1. 4/23/2017
Learning Objectives
Understand the key issues that drive the recruitment and selection of salespeople
Identify who is responsible for the recruitment and selection process
Understand a job analysis and how selection criteria are determined

2. Learning Objectives Define the sources for new sales recruits
4/23/2017
Learning Objectives
Define the sources for new sales recruits
Explain the selection procedures
Describe salespeople’s role in the selection process

3. The Decision Process for Recruiting and Selecting Salespeople
EXHIBIT
11.1
10.3
The Decision Process for Recruiting and Selecting Salespeople
11-3
McGraw-Hill/Irwin © 2005 The McGraw-Hill Companies, Inc. All rights reserved.

4. Analyze the Job/ Determine Selection Criteria
Conduct a job analysis based on information from:
Current job occupant
Sales manager who supervises that person

5. Analyze the Job/ Determine Selection Criteria
Write a job description that includes:
Nature of the products/services to be sold
Types of customers to be called on
Specific tasks and responsibilities
Relationships between the position and others within the firm
Mental and physical requirements
Environmental pressures and constraints
Develop a statement of job qualifications and selection criteria

6. Finding and Attracting Applicants
Internal Sources – hiring people already employed by the company can be advantageous because:
They have established performance records
They require less orientation and training

7. Finding and Attracting Applicants
External Sources
It can bolster company morale
Referral from other firms
Advertisements
Professional recruiting agencies
Educational institutions
The Internet

8. Develop and Apply Selection Procedures
Application
Personal interviews
Reference checks
Psychological tests
Intelligence
Personality
Aptitude/skills

9. Personal Interviews
Structured interviews – each applicant is asked the same questions
Unstructured interviews – seek to get the applicant talking freely
Stress interviews – put the applicant under stress to see how he/she responds

10. The interview should draw out basic skills
11.3
Personal interviews are the most commonly used method of selecting salespeople
The interview should draw out basic skills
Product knowledge
Presentation skills
Oral communication skills
Source: Audrey Bottjen, “Interview with a Salesperson,” Sales & Marketing Management, April 2001, p. 70; E. James Randall and Cindy H. Randall, “Review of Salesperson Selection Techniques and Criteria: A Managerial Approach,” International Journal of Research in Marketing 7 (1990), pp

11. Arrests and Convictions
11.4
Illegal or Sensitive Questions to Eliminate from Employment Applications and Interviews
Nationality and Race
Religion
Sex and Marital Status
Age
Arrests and Convictions
Physical Characteristics, Disabilities, Handicaps, and Health Problems
Height and Weight
Bankruptcy or Garnishments
Source: Adapted from C. David Shepard and James C. Heartfield, “Discrimination Issues in the Selection of Salespeople: A Review and Managerial Suggestions,” Journal of Personal Selling & Sales Management (Fall 1991), p.71.

12. Guidelines for Using Tests
11.5
Guidelines for Using Tests
Test scores should be a single input in the selection decision
Applicants should be tested only on relevant abilities and traits
When possible, use tests with built-in “internal consistency checks”
Conduct empirical studies to ensure tests are valid