1. Sales & Distribution Management
Recruitment & Selection
Reference Book by:
Tapan & Sahadev
OXFORD
Publication
Powered byDhaval Gurnani
K.S.School of Business Management,Ahmedabad
Gujarat University

3. Then let’s start to learn….
What
is
Recruitment
&
Selection

4. Recruitment
Recruitment is the process of locating & attracting job
applicants.

5. How to prepare Job Description &
Specification?
i)
ii)
iii)
iv)
v)
vi)
Title of the Job
Duties and responsibilities
Reporting Methods
Technical Requirements
Territory to be covered
Degree of Autonomy

6. Recruitment

7. Recruitment
Five Main sources of recruitment are:
1.Advertisements
2.Staff within the company
3.Recruitment Agencies
4.Educational Institutes
5.Competitors & Other Industries

9. Advertising
Advt. in Newspapers,Magazines & Trade Journals
->Produce Large No. of applicants
->Short span of time
->Low Cost
->Application screening is time consuming
->Applicants may be of questionable
character.

10. Recruiting-From Inside
The Organisation’s Own Staff

11. Internal Recruitment
•Candidate is familiar to company
•Candidate’s character is known
•No Fresh Talent
•Lack of performance due to surity of promotion

13. Recruitment Agencies
Provide Bio-data of potential candidates for a fee.
Screen applicants on various parameters.
Eg-HR Consultancy firms,Employment Agencies

14. Educational
Institutions

15. Educational Institutions
•Includes Management Institutes,
universities & technical institutes.
•Used for Placement at entry level.
Advantage
i.Freshers are more adaptable than
experienced.
ii.Candidates are inteliigent
iii.Possess required technical
qualifications
2014
PLACEMENT

16. Hiring from Competitors &
Other Industries

17. Competitors & Other Industries
• Salesperson knows the market & its customers.
• Recruiting company knows the ability of candidate.
• Candidate is acquainted with market trends &
customers.

18. Selection
Procedure

19. Selection Process
Job Offer
Physical Examination
Reference Check
Psychological Testing
Interview
Application Scrutiny
Hiring Profile

20. Selection Procedure
Hiring Profile:
Attract number of qualified candidates.
Neither too less..nor too more..!!
Application Scrutiny
Sales Manager should review the completed
forms he has received.
Identify the candidates who fit the job
Specification & can be called for Interview.

21. Selection Procedure
Interview:
Helps in determine if a person is RIGHT for
Job.
Brings out personal characteristics.
Types of Sales Interview:
1.Structural or guided interview.
2.Unstructured or Informal interview.

22. Selection Procedure
Psychological Testing:
It is designed to measure such skills &
abilities that are essential for job performance.
Types of Psychological Tests:
1.Knowledge Tests:
Measures knowledge or information regarding sales
job.

23. Selection Procedure
2.Ability Tests:
Measures the skills and abilities already present in the
candidate at the time of testing.
3.Aptitude Tests:
Measures whether or not the individual has the
capacity or latent ability to learn the job quickly.
4.Simulation Exercises:
A test which duplicates many of the operations &
problems confronting the sales job.

24. Selection Procedure
Reference Check:
Secure information that is not available from
application & verification of information from external
sources.
Physical Examination:
Physical Examination reveals whether or not
the candidate possess the required stamina,strength
& tolerance needed under hard working conditions.
Handle job without delay on health grounds.

25. Selection Procedure
Job Offer:
After all steps,company decides whether it
should hire the candidate or not.
If yes,the company gives offer letter.
It must be in writing for the protection of
recruit & company specifying all details.
Sometimes,salespople may have to sign a jobcontract too.