Importance of selection of sales people essay
On this basis, companies follow different steps to attract sales personnel.
How is sales training related to recruiting and selecting salespeople?
For this reason the reviewers should state from the beginning of the creation of goals for selecting salespeople, whether they want salespeople who will be trained and form the next generation of executives or salesmen who need to go immediately to the field Cron et al. Thus hiring the right person for the job may be the most critical management decision an organisation will make Function 2: Recruitment and selection of employees. However, a more systematic approach will involve reallocating responsibilities to empower other individuals. This analysis of job requirements accommodates the next step of finding applicants. Salespeople recruitment methods and training. Some businesses actually offer a so called conditional offering i. Nowadays, the term heavy industry also refers to industries that disrupt the environment i. Many managers are there simply to get a paycheck and not to actually fulfill their duties. The social competence is the third core trait of the salesman personality. Patton and King studied models of human judgement that were used for the selection of potential salesmen. This is due to the fact that recruiting and selecting people is not something that managers do everyday. Hunter and Hunter showed that the tests generally have the highest correlation coefficient with a yield rising to 0. A brief analysis of the most common ones follows Gitomer, Marterella , p.
Various practices can and should be applied to best avoid the unenviable situation of having hired the wrong person for the job Billikopfp All in all, if there are some positive elements in a resume or job application, applicants should go to the next stage of the interview, that there is the ability of greater investigation.
Since when the particular research was, there have been a lot of changes regarding the traditional role of a salesperson, so the research requires a re-evaluation at least concerning its conclusions on the causes of this phenomenon.
In other words, the specific selection criteria are proved reliable in the past and now which makes them excellent to be taken into consideration. They characterize the personal history of each candidate salesman and can be gathered through the applications of candidates, their CVs and interviews.
Methods of recruitment and selection of salesperson
This is due to the fact that recruiting and Their use, however, is particularly popular as they are an economical solution for companies and do not require a very long time to execute them. I have also noticed that despite the fact that the European Union subsidizes many professional training programs, few companies, actually, had training as part of their Human Resources policies. Patton and King conclude that linear models provide better predictive ability for future performance of each potential salesperson, and they base this on all the qualifications laid down as necessary for the job overall qualifications. The salespeople selection tools most commonly used in the industry are shown by a research carried out by Dubinsky and Barry A company should develop effective recruitment and selection practices to assemble the best staff Anderson The present research examines if interviews are selected as the sole selection tool or as a combination of a multivariate process since this process improves the effectiveness of the selection process as suggested by the relevant literature. To do so, it it describes the way salespeople are recruited, selected and trained. It is a process by which the organisation will try to accurately fit the individual to the job. In a large company, for example, these costs can add up to hundreds of thousands of dollars if poor selection of new sales people is a recurrent practice. In addition, there is a lot of literature in general for salespeople but not for Heavy Industry salespeople. The company will provide full-service cleaning solutions for organizations in the health care industry and no longer sell only cleaning products. Recruitment is the activity that links the employers and the job seekers. If two candidates have an important criterion at the same score, then the one that is selected is the one that has the highest score in the second most important criterion. This paper will discuss such instances encountered by Imaginative Staffing, Inc.
The tests were implemented by Cron et al. It is therefore imperative to analyze these three factors combined, which is not done in both the international and Greek literature. The human factor is very significant; this has been the widely expressed opinion of numerous researchers - at an international level.
Importance of recruiting the right staff
This highlights the importance of recruitment and selection of sales people. In a comparative view of a series of studies by Robertson and Smith , it was concluded that the interviews record primarily data -like social skills, extroversion, agreeableness, openness to experience, job experience and knowledge. Selecting the wrong person for the job may cause problems such as followed: - inadequate sales coverage and lack of customer follow up - higher turnover rates - increased training costs to overcome deficiencies - difficulty in establishing enduring relationships with customers - suboptimal total sales force performance - more supervisory problems such as frustration for sales managers and the rest of the sales team Most sales managers agree that they cannot afford even one non-productive team member, yet most managers have their own 'horror' stories regarding troublesome or struggling employees. Human judgement models are considered as good predictors of salespeople performance. This highlights the importance of recruitment and selection of sales people. Meanwhile, it is the first time that such practices will be studied in the particular sector, since there is very limited literature for Heavy Industry sector, despite its economic importance. If two candidates have an important criterion at the same score, then the one that is selected is the one that has the highest score in the second most important criterion. From this discrepancy,it is concluded that each evaluator gives weight and combines factors and information in a different way Johnston and Cooper, On the other side, their own corporations have shifted, going through downsizing, restructuring, and cost cutting Even when there were answers carefully structured in advance, consistency was not ensured in the assessment for each candidate by different evaluators Hakel, Johnston and Cooper analyzed the process of selecting salespeople in the industry as a sequence of collecting information, each of which results in a separate decision to exclude candidates until the final decision - to choose one or more salesmen- is reached.
They notice that the final decision on selecting the right candidate- saleman, varies depending on whether the process is made by a single decision single-decision process or whether it includes the results of each phase multi-decision processweighted according to the weight that the industry has set as more relevant to the job Johnston and Cooper, Selection through tests It was discussed earlier that tests dominated the selection of salesmen in the '80s and later there were IQ tests.
They know that price do vary on a same product across brands, but they do know not what that price difference represents, for the better qualities that product possess?
As a result, they did not make the best recruitment decisions. In a large company, for example, these costs can add up to hundreds of thousands of dollars if poor selection of new sales people is a recurrent practice.
It has existed for long and its importance for Greek economy is big since Greece is a rich country in raw materials and recent data have proved Greece to have been a rich country in natural gas and petrol MBendi, Greek HRM managers are highly educated and experienced as they have to handle difficult issues such as negotiations with trade unions Papalexandri et al. Heavy industry companies are usually a part of the supply chain of other products. Effective recruitment processes are imperative in attracting and retaining high quality staff. It is also seen that the evaluators have access to plenty of information that they should take into account and according to which, they are asked to take the final decision. Nowadays, the term heavy industry also refers to industries that disrupt the environment i. I have chosen to study the Greek Heavy Industry sector since this is a sector that is well organized compared to other ones, which are not sophisticated in these issues. This was taken into consideration into the present research, since Heavy Industry companies are large firms. In addition factors such as personality, respects and honesty are also important.
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