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    Holden Recruitment

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    Bhairavi B
    Holden Electricals should continue its college recruitment program for sales engineers for three key reasons: 1) Historically, all of Holden's salespeople have been recruited from 25 engineering colleges through district sales managers. 2) The general sales manager feels the 200 current sales engineers are an excellent source of new recruits. 3) While entrance numbers have dropped, there are still candidates at many colleges who would be interested in the opportunity. The document then provides six suggestions for modifying and expanding the recruitment program, such as using a recruiting agency, understanding mass recruiters' selection processes, and involving direct sales managers in candidate selection.

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    Holden Recruitment

    Uploaded by

    Bhairavi B
    467 views1 page
    Holden Electricals should continue its college recruitment program for sales engineers for three key reasons: 1) Historically, all of Holden's salespeople have been recruited from 25 engineering colleges through district sales managers. 2) The general sales manager feels the 200 current sales engineers are an excellent source of new recruits. 3) While entrance numbers have dropped, there are still candidates at many colleges who would be interested in the opportunity. The document then provides six suggestions for modifying and expanding the recruitment program, such as using a recruiting agency, understanding mass recruiters' selection processes, and involving direct sales managers in candidate selection.

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    Holden's Recruitment for Sales Personnels case study

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    Holden Electricals should continue its college recruitment program for sales engineers for three key reasons: 1) Historically, all of Holden's salespeople have been recruited from 25 engineering colleges through district sales managers. 2) The general sales manager feels the 200 current sales engineers are an excellent source of new recruits. 3) While entrance numbers have dropped, there are still candidates at many colleges who would be interested in the opportunity. The document then provides six suggestions for modifying and expanding the recruitment program, such as using a recruiting agency, understanding mass recruiters' selection processes, and involving direct sales managers in candidate selection.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    467 views1 page

    Holden Recruitment

    Uploaded by

    Bhairavi B
    Holden Electricals should continue its college recruitment program for sales engineers for three key reasons: 1) Historically, all of Holden's salespeople have been recruited from 25 engineering colleges through district sales managers. 2) The general sales manager feels the 200 current sales engineers are an excellent source of new recruits. 3) While entrance numbers have dropped, there are still candidates at many colleges who would be interested in the opportunity. The document then provides six suggestions for modifying and expanding the recruitment program, such as using a recruiting agency, understanding mass recruiters' selection processes, and involving direct sales managers in candidate selection.

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    Individual Assignment

    Name: Bhairavi B
    Module: Sales & Distribution Management
    Submitted to: Aparna Kanchan
    SAP ID: 80118180021

    CASE: HOLDEN ELECTRICALS RECRUIMENT OF SALES PERSONNEL

    Q.1 Evaluate Holden’s recruiting program, suggesting whether or not the company should have continued its
    college recruiting of sales engineers. (Give reasons for your decision).

    ➢ The company should continue with the college recruitment program as historically speaking
    all Holden salespeople were recruited from twenty-five engineering colleges by district sales managers. The
    general sales manager felt that the two hundred sales engineers currently working for Holden were an
    excellent source of new recruits. They have the best resources in their company through recruitment
    programs they have done in all the colleges. Although the entrance for sales personnel has dropped but
    there are many colleges with possible candidates who will go for the opportunity to work with Holden
    Electricals. If Holden choses any personal internally there would be a gap if the person is not having any
    sales knowledge about non-selling division. As suggested by district managers, they should modify the
    current program with few changes which will benefit Holden. There would be added cost if Holden looks
    out for experienced candidate in the industry as the fresher candidate on boarding cost won’t be not as
    higher as the experienced candidate. College candidate will have more willingness to learn and get trained
    as early as possible as they have the fear of losing job so early, they will never compromise in putting more
    efforts and bring more productivity in the given targets.
    Since there is only gains which is benefited for Holden on a longer way they should not discontinue with
    the college recruitment program.

    Q.2 Suggest New feasible methods/sources for the recruiting program.

    ➢ Below are some options for new recruitment program:


    1. Holden can have a recruiting agency to reduce the cost and search candidates other than in the listed
    colleges where they conduct regularly.
    2. Holden should understand the current selection process done by mass recruiters and make
    opportunities available for bigger lot of applicable candidates.
    3. Holden should give a package to Industrial trainees and give direct recruitment who has already done
    their training programs in their company.
    4. Most of the top colleges will have competitive companies to get maximum candidates, Holden should
    have list of college on both Top as well as colleges which are not given opportunities by other
    companies.
    5. The placement team should check on the regrets they had historically and change their strategy to get
    more employees based on their soft skills.
    6. The placement team should always take the suggestions from the Direct Sales Managers on the
    expectation of possible candidates and they should be part of the candidate selection program.

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