it includes various steps in the selection of sales force

2.  DALE YODER “Selection is a process in which
candidates for employment are divided into two
classes, those who are to be offered employment and
those who are not.”
 V.S.P.RAO “Selection is the process of picking
individuals who have relevant qualifications to fill
jobs in an organization.”

3. Eagles don’t flock. You have
to find them one at a time

4.  Qualified sales people are scarce.
 Good selection improve sales force performance.
 Promotes cost savings.
 Eases other manager tasks.

5.  The worst mistake a manager can make
is to make a bad hire.

6.  Developing a system of tools and procedures for
matching the applicants with the pre determined
requirements
 Using the system to select the sales people
 Selection tools
 Hiring
 Assimilating tests

7. Selection tools and procedures are only aids to sound
executive judgment and not substitutes for it. They
can eliminate obviously unqualified candidates and
generally help recruiters spot extremely capable
individuals.
 Application blanks
 Personal interviews
 Psychological tests
 References and credit reports
 Assessment tests

8.  SELECTION BASED ON VACANT POST
 ACCORDING TO WORK
 SANCTIONED BY DEPARTMENT HEADS
 FIXING MINIMUM QUALIFICATIONS
 THROUGH EMPLOYMENT EXCHANGE

9.  RECEIPT AND SCRUTINY OF
APPLICATIONS- A receptionist in the
personnel department gives information
about new openings to the visitors, and
receives their applications.
 The scrutiny of applications is essential to
take out those applications which don’t
fulfil the requirements of post.

10.  BLANK APPLICATION FORM-This is a way
of getting written information about
candidate’s particulars in his own
handwriting.
 INFORMATION COLLECTED IS- bio-data,
educational qualifications, work
experience, curricular activities,
references and salary demanded.

11.  TESTS-It is the most controversial step.
Some people are of the view that tests
do not serve any purpose and do not
improve selection process.
 TYPES OF TESTS-
 Proficiency tests
 Aptitude tests

12.  PROFICIENCY TESTS
 TYPES -
 Achievement tests- These tests measure
the skill or training which the applicant
possesses at the time of testing
 Dexterity tests-These tests are designed
to find out how efficiently and swiftly an
applicant uses his hands,fingers,eyes and
other body parts.

13.  APTITUDE TESTS/PSYCOLOGICAL TESTS-
Such tests measure the skill and ability
which a person may develop later on.
 TYPES-
 Intelligence tests
 Personality tests
 Movement tests
 Interest tests

14.  INTELLIGENCE TESTS-Such tests measure
the overall intellectual activity or
intelligence quotient of the applicants.
 PERSONALITY TESTS-Are designed to know
about the non-intellectual aspect of the
candidate.
 MOVEMENT TESTS-Measure the speed
and precision of movement in an
applicant.

15.  INTEREST TESTS-Are aimed to find out the
type of work in which an applicant is
interested.
 OTHER TESTS-
 Trade tests
 On the job tests
 Physical tests
 Written tests

16.  Legal aspects of testing
 A framework of testing
- Selecting and developing tests
problem in testing

17.  Mental intelligence tests
 Aptitude tests
 Interest tests
 Personality tests
 Selecting and developing tests

18.  Background check
 Legal considerations
Assessment tests
 Ranking the recruits
 Communication with applicants
 extending the offer
What will be included
How will offer be extended

19.  Pre entry socialization
 Assimilation of new hires
 Relationships
 Mentoring new employees
 Meeting social and psychological needs

20.  SCOTT- “An interview is a purposeful
exchange of ideas, the answering of
questions, and communication between
two or more persons.”

21.  Judgment of applicant
 Promote goodwill.
 Give information to the applicant

22.  PRELIMINARY INTERVIEW
 CORE INTERVIEW
 DECISION MAKING INTERVIEW

23.  It is the first contact of the candidate
with the company officials. The
information supplied by the applicant is
verified and he comes to know of the
company in detail.
 TYPES-
 Informal interview
 Unstructured interview

24.  Informal interview –This interview is held
to secure non job related
information.The rejection rate at this
stage is very high.
 Unstructured interview- In this interview
the candidate is given the freedom to
tell about his knowledge on various items
areas,education,background and
interest.

25.  Background information interview- The
background information is collected
about the candidate and information
supplied about educational
qualifications,place of domicile,health is
checked up from the documents
available.

26.  JOB AND PROBING INTERVIEW-This
interview is intended to test candidate’s
job knowledge,methods of doing the
job,problem areas,and ways of handling
them.
 STRESS INTERVIEW-The purpose of such an
interview is to see whether a candidate
keeps his cool under stress situations.

27.  GROUP DISCUSSION INTERVIEW
 PATTERNED OR STRUCTURED INTERVIEW-
The interview is systematically planned in
advance and the type of information to
be asked,details to be inquired
,information to be given are all planned
properly

28.  PANEL INTERVIEW-In this interview the
candidate is interviewed by a panel of
selectors.
 DEPTH INTERVIEW-This interview is
conducted by specialists in the field.

29.  DECISION MAKING INTERVIEW-
 A final decision about the selection or
rejection of the candidate is taken at this
level.
 Interviewer should try to get full
information about the candidate’s skill
,knowledge,aptitude,attitude,
personality traits.

30.  Guided interviews
 Ondirected interviews
 Personal interviews
- Thorough review of the applicant’s
resume or application before
proceeding further in the selection
process
- More than one interview at different
place with different interviewer.
- Standardized ratings to be used
- Training of interviewers

31. Q Do you get along with people?
Q what qualities do you think are important
for success in the job?
Q what is your biggest weakness?
Q Tell me about any incident in your last job
that caused conflict with a customer. What
did you do to work it out?
Q give me a specific example of a job
situation in which you had to use your
problem- solving abilities.
Q tell me about your greatest failure

32.  The prospective employer normally
makes an investigation on the references
supplied by the candidate and
undertakes search into his past
employment,education,personal
reputation.

33.  Since the persons employed are to work
under line officers, the candidates are
referred to them.line officers will finally
decide about the work to be assigned to
them.

34.  After the final selection candidates are
required to appear for medical
examination.For civil services and military
jobs ,the candidates are appointed only
when they clear the medical test.

35.  The selected candidate should be given
copies of rules,regulations,procedures
followed in the company.He should be
introduced to his immediate superior
and to his immediate subordinate.
Proper orientation of an employee will
help him to adjust easily in the new
environment of the organisation.