Sales Profiling

1. Sales Profiling and
Recruiting

2. The reporting
relationship for a
particular sales
job to other jobs
The job objectives
Duties and
Responsibilities
Job performance
criteria
Sales Profiling is the setting up of skills and criteria
required for a particular sales job covering up
WHAT IS SALES PROFILING AND RECRUITING

3. SALES RECRUITING:
� Sales recruiting includes all activities involved
in securing individuals who will apply for the
job.
� If recruiting is done haphazardly, a company
runs the risk of overlooking good sources of
prospective salespeople.
� The importance of recruiting grows in relation
to increases in the cost of selecting
salespeople and maintaining them in the
field.

4. Sales Force and Strategic Planning
� In most of the organizations, the sales force is the one
group that directly generates the revenues for the
organization. thus, the sales force is the group most
directly involved in carrying out the company’s
marketing plan.
� Let’s look at some practical application of the
relationship between sales force selecting and
strategic marketing planning.

5. Plan for recruiting and selection
Establish
responsibility
for recruiting
Determining
number of
people
needed
Conduct job
analysis
Prepare job
description
Determining
hiring
qualification
Select Applicants
Design a
system for
measuring
applicants
Recruit Applicants
Contact the
recruits
Select the
source to be
used
Identify
sources of
recruits
Make a
selection
decisions
Applicants
against hiring
qualification
Hire the people
Assimilate new people into sales force

6. Sources of Sales Force Recruit
� Company sales personnel
Many individuals apply for sales jobs because they know company sales
personnel, and salespeople’s recommendations may constitute an
excellent source.
� Company Executives
Recommendations of the sales manager, the president, and other
company executives are an important source
� Internal transfers
Two additional internal sources are other departments an the non selling
section of the sales department

7. Contd…
� Sales Executives’ Club
At club meetings, sales executives have opportunities for informal discussion and exchange
of placement information.
� Sales forces of noncompeting companies
Individuals currently employed as salespersons for noncompeting companies are often
attractive recruiting prospects.
� Sales forces of competing companies
Because of their experience in selling similar products to similar markets, personnel recruited
from competitors’ sales force may require only minimal training.
� Educational Institutions
This source includes colleges and universities, community colleges, vocational-technical
institutes, business colleges, high schools, and night schools.
� Older persons
The Age Discrimination in Employment Act prohibits discrimination in hiring decisions against
persons forty to seventy years of age.

8. Contd…
� Direct unsolicited applications
All companies receive unsolicited “walk-in” and “write-in”
applications for sales positions.
� Employment agencies
Sales managers traditionally regard employment agencies as
unpromising sources. Many use agencies only after exhausting
other sources. Salespeople making calls on the company
� Employees of Customers
Some companies regard their customer as a recruiting source.
Customers recommend people in their organizations who have
reached the maximum potential of their existing jobs.

9. DETERMINING THE NUMBER OF SALESPEOPLE NEEDED
STRATEGIC PLANS
New
territories
Eliminator/combine
territories
promotion
s
retirement
s
Terminations
/
Resignations
Total new
needed
Expansion
into taxas
reps
needed:
2
promotions
expected:
MN and
territories
combine
d.Reps
eliminate
d:
2
retiremen
ts
expecte
d:
1
terminatio
ns
expected:
4 2
2
1 1 8

10. Developing a profile of the type of people
needed:
Job analysis Job description Job qualification

11. Job Analysis
� There are many different types of sales jobs and specific skills
associated with each of those jobs that will make someone a success
or failure. Therefore, before it develops the selection process, the
company should conduct thorough job analysis.
� The actual task of determining what constitutes a given job.
� The analysis should clearly identify the specific tasks that sales people
will perform. Additionally, it should provide information on which
activities are critical for job success.
� An effective analysis of a sales job usually requires extensive
observation and inter- viewing. The person conducting this analysis
should spend time traveling with several salespeople as they make
their calls.
� The analyst should start interviewing with the reps themselves and
then include sales force managers, customers, and other executives
who are directly involved with the personal selling activities of the
company.

12. Job Description:
� Title of job : A complete description so there is no vagueness, especially in a company
that has several different types of sales jobs.
� Organizational relationship : To whom do the salespeople report?
� Types of product and service sold
� Types of customers called on : purchasing agents, engineers, plant managers, and so
on.
� Duties and responsibilities : planning activities, actual selling activities, customer
servicing tasks, clerical duties and self management responsibilities.
� Job demands : the mental and physical demands of the job, such as the amount of
travel, autonomy and stress.
� Hiring specifications : the qualifications an applicant needs to be hired for the job. While
job qualifications technically are not part of a job analysis, there is merit in presenting
the job duties and the job qualifications in one document.

13. Uses of job description:
Conducting job analysis and writing job
description
Most important single tool used in the
operation of a sales force
Developing compensation plans

15. Job Qualification
It is determining the qualification needed to fill the job and probably the most difficult part of
the entire selection process.
Education
Experience
Personality
Trait
Mental
capacities
Skill

16. Traits and Abilities
Traits Abilities
Ego strength
Assertiveness
To be innovative
Willingness to take
risk
Sense of urgency
Ego drive To persuade
people
To be firm in
negotiations
To complete the
sale
To handle
rejection
To sell ideas
To build
relationships
Sociability
Creativity
Abstract
reasoning
Sell Complex
products &ideas
Empathy
To understand
customer needs
Sense of
skepticism
To question, to be
alert

17. THANK YOU
� Presented by:
� Abhishek Singh (04)
� Akash Sarkar (05)
� Deepshankar Buragohain (10)
� Dhairya Jain (11)
� Prashant Menghwani (35)
� Reeshav Roy (42)