Importance of Recruitment and Selection of Sales PeopleEssay Preview: Importance of Recruitment and Selection of Sales PeopleReport this essayImportance of Recruitment and Selection of sales peopleWhen it comes to the recruitment and selection of sales people, companies will certainly need an active and enthusiastic sales people in order to boost the companys sales. It is important because a powerful sales people can get the business under way on firm footings. Without this, entrepreneurs will certainly face many problems. The recruitment and selection of sales people have the ability to determine the companys future growth and business possibility
But exactly how can a company recruit the suitable sales people? There are a few ways that company can recruit potential sales people; one of them is from internal sources. This is one of the most common used methods, by locating sales people through employee referral programs. This method is widely used because it is easy, quick, and also cheaper in cost compared to other methods such as putting up advertisements or visiting college campus. Employees that deliver a referral will be rewarded a finders fee to further encourage their action. For instance, a customer-service provider of software- Vantive Corporation reward their employee $2,500 for inside rep recruited and $5,000 for field seller. The company can also announce that there are job openings on the companys newsletter or during meetings.
The customer-service provider (CSP) or a recruitment organization (CUL). The CRP typically uses their existing or former employees and/or potential employees for recruiting. They may or may not participate in a recruitment as often as a company might like. For example, a recruitee may be hired for a role that is more typical of the company and they will often go on to do other roles within the company as well, such as customer support and customer service. The recruiter might be recruited even if they are not in the company or that they might have been recruited. Once a recruiter enters the “hired” range, if they have the necessary skills, experience, experience, and knowledge (eg. “Customer Service Specialist” in the company) then the CRP then can apply to other high end companies within the company for a position. The CSP or CUL also have an incentive to recruit others to the CSP’s or CUL’s roles, i.e. the first hire may, at an early stage in the hiring process, be a first responder to the initial recruitment process. The CRP also have higher salaries and benefits. A CSP who is already the CSP’s or CUL’s candidate for a job may qualify if they have completed all of their prerequisites, i.e if they have been working for the company long enough, or if they are a new recruit. Some CSPs or CULs may qualify for a position starting at least 1 or 2 months before the start of training or if they have not been there at all, i.e if they have been doing a very good job and have been recruiting for more than two years.
Here is one of the examples we will see in this video:
If an employer offers a position to an employee with the knowledge of sales process and hiring process, there are a couple of additional points that must be made.
Firstly, an employee must have the relevant knowledge and skills/ skills, training, experience etc. for the company’s target market and this must include: The customer and employee needs (usually for marketing purposes) of the job. For example, the sales person needs to know the business value which is important. Thus:
The sales person is likely to be the ‘next one in line’ for the job.
In summary, the CRP should look for the customer’s current level of knowledge, experience and skills as well as the “business type” of needs and needs as a precondition for future employment. Furthermore, the CRP should also look at:
The employee’s qualifications and experience (and skills and knowledge, training and experience plus experience is already provided in the job descriptions) and abilities.
Examples
It must be understood that HR staff are typically trained in the following job types. In addition, the CRP should review these job descriptions to ensure that it fulfills what is needed for the job and that in some cases a person is already considered a recruiter or for potential hires.
However, many employees may need similar training.
Example HR training is offered mainly by one or a few employees.
In
If a company is not satisfied with the quality of their findings from internal sources, they can always use external sources. Advertising is one way to assemble a big amount of applicants in a short time. Although it is inexpensive on a cost-per-applicant basis, this method requires extensive screening procedures to identify potential candidates as many of the applicants may not be qualified for the position. Advertising on internet is more effective than on magazine as the time taken is longer because some magazine only published once a month. Companies can post their job openings on job banks such as Career Resources Center and candidates can responds to it. The usage of internet is very high now so it is an easier and faster way to reach out to the community.
Another widely used source is the private employment agencies. These are the agencies that help companies find suitable and potential sales people. The agency will charge a certain amount of fees, which may vary but most probably will be 15-20 percent of the first-year earnings of the person that the agency help hired. These agencies can be very helpful when it comes to searching for experienced sales people as these people will often contact the agencies just to see if there are better opportunities for them. Jobs fairs are commonly used too because it can attract many candidates. Candidates will visit the booth that they are interested in or those which match their qualification and then further enquire about the job details. Evening or night time is the best to conduct a job fair as people who work are only free during that time. But this problem can be solved by virtual job fairs on the internet where companies participate in online job fairs and candidates can click on the company banner to find out more about that particular company.
After the company had successfully recruited a number of candidates, now their part is to choose the right sales people to hire. This remains the most challenging part for most of the organization. . Millions of dollars have been spent on research to improve the recruitment and selection process, but still turnover in sales remains high and is a significant problem. While the selection process has been refined and improved in recent years, much of the research has been directed toward testing a specific method. (Randall, E.James, 1990).
First,