.4 Designing an effective application form and
    preparing a short list
    The application form is a quick and
    inexpensive method of screening
    out applicants in order to produce a
    shortlist of candidates for interview.
    13.4 Designing an effective application form and preparing a
    short list
    13.5 The interview
    Personal specification
    The interview setting
    1. Room………….not to be interrupted
    2. Room………….space
    3. Room………….accommodation
    Conducting the interview
    Reduce anxiety and establish rapport

    1 One of the interviewer should bring the candidate into the room
    2 Open the conversation with few easy to answer question
    3 Open ended question rather than close ended
    4 Interviewer should appear relax, adopt, friendly, easy manner
    5 Interviewer should be courteous, appear interest

    Exam Q; (Dec 14)


    Despite the fact that the role of the salesperson attracts confident individuals, candidates attending for interview are often nervous.
    The chair of an interview panel has an important role to paly in putting candidates at ease. Analyze the actions that can be taken to
    reduce the anxiety of candidates and encourage rapport to develop with interviewees.
    Interview techniques
    • The ‘play back’ technique;
    • The use of rewards;
    • The use of silence;
    • The use of probes;
    • Summarizing
    • The use of neutral questions;
    • Other Consideration
    • Not talk too much
    • Balance between evaluation and selling
    • Control
    • Closing
    13.6 Supplementary selection aids
    Psychological tests
    1.It is easy to cheat
    2.Many tests measure interest rather than sales ability
    3.Tests have been used to identify individual personality traits which
    may not be associated with sales success.
    PI
    • Empathy; the ability to feel as the buyer does.
    • Ego; the need to make a sales in a personal way, not merely for money.
    Role Playing

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