Content

• Job Description
• Recruitment
• Selection

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 Sales Force Job Description

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 The data collected through job analysis provides the
basis for preparing job descriptions and specifications.
Job description is a functional description of what the job
entails. It is descriptive in nature and defines the purpose
and scope of a job.
It is a written record of the appropriate and authorized
contents of a job.
Contents of Job Description –
1. Job Title
2. Job Identification
3. Job Summary
4. Job Duties and Responsibilities
5. Working Conditions
6. Social Environment
7. Machines, tool and equipment
8. Supervision
9. Relation to other jobs
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 Job Description Responsibilities
Companies are on lookout for people who are skilled and can
perform their jobs with at most dedication and involvement.
However, identifying these skilled, work oriented and well
performing staffs for a particular job is a difficult task. Nevertheless,
this difficult task has to be made easier and approachable. After
much thinking and discussions, the notion of job descriptions was
established.
The job description, usually in all cases of jobs uniformly throughout
the companies is of same format. The job description should usually
cover four important things. They are:
. job profile,
. duties and responsibilities,
. skills and specifications and
. education and qualifications requirement.
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 Out of these four, the very most important one to
concentrate is duties and responsibilities for, this the
section that describes the work in a functional manner.

The job description responsibilities play a vital role in

the minds of the applicants. Applicants who are
efficient and responsibly out-performing will certainly
take these responsibilities as a challenge and work for
the development of the organization. Thus, job
description responsibilities should be listed out
intelligently keeping in mind its prime importance for
the development of the organization.

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 Guidelines for job description
• 1.Give a clear, concise and understandable
picture of the whole job
• 2.Describe in sufficient detail each of the duties
and responsibilities
• 3.Emphasize accuracy, brevity and simplicity
rather than an elegant style
• 4.Use active verbs.. Like distribute mail, train
workers
• 5.Indicate the extent of supervision received and
given
• 6.Ensure that a new employee can understand
the job by reading the job description
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 Problems with job description
• If they are poorly written, using vague rather than
specific terms, they provide little guidance to the job
holder
• They are sometimes not updated as job duties or
specifications change
• They can limit the scope of activities of the jobholder;
reducing organizational flexibility

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 The personal qualification that an individual must
possess in order to perform the duties and
responsibilities contained in a job description are
compiled in job specification

Broadly it covers two areas

1.The skills required to perform the job
2.The physical demands the job places on the employee
performing it
Skills relevant to a job include education or experience,
specialized training, personal traits or abilities and
manual dexterities. The physical demand refers to the
amount of walking, standing, reaching, lifting or
talking required to be done.
Job specification should also include interpersonal skills
or specific behavioral attributes necessary for job
success
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 Recruitment & Selection

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 Then let’s start to learn….

What
is
Recruitment
&
Selection

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

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

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

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 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.
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 Recruiting-From Inside

The Organisation’s Own Staff

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 Internal Recruitment

•Candidate is familiar to company

•Candidate’s character is known

•No Fresh Talent

•Lack of performance due to surity of promotion
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 Recruitment Agencies
Provide Bio-data of potential candidates for a fee.
Screen applicants on various parameters.
Eg-HR Consultancy firms,Employment Agencies

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 Educational Institutions
•Includes Management Institutes,
universities & technical institutes.
•Used for Placement at entry level.

Advantage 2014
i.Freshers are more adaptable than PLACEMENT

experienced.
ii.Candidates are inteliigent
iii.Possess required technical
qualifications
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 Hiring from Competitors &
Other Industries
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 Competitors & Other Industries

• Salesperson knows the market & its customers.

• Recruiting company knows the ability of candidate.
• Candidate is acquainted with market trends &
customers.
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 Selection
Procedure

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 Selection Process

Job Offer

Physical Examination

Reference Check

Psychological Testing

Interview

Application Scrutiny

Hiring Profile
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 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.
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 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.

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 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.
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 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.
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 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.
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 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 job-

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