1.find personnel needs

2.look at the company culture

3.do a job analysis

4.determine job qualifications

Turnover rate= # of seperations per year/avg. size of the sales force

*not all seperations are equal

*low turnover can be bad (usually too low/too high are bad)

*should not be set to minimize or maximize but as a toold to guide administrative action

growth targets

changes in the sales forces

change in stragies

and the turnover rate

a systematic way to describe required job performance tasks, activities, and responsibilities

-focus on what high performing sales people do

1.Job Description

2. Job qualifications

-part of the job analysis

=a written document that spells out job responsibilities of each position

1.who you report to

2.how your manager is relate to other staff

3.the customers to be called on/serviced

4.specific job tasks

5.mental/physical demands of the job

6.type of product to be sold

=apptitudes, skills, knowledge, personality traits necessary to perform the job successfully

ex.education, experience, interests

-again look at traits in high performers to determine

extraverted, optimisitc, conscientious (without empathy), ability to adjust to selling situations, internal locus of control, high self monitorinng

-can develop planning/organizational skills and time management skills

# of recruits = Hires / % of recruits selected X % of recruits who accept

*want to increase acceptacnce

sources of apps vary widley

referralls are the most popular

education

1.Classified & Online Advertising

2.Present Employees

3.Referrals and Networks

4.Employment Agencies

5.Schools

6. Customers Suppliers and Competitors

large exposure low cost

high amount of underqualified applications--need a screening process

should provide enough info to screen underqualified people

transfers to sales departments usually seen as promotions

hires from w/i tend to perform well

for major accounts companies usually hire from within

familiarity

tension

bad habits to new job

*MOST EFFECTIVE RECRUITING METHOD

-come from recommendations by present employees

-know more about compnay and understand needs

saves time and money

do the screening, advertising, interview for you

you usually pay the agency one you hire someone--incentive for angecies to find good candidates

*best source of sales trainees

-tend to be easily trained

-more mature than non grad

lack experience and usually require one on one coaching

hard adjustments

ethical legal issues

"buying" employees from other companies tends to be expensive

1.Application

2.Personal Interviews

benefits-easy, quick, standarized format

purpose

--to provide info

---to obtain info

1st interview-informs candidate about the job and check for "knockout factors" such as maturity, communication, appearance

2nd interview-indenfity people best matched for the job

benefit of interviews-you can ask about info from resumes that does not make sense and asses the level of interest the person has in the job along with their communicative ability and social skills

train managers on what to ask

how to ask

how to rate candidates

and how to give feedback on successes and failures

1.Patterned

2.Semi structures

3. Field Obeservation

standarized

easy to compare candidates-especially when there is more than one interviewer

-have to gather some critical infor but there is some freedom

-the candidate is expected to take an active role in the interview

"a day on the field"

interviewee is shown exactly what the job entail

those who feel they are not ready usually eliminat themselves

rate impressions

gather all info from all sources

background/credit checks

testing

assessment center

physical exam

meeting "integrative diversity" requirements

used to assess financial responsibility

financial responsibilty and job responsibility go hand in hand

-obtain objective info

*ONE OF THE MOST RELIABLE PREDICTORS OF ENTRY LEVEL JOB SUCCESS

1. Intelligence (cognitive)--test minimum mental capabilities to perform the job **most valid predictor of all the tests

2.Personality-weaker predictor

3. Aptitude

-tests should be used as part of the selcetion process-not as the sole decision criterion

stamina for sales

always occurs between the offer and commenment

disability info irrelavant

usually makes business unsuccessful if they are simply trying to meet quotas

1.identify and eliminate discrimnatin in hiring and in management

2.develope creative ways for people to stay in the workforce longer

3.recognize the concers of people with families