Page 52 - DMGT507_SALES AND PROMOTIONS MANAGEMENT

Sales and Promotions Management

Notes 2.4 Summary

Recruitment is a process to discover the source of manpower to meet the requirements of
the staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
A selection system is a set of successive ‘screens’ at any of which an applicant may be
dropped from further consideration.
Before an organisation begins recruiting applicants, it should form a checklist of questions
which outline a chronological sequence for the recruitment and selection process.
The person specification form is a checklist of abilities separating those aspects which are
essential (the job cannot be effectively done without them) and those which are desirable
(it would be nice to have them but could manage without).
The person specification can help in looking at employees in other areas who may have no
previous sales experience but whole profile in terms of their skills, their motivation, etc.
could well make them excellent sales people.
The process of selection of sales personnel differs from company to company depending
upon the requirements. The applicant goes through various stages and the chances of
selection get better as more and more stages are cleared.

The initial screening is usually undertaken by the receptionist in the employment office.
This interview is essentially a sorting process in which perspective applicants are given
the necessary information about the nature of the jobs in the organisation.

An interview can be defined as an attempt at gathering information from the candidate
concerning his suitability for the job under consideration.
After selection, personnel should be given formal training which includes planned
programmes complete with schedules, lesson plans, visual aids, other teaching devices
and systematic reviews and evaluation.
The qualifications needed to perform the job are detailed in job specification. The set of job
specifications needs scrutinising for clues to the points on which new personnel are most
likely to need training.

2.5 Keywords

Application Bank: Contains brief history of employees, used for reference
Aptitude Test: Used to judge ability to learn the job/skills

Internal Transfers: Switching between departments in same company
Interview: Attempt at gathering information from the candidate
Job Specification: Qualifications needed for a job
Recruitment: Process of discovering pool of manpower
Reference Check: Confirming your candidature by talking to your references

Selection: Process of eliminating unfit candidates and choosing fit ones
Stress Interview: Interviewer takes a hostile role to frustrate candidates

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