Page 43 - DMGT507_SALES AND PROMOTIONS MANAGEMENT

Unit 2: Recruitment, Selection and Training of Sales Personnel

The process also seeks to predict which applicants will be successful if hired. Success, Notes
in this case, means performing well on the criteria the enterprise uses to evaluate
employees.
7. Reference: Information generated from the references can be vital in the candidate's
evaluation process, should be carefully carried out. Some of the broad guidelines
are:
(a) At least two references should be taken from each candidate

(b) The references should have known the candidate professionally and should
not be blood relatives. Check on family background should also be made
through such independent referees.
(c) If the references given by the candidate do not provide enough/relevant
information, the candidate should be contacted for additional references

(d) There should be a standardized format for reference checks to help avoiding
missing out on vital information.
(e) Request comments from the references in writing. However, the same can be
done telephonically also and documented.
(f) In case the hiring is being done through Consultants/Search partners, the
onus of conducting reference checks on the candidate lies with them which
should at all points of time be taken in writing.
8. Medical checkup: All candidates who have been given firm job offers and who have
accepted the same, will be required to undergo a comprehensive health check-up.
Some of the guidelines to be followed are:

(a) Unit HR should tie up with a reputed hospital/clinic for carrying out the
health check-up for prospective employees.
(b) Some of the suggested tests are;

(i) Blood Tests
(ii) Complete Haemogram
(iii) Blood Sugar (Fasting & PP) cost towards the check-up will be borne by
the Company
(iv) Only those persons who are certified as 'Medically Fit' by the Company
certified doctor would be allowed to join.

9. Appointment letter: Finally deciding to hire a candidate, the final step in the process
is to make a job offer. The following should be kept in mind while making an offer:
(a) Job offers should be made face to face and not over the phone

(b) Details of the candidates compensation and expectations should be taken well
in advance to save time
(c) Details of the offer should be kept ready before the candidate arrives (fitment
in terms of salary to be in comparison with the salary band at that level)
(d) The following documents/information should be provided to the prospective
employee along with the job offer:
(i) Company brochure
Contd...

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