UNIT- III SALES FORCE MANAGEMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP. This slideshow deals with the recruitment of salesman, selection of salesman, the selection process, the process of recruitment, methods of recruitment, internal and external sources of recruitment types of interviews, the difference between recruitment and selection.
The document describes the key stages in the selling process: prospecting, pre-approach, approach, need identification, sales presentation, handling objections, closing the sale, and follow-up. It provides details on each stage, including various prospecting methods and techniques for need identification, presentation, and handling objections. The overall purpose is to outline the steps involved in successfully completing a sale.
This document provides an overview of consumer buying behavior and psychology, including:
1. It discusses Maslow's hierarchy of needs and how physiological, safety, social, and personal needs drive consumer purchasing decisions.
2. It explains models of consumer decision making, including the stages of need recognition, information search, evaluation of alternatives, purchase decision, and post-purchase evaluation.
3. It describes techniques salespeople can use to understand customer needs like FAB (features, advantages, benefits) selling and matching products benefits to the customer's important needs.
This presentation will take you through concept of personal selling, essentials of personal selling and its importance. It also include qualities required for a sales person involved in personal selling.
The document provides guidance on planning sales calls by discussing why planning is important, the types of information that should be gathered about prospects and their companies, and how to set call objectives. It emphasizes obtaining information from sources within the salesperson's company, online research, speaking with secretaries and receptionists, non-competing salespeople, traditional secondary sources, and directly from the prospect. This information is used to create a customer profile and understand the prospect's needs to have a customized and effective sales conversation.
The 8 step personal selling process. process of sellingAaron Dlamini
The document discusses the steps involved in the personal selling process. It describes 8 steps:
1) Prospecting to find potential customers
2) Pre-approach research and information gathering before a sales presentation
3) The sales approach to engage the potential customer
4) The sales presentation to explain the product or service
5) Trial closes during the presentation to gauge customer interest
6) Handling objections raised by the customer
7) Closing the sale to get the customer's commitment
8) Follow-up after the sale to ensure customer satisfaction.
Professional Salesmanship: The company and its productsLena Argosino
This document discusses the importance of a salesperson being well-informed about their company and its products. It states that customers trust and rely on a salesperson's expertise, and that a salesperson needs this knowledge to meet competition and develop confidence. It also outlines a salesperson's obligations to their company, including making money, working conscientiously, and being loyal by providing accurate information and keeping company secrets. Finally, it discusses a salesperson's obligations to their clientele, such as treating them ethically, helping them, and properly handling any complaints.
This document discusses various methods for identifying qualified sales prospects, including utilizing satisfied customers for referrals, networking, identifying centers of influence, internet prospecting, trade shows, seminars, and researching public directories. It emphasizes that not all leads will qualify as prospects and outlines factors to consider like need, ability to pay, authority to buy, accessibility, and eligibility. Effective prospecting is important for sales success.
This document discusses salesmanship and its role in the growth and development of small and medium enterprises (SMEs). It defines SMEs and outlines the importance of SMEs to the Indian economy. It then defines salesmanship and discusses the various types and roles of salespeople. The document emphasizes how salesmanship can promote the growth of SMEs by creating demand, educating customers, and providing feedback to businesses. It also outlines the key qualities, duties, and activities of effective salespeople and discusses the significance of salesmanship in product distribution and development.
Salesmanship involves promoting and selling commercial products and services to increase turnover and reduce unsold stock. A salesman's job is to sell or promote these products either in a store or by visiting locations. Successful salespeople have characteristics like a love of selling, a strong work ethic, optimism, knowledge of their business, asking questions to uncover customer needs, and a willingness to provide service. In the 1950s, psychology and process methodology changed selling through Dale Carnegie's AIDCA methodology of gaining attention, interest, desire, conviction, and action from customers. There are different types of selling like personal selling and non-personal selling through media. Various types of salesmen include manufacturer's salesmen, wholesaler's salesmen,
This document discusses key concepts in personal selling and sales management. It defines sales management as planning, directing, and controlling personal selling activities like recruiting, training, and motivating salespeople. It also distinguishes marketing from selling, outlines qualities of a successful salesperson, and describes the personal selling process from prospecting to closing the sale. Finally, it identifies important functions in sales force management.
To understand psychology in selling, buying decision process and buying situations
To learn communication skills, sales knowledge, and sales related marketing policies
To understand personal selling process
To learn about negotiation
The document discusses effective prospecting strategies for salespeople. It defines prospecting as finding qualified leads that may purchase a product. While prospecting is often disliked, it is important for identifying new business opportunities. Good prospecting involves researching target companies and contacts, crafting customized messages focused on the buyer's needs, and following a consistent sales cycle approach. The RIMS model of research, impact, message, and sales cycle is presented as an effective prospecting framework.
This document outlines 4 types of salespeople:
1. Order takers who book customer orders but do not persuade customers, including inside order-takers like retail assistants, outside order-takers who visit customers, and delivery salespeople.
2. Order-creators/missionary salespeople who disseminate product information and build goodwill rather than taking direct orders.
3. Order-getters/front-line salespeople whose primary role is to directly persuade customers to purchase through identifying prospects, providing information, and closing sales.
4. Support salespeople who assist the other types, including technical support salespeople, merchandisers, trade salespeople, and service salespeople interacting with
Selling is an important part of the marketing process and involves personal communication to persuade customers to purchase goods or services. There are two main types of personal selling: inside selling where customers come to the salesperson, such as in retail stores, and outside selling where salespeople go to customers, like business-to-business sales calls. Personal selling plays a key role in meeting marketing objectives such as increasing awareness, stimulating demand, and building long-term customer relationships. Ethics and developing trust with customers are also essential aspects of effective personal selling.
This document provides an overview of the role of salespeople and the field of selling. It discusses what selling is, why learning about selling is important even for non-sales roles, and the role of personal selling in firms. Personal selling involves uncovering customer needs and providing long-term benefits to both parties, not just making a sale. It also discusses the changing nature of sales roles and how salespeople add value for customers. Salespeople play various roles like relationship managers, account managers, and information providers. The document emphasizes that selling principles are useful for many occupations and interactions beyond just sales jobs.
Personal selling (Selling skills) PPT, it contains full explanation for selling process including sales call process with practical examples to help sales person to handle different situations professionally.
The document provides an overview of the selling process and outlines 10 key learning objectives related to selling, including understanding prospecting, pre-approach, different sales techniques, probing questions, presenting features and benefits, handling objections, and follow up. It discusses each step in the selling process in detail with examples.
This document discusses key aspects of salesmanship and the role of salespeople. It covers topics such as the value of sales, marketing communication programs, roles and responsibilities of salespeople, customer types, characteristics of successful salespeople, and models for developing partnerships. The building partnership model focuses on understanding the sales landscape, developing necessary knowledge and skills, effectively managing the partnership development process, and improving effectiveness through self and relationship management.
Personal selling involves direct communication between a salesperson and a prospective customer, either face-to-face or over the phone, with the goal of persuading the customer to purchase a product. It is a flexible promotional tool that allows for two-way communication and relationship building. Some key objectives of personal selling include presenting products to customers, answering questions, building customer confidence in the company and its products, and improving the company's image and goodwill. However, personal selling also faces limitations such as a lack of skilled salespeople, dishonest practices, and the difficult and stressful nature of the job.
The document discusses various aspects of a career in sales including:
1) The sales career offers opportunities for personal advancement, power, independence, and standard of living as well as local, regional and international recognition.
2) There are numerous sales jobs available in retail selling, wholesale selling, and manufacturing. These include inside salespeople, outside salespeople, account representatives, and more.
3) Qualities of a successful salesperson include caring, patience, kindness, faith, fairness, and self-control. The sales job differs from others in requiring independent work with minimal supervision and meeting customer expectations.
This Presentation is made by Toran Lal Verma. The presentation deals with sales force management, process of recruitment, sources of recruitment, Process of Selection etc.
The document discusses recruitment and selection processes. It defines recruitment as attracting potential candidates and selection as evaluating candidates for a specific job. Recruitment sources can be internal, like promoting current employees, or external, such as advertising openings. Selection involves interviews and choosing a candidate based on predefined criteria while following legal standards. The key factors that influence recruitment and selection are also examined.
The document discusses the recruitment process. It defines recruitment as the process of finding and hiring suitable candidates for jobs within an organization. The recruitment process consists of planning job requirements, developing a recruitment strategy, searching for candidates through various sources, screening applications, and evaluating the effectiveness of the recruitment effort. Internal recruitment sources include promotions, transfers, and referrals, while external sources include job advertisements, employment agencies, campus recruitment, and headhunting. The advantages and disadvantages of internal and external recruitment are also covered.
Internal recruitment involves identifying and attracting job candidates from within an organization. It offers benefits like saving time and money on training, improving productivity and morale, and facilitating succession planning. Some key aspects of an effective internal recruitment process include having an internal recruitment policy, posting job openings widely within the company, screening existing employees for roles, conducting interviews, and providing feedback. While internal recruitment improves morale and reduces training costs, it can also discourage external candidates and lack candidates with required qualifications if only considering current employees.
The document discusses several aspects of human resource management in nursing including recruitment, selection, orientation, deployment and retention. It defines key terms and describes processes. For recruitment, it outlines internal and external sources and modern methods. Selection involves application, testing, interviewing and selection committee evaluation. Orientation and deployment aim to integrate new staff. Retention is important to maintain skills, experience and productivity within the organization.
Human resources refer to the individuals who comprise an organization's workforce. HR departments typically handle recruitment, compensation, training, and other employee-related matters. Recruitment involves attracting, screening, and selecting qualified applicants for jobs. It is influenced by factors like strategic plans, organizational policies, and recruitment criteria. Sources of recruitment can be internal, like promotions or transfers, or external, such as advertisements or employment agencies. The selection process includes steps like application reviews, interviews, background checks, and final selection. Effective recruitment and selection are important for organizations to hire suitable candidates and achieve their goals.
The document discusses recruitment, which it defines as the process of finding and attracting capable applicants for employment. It describes internal recruitment sources like promotions, job postings, and referrals from existing employees, as well as external sources like schools, employment agencies, recruiters, and online methods. The advantages and disadvantages of internal and external recruitment are provided. Alternatives to recruitment like outsourcing, contingent workers, employee leasing, and overtime are also summarized.
A presentation on Recruitment and Selection for your better understanding.
Presented by Asish Raut
Studying M.COM
Central University Of Karnataka
Thank you for choosing our ppt
hope it helps you.
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
The document discusses recruitment, including:
1. Recruitment is defined as the process of finding and attracting capable job applicants. It begins with seeking new recruits and ends when applications are submitted, creating an applicant pool.
2. The main objective of recruitment is to expedite the selection process by creating a talent pool of qualified candidates for the organization to choose from.
3. Internal factors like an organization's recruitment policy can affect its recruitment process by specifying objectives and providing a framework for filling vacancies.
This document discusses recruitment processes and policies. It contains 4 sections:
1. It describes recruitment as searching for candidates and inspiring them to apply. The process includes analyzing job requirements, attracting employees, selecting applicants, and integrating new hires.
2. It outlines developing recruitment policies to advertise vacancies internally, reply to applicants promptly, inform them of job details, process applications efficiently, and ensure fair interviews.
3. Sources of recruitment include internal promotions and transfers, employee referrals, and external sources like job boards, agencies, and educational institutions.
4. Organizational inducements to attract applicants include compensation, career opportunities, and reputation. Equal employment opportunities legislation influences recruitment to avoid discriminatory
The document discusses the recruitment life cycle process in organizations. It begins by outlining the steps in the recruitment process, including determining requirements, setting a recruitment budget, specifying the quantity needed, and propagating openings. It then discusses requirement analysis, the selection process, training new employees, performance appraisals, and concludes that properly following the recruitment process is important for organizational success.
The document provides an overview of talent acquisition, including its importance, key components, and best practices. It discusses talent acquisition as a strategic process that includes sourcing, selecting, and onboarding new hires. The document outlines the talent acquisition workflow and explains important considerations like person-job and person-organization fit. It also provides tips for developing strong interview questions and effectively evaluating candidates.
Hr project recruitment process and other responsibilities of hr department at...Maulik Barot
The document discusses the recruitment and selection process at MAS Financial Services Ltd. It provides details about the company profile, recruitment stages including planning, sourcing, screening, and evaluation. The selection process stages involve preliminary interviews, tests, employment interviews, reference checks, job offers, and evaluation. Other HR responsibilities like workforce management, appraisals, grievances, and records are also summarized. The conclusion states that MAS follows effective recruitment and selection policies and suggests introducing psychometric testing to better understand candidates.
The document discusses the process of recruiting and selecting a sales force. It involves analyzing job requirements, preparing job descriptions, identifying qualifications, attracting applicants from various sources, screening candidates, and selecting the best recruits through a multi-step process. Once selected, new salespeople go through a socialization process to integrate them into the sales force and organization.
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The document provides information on the recruitment and selection process. It discusses planning recruitment, developing recruitment strategies, searching for talent both internally and externally, screening candidates, interviewing, evaluating candidates and making job offers. Recruitment involves identifying positions to fill, attracting candidates, selecting suitable individuals and appointing them. Selection refers to choosing the best candidate for a role through application screening, interviews and other assessment methods. The importance of proper recruitment and selection is emphasized as it impacts costs, employee turnover and organizational performance.
This document discusses recruitment and selection processes. It covers:
1. The recruitment process involves planning, developing strategies, searching, screening, evaluating candidates. Recruitment policies outline fair treatment of applicants.
2. Recruitment is a two-way process where information is exchanged between applicants and organizations. Both parties assess fit and interest.
3. Sources of recruitment include internal promotion/transfer and external options like job boards, agencies, universities. Internal sources save costs but limit growth. External sources introduce new ideas but take more time.
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A Startup's Guide To Building a Brand - Kwabena Oppon-Kusi.pdfKwabena Oppon-Kusi
This is a step by step guide to all startups on how to develop a strong and healthy brand. It defines what a brand actually means and gives you a better understanding on how you can build one for your startup, sustain it and ultimately grow it in a lean way. This is an essential for every one with a new idea, ready to make it into a viable business.
Lynzee Giamalva - Personal Brand Exploration Kitladylynzee
I have developed a brand identity kit for my personal brand for an assignment in the Digital Marketing Bachelors of Science Degree Program at Full Sail University.
Training devistation provides quality training in digital marketing.
ChatGPT
Digital marketing encompasses a wide range of online strategies and tactics designed to connect businesses with their target audiences, increase brand awareness, drive traffic, and ultimately generate leads and sales. Here’s a comprehensive description:
Digital marketing leverages various online channels and platforms such as search engines (Google, Bing), social media (Facebook, Instagram, LinkedIn), email, websites, and mobile apps to reach consumers. Unlike traditional marketing, which often relies on print ads, billboards, or TV commercials, digital marketing allows for precise targeting and measurement of campaigns in real time. also know about benefits of digital marketing
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https://training.devinstances.com/
address - industrial area, phase 8, F7, MOHALI, PUNJAB
TRAINING OUTLINES
Build Dashboard and Admin Panel for the Client
Adding Auto Pagination Script to control content on the PHP result page
Upload and Publish Files, Images and Video Dynamically
Configure a payment gateways API for accepting online payment
Embedding Google and Social Media APIs like Google Direction Maps, Charts
Adding Ajax to generate elastic search and auto suggestion list
Enabled Refine Search like Colors, Size, Price for a e-commerce website
Write Mails and Alert Notification Scripts for Users
SMS Integrations for Payment, OTP and account confirmation
Various verifications, captcha and approval ways to automate account
User Controls like Login, Signup, Manage Profile, Logout, Get Password etc
Collecting and displaying data from SQL using Joins and procedures
Enabling dynamic data ready for the JSON So we could parse it for other APIs
Manage a Hosting account, Uploading Backup and SQL, panel Management.
Step-by-Step Guide to Social Media Advertising.pdfnivedhithas9
A Step-by-Step Guide to Social Media Advertising involves creating a strategic plan that includes identifying your target audience, choosing the right platforms, crafting engaging content, setting a budget, and analyzing performance metrics to optimize future campaigns. This approach ensures effective and efficient promotion of products or services on social media platforms.
3. SALES MANAGEMENT
• American Marketing Association (AMA) has defined sales management as “The
planning, direction and control of selling personnel including recruiting, selecting,
equipping, assigning, routing, supervising, paying and motivating as these tasks
apply to personnel sales force”.
• In simple words, we can say that sales management is the process of developing a
sales force, coordinating sales operations and implementing sales techniques that
allows a business to achieve the sales target.
Commercestudyguide.com
4. SALES FORCE MANAGEMENT
• Sales Force Management simply means managing the sales force to achieve the
target sales.
• Through Sales force management the company designs sales force strategy and
structure.
• Through Sales force management, business owners plan the company staffing
levels effectively and within budget.
• The company could ascertain the correct number of salespersons for the business,
as well as the appropriate skill sets they require to meet company goals.
• Sales force management is a continuous process that ensures a business has the
appropriate skilled salespersons at all times.
Commercestudyguide.com
5. STEPS IN SALES FORCE MANAGEMENT
1. Designing sales force strategy and structure.
2. RECRUITING AND SELECTING SALES PEOPLE.
3. Training sales persons.
4. Compensating sales people.
5. Supervising sales people.
6. Evaluating sales people.
Commercestudyguide.com
6. IMPORTANCE/NEED OF SELECTION OF SALESMAN
1. Many existing salesperson leave the organization in the ordinary course. Many
salespersons are transferred and promoted from one position to another
leaving their position vacant. To fill these position organization need to select
new salespersons.
2. A good salesman helps in increasing the customer base for new as well as
existing organizations. Salespersons are essential for New firms to promote and
sell their product.
3. A company cannot engage with every customer. Salesperson are the people who
negotiate with customers on behalf of company.
4. Selecting required number of salesman helps the company to achieve the target
sales quickly and maintain sale volume at expected levels.
5. To provide better services to every customer.
6. The salesman acts as a consultant to the customer by providing information and
benefits of the products.
7. A salesman also works out the details, manner and timing of giving physical
possession to the customer. Commercestudyguide.com
8. RECRUITMENT OF SALESMAN
• All the activities involved in securing the applications for the sales positions are
referred to as recruitment.
• Recruitment sets out the necessary stages to clarify what kind of person is
required, where he/she might be found and how to make the right choice. The
choice of he/she is also very significant.
According to Edwin B. Flippo,
“Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization”.
According to Byars and Rue
Recruitment involves seeking and attracting a pool of people from which qualified
candidates for job vacancies can be chosen.”
Commercestudyguide.com
9. PROCESS OF RECRUITMENT
1. RECRUITMENT PLANNING:
The first step involved in the recruitment process is planning.
Major activities in this stage is Performing Job Analysis in the form of job
description and job specification
• Job description is an informative documentation of the scope, duties, tasks,
responsibilities and working conditions related to the job.
• job specification defines the knowledge, skills and abilities that are required
to perform a job in an organization. Job specification covers aspects like
education, work-experience, managerial experience etc.
Commercestudyguide.com
10. 2. STRATEGY DEVELOPMENT: Once it is known how that how many
salesperson; with what qualifications are required, the next step involved in this
regard is to devise a suitable strategy for recruiting the candidates in the
organisation.
• The strategic considerations to be considered may include issues like whether to
prepare the required candidates themselves or hire it from outside,
• what type of recruitment method to be used,
• what geographical area be considered for searching the candidates,
• which source of recruitment to be practiced, and what sequence of activities to be
followed in recruiting candidates in the organisation.
Commercestudyguide.com
11. 3. SEARCHING:
• This step involves attracting job seekers to the organisation.
• There are broadly two sources used to attract candidates i.e. Internal and
External.
• The firm must judiciously select that media of communication that successfully
conveys the employment information to the prospective candidates.
4. SCREENING:
• The screening means to shortlist the applications of the candidates for further
selection process.
• Although, the screening is considered as the starting point of selection but is
integral to the recruitment process.
• This is because the selection process begins only after the applications are
scrutinized and shortlisted on the basis of job requirements.
• The purpose of recruitment here is to remove those applications at an early stage
which clearly seems to be unqualified for the job.
Commercestudyguide.com
12. 5. EVALUATION AND CONTROL:
• Evaluation and control is the last stage in the recruitment process wherein the
validity and effectiveness of the process and the methods used therein is assessed.
• This stage is crucial because the firm has to check the output in terms of the cost
incurred.
• The recruitment is a costly process as it includes the salaries of recruiters, time
spent by the management, cost of advertisement, cost of selection, a price paid for
the overtime and outsourcing in case the vacancy remains unfilled.
• Thus, a firm is required to gather all this relevant information to evaluate the
performance of a recruitment process effectively.
Commercestudyguide.com
13. IMPORTANCE OF RECRUITMENT
1. Attract and encourage more and more candidates to apply in the organization.
2. Create a talent pool of candidates to enable the selection of best candidates for
the organization.
3. Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
4. Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
5. Meet the organizations legal and social obligations regarding the composition of
its workforce.
6. Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants
Commercestudyguide.com
14. SOURCES OF RECRUITMENT
INTERNAL SOURCES
Best employees can be found within the organisation. When a vacancy arises in the
organisation, it may be given to an employee who is already on the pay-roll. Internal
sources include promotion, transfer and in certain cases demotion.
1. Transfers: Transfer involves shifting of persons from present jobs to other similar jobs.
These do not involve any change in rank, responsibility or prestige. The numbers of
persons do not increase with transfers.
2. Promotions: Promotions refer to shifting of persons to positions carrying better
prestige, higher responsibilities and more pay. The higher positions falling vacant may
be filled up from within the organisation. A promotion does not increase the number of
persons in the organisation.
3. Former employees: Former employees who had performed well during their tenure
may be called back, and higher wages and incentives can be paid to them
4. Referrals from Present Employees: The employees recommend their relatives or
persons intimately known to them. Management is relieved of looking out prospective
candidates. The existing employees take full responsibility of those recommended by
them and also ensure of their proper behavior and performance.Commercestudyguide.com
15. ADVANTAGES OF INTERNAL SOURCES:
1. The existing employees get motivated.
2. This method is cost effective as no extra expense is incurred for advertising and
interviewing.
3. Training cost is saved in most of the cases, as the employees already know about
the nature of job to be performed.
4. This method saves a lot of time of the management. advertising, interviewing
and selection generally takes many months through external sources.
5. It builds loyalty among employees towards the organization.
6. It is easier for the management to coordinate with the new recruits as they (new
recruits) are familiar with the work culture and organizations rules and
regulations.
7. It is a reliable and easy process.
Commercestudyguide.com
16. DISADVANTAGES OF INTERNAL SOURCES:
1. It discourages capable people from outside the organization to join.
2. It restricts inflow of new talents in the organization.
3. The organization may miss infusion of innovation and revolutionary ideas.
4. It is possible that the requisite number of persons possessing qualifications for
the vacant posts may not be available in the organisation.
5. For posts requiring innovations and creative thinking, this method of recruitment
cannot be followed.
6. It may lead to nepotism and favoritism. The employees may be employed on the
basis of their recommendation and not suitability.
Commercestudyguide.com
17. External Sources:
All organisations have to use external sources for recruitment to higher positions
when existing employees are not suitable. More persons are needed when
expansions are undertaken. In case of unavailability of suitable candidates within the
organization, it is better to select them from outside sources.
1. Advertisement: Advertisement can be given in newspapers, websites,
magazines and professional journals. These advertisements attract applicants in
large number of highly variable quality from across the country due to high rich.
2. Employment Exchanges: People register themselves with government
employment exchanges with their personal details. According to the needs and
request of the organization, the candidates are sent for interviews.
3. Campus interviews: It is the best possible method for companies to select
students from various educational institutions. It is easy and economical. The
company officials personally visit various institutes and select students eligible
for a particular post through interviews.
4. Placement agencies: various placement agencies prepare data banks of suitable
candidates according to their qualifications. A databank of candidates is sent to
organizations for their selection purpose and agencies get commission in return.
Commercestudyguide.com
18. 5. Poaching or Raiding: Poaching means inducing an employee to leave one
employer and take up employment with another employer. The purpose of employee
raiding is usually to gain access to unique or rare knowledge or skills which the
employee may possess. Taking the employee gives the raiding company an unfair
competitive advantage.
Commercestudyguide.com
19. BENEFITS OF EXTERNAL SOURCES OF RECRUITMENT:
1. New talents get the opportunity to join the organization.
2. It can help in bringing new ideas, better techniques and improved methods to the
organisation.
3. The best selection is possible as a large number of candidates apply for the job.
4. Every eligible candidate gets an opportunity to join the organization.
5. The entry of qualitative persons from outside will be in the long-run interest of
the organisation.
6. It gives an opportunity to fresh college graduates to serve.
Commercestudyguide.com
20. LIMITATIONS OF EXTERNAL SOURCES OF RECRUITMENT:
1. It gives a sense of insecurity among the existing employees.
2. Skilled and ambitious employees may switch the job more frequently.
3. The process of recruiting from outside is very expensive. It starts with inserting
costly advertisements in the media and then arranging written tests and
conducting interviews.
4. It increases the cost of training facilities to be provided for new candidates.
5. It may result into selection of inexperienced and unproductive salesman.
Commercestudyguide.com
21. SELECTION OF SALESMAN
Selection means selecting the fixed number of suitable candidates from those who
applied for the posts. Selection process starts as soon as recruitment ends.
Recruitment considers all applications received in a due date while selection
considers only the required number of most suitable candidates.
Steps in Selection Process:
Commercestudyguide.com
22. 1. PRELIMINARY SCREENING:
• The initial screening is usually undertaken by the receptionist in the office.
• This Screening is essentially a sorting process in which perspective applicants are
given the necessary information about the nature of the jobs in the organisation.
• If a candidate meets with the requirements of the organisation he may be selected
for further action. If not, he is eliminated at this preliminary stage.
Commercestudyguide.com
23. 2. REVIWING FORMAL APPLICATION BLANK:
• Application in blank is a written formal application submitted by the person in
quest of a job.
• The object of this application in blank is to get the candidate introduced to the
interviewer so that he is in a position to prepare himself as to what kind of
questions he is to ask to size-up the candidate.
• The blank provides preliminary information and helps in interview by indicating
the areas of interest and discussion.
• It is a useful device for collecting historical data from the candidate as well as
storing information for later reference.
Commercestudyguide.com
24. 3. INTERVIEW:
• This is most important step in the process of selection.
• Only the screened applications are considered for selection and the firm sends out
interview letters.
• By this interview, the sales manager can understand the positive and negative
qualities of the applicant with reference to the job duties.
• A good interviewer must be unbiased, able to discover facts, a keen observer of
the interviewee etc.
• No method other than interview is quite as satisfactory in judging an individuals'
ability in oral communication, personal appearance and attitude towards selling
and personal impact on others which are most important for the person involved in
selling.
Commercestudyguide.com
25. INTERVIEWING TECHNIQUES:
a) Non-Directed/Non-Structured Interview: This kind of interview does not
follow a standard format of questions, instead it involves a relaxed discussion.
This method is perhaps the best way of probing an individual's personality in
depth.
b) Patterned/Structured Interview: In this method the interviewers are given a
prepared list of questions or a specific outline of questions designed to elicit a
basic core of information.
c) Interaction (Stress) Interview: It is a highly complex technique. In this the
interviewer assumes a hostile role towards the applicant. He deliberately puts
him on the defensive by trying to annoy, embarrass and frustrate him. The
interaction interview simulates the stresses the applicant would meet in actual
selling and how he would react to them.
Commercestudyguide.com
26. 4. PSYCHOLOGICAL TESTING:
• A psychological test can be defined as "Systematic approach for comparing the
behavior of two or more persons".
• The psychological tests operate on the common theory that human behavior can be
well forecasted by sampling
Commercestudyguide.com
27. MAJOR PSYCHOLOGICAL TESTS
1. Aptitude or Ability Test: These are used to measure the talent/ability of a
candidate to learn the job or skill.
a) Mental or Intelligence Test: They measure the overall intellectual activity
or the Intelligence Quotient (IQ) of the candidate. They also determine the
candidate's word fluency, memory, inductive reasoning, speed of perception
and spatial visualization.
b) Mechanical Aptitude Test: These measure the capacity of a person to learn
a particular type of mechanical work as they measure a person's visual-motor
coordination or integration.
c) Psychomotor or Skill Test: These tests measure a person's ability to do a
specific job. They are administered to determine mental dexterity or mental
ability and similar attributes involving muscular movement, control and
coordination.
Commercestudyguide.com
28. 2. Personality Tests: These tests try to find out an individual's value system, his
emotional reactions, maturity and his mood characteristic.
3. Achievement Tests (Proficiency Tests): Achievement tests seek to determine
how much the individual knows about a subject. They determine the admission
feasibility of the candidate and measure what he is capable of doing.
4. Interest Test: These tests aim at finding out the types of work in which the
candidate is interested. if two persons have equal ability, the one with a greater
interest in a particular job is more successful.
Commercestudyguide.com
29. 5. REFERENCE CHECK:
• Sometimes applicants are asked to name as references those people on whom they
can rely to speak about them.
• The main purpose of reference checks as a selection tool is to verify the facts such
as dates of employment, earnings, sales volume, absenteeism and nature of the
past selling job.
• This typical procedure is to check the references by personal visit, telephone or
letter.
Commercestudyguide.com
30. 6. MEDICAL EXAMINATION:
• Everyone in this world is suffering from one kind of disease or the other.
• Confirmation of physical fitness demands that every candidate has to undergo a
medical test.
• The salesman’s job needs both mental and physical fitness.
• Medical examination is conducted thoroughly because diseases and physical
deficiencies of the salesmen affects the business.
Commercestudyguide.com
31. 7. FINAL INTERVIEW AND APPOINTMENT
• The selected applicant is probably, called for a final interview and his suitability is
measured from the different tests, physical reports etc.
• The job must be explained to him along with all relevant details, which are
required in performing the duties efficiently.
• If everything is in favor of the applicant, an agreement must be executed by him.
• Generally, the agreement contains duties and authorities, sales quota, sales
territory allotted, salary and conditions of resigning.
• It is followed by an appointment order, which contains designation, jobs to be
performed, salary and other financial benefits etc.
Commercestudyguide.com