Description
This is a presentation about sales team/salesman planning and recuritment
Manpower Planning & Recruitment
Objective of Recruitment
• Finding the Right Sales Person for the First Time. • It saves on the lost sales done by a bad selection • It saves on training & salary on a bad selection • It gives that additional sales which will be lost by bad selection • Consider the BCG Matrix – Problem Child & Question Marks Quadrant
The Law & The Interview
• What a recruiter is allowed to do & say in an interview as per Law??
•
• • • • • • • • • • • •
Ask questions which are pertaining to the job itself.
Questions which should be avoided to be probed in the following areas…. Race Religion Faith Age Veteran status Physical disability ( unless bona fide occupational qualification required to perform that job) Credit Rating or Financial status Sensitive marital or family issues ………………………………………………… ………………………………………………… Why?? ------------------------Any unintentional discrimination is just as illegal as intentional discrimination.
The Hiring Process
• Three Parts of a Successful Interview (Consider Interviewing as analogous to a Sales Call) • Initial Homework • The Interview • The Final Assessment of the Interview
Three Interview Perspectives
• I – What’s In For Me ??? • YOU – Trying to look into factors which will affect others….e.g. sales guy talking excessively about customer’s viewpoint. • THEY – Always Looking at Pros & Cons of the situation • A balance mix of all is always preferred
Initial Home Work
• Focus on what you do now an what will you be doing 6-12 months from now. • Hire for future , not immediate need of today. • Law of Rookie –3 months-6 months • View your Current Organization & Culture – e.g. Top Heavy, Lean, Flat, Supportive, Open to Change, risk taking , aggressive etc… • View your sales team culture today & after 12 months from now. • Various perspectives for a good home work are 1. The Company 2. The Sales Team 3. The rest of the Organization 4. The Clients 5. 12 Months future Assessment
Where to find Good Candidates?
• Law of “A” Performer – One Year to Learn, One Year to Master and One Year to get Bored and look for Change. • 60 Days is the max time a good candidate should be hired. • Keep Searching for Good Candidates as a Continuous Activity. • Sources of Candidates – Internal & External
The Interview
• Subjective & Objective Measurements are to be done. • The Job Description • The Resume • Profile of a Successful Performer
Job Description
• Basic Requirement of the Job • Tasks Required-Sales Call -Daily Reporting -Expense Responsibilities -Time Allocation -Management Expectations -Position Particulars like Territory, Customers and Quota & Revenue Expectations • Rookie Period Goals • First Year Objectives
The Resume & The Fitting Profile
• Hand Outs – Discussion
The Interview Process
• A-B-C Interview Process – • A & B process is for short listing the best candidates for Final Interview • C Interview Process Connect- Connect with the candidate, destress him/her & develop rapport. Draw – Before You give a lot of information to candidate, extract max information from him/her Give - Explain him about the position, company but keep draw & give situation in place so that you are in control of the interview. Close – Explain the whole process of interview in short to avoid the instant feedback asked by candidate.
INTERVIEW = SALES CALL
• Interview should not be a Grilling Session and trying to Win the Show. • Both parties are trying to sell something to each other. • Sales Manager selling the company philosophy & the position • Candidate selling himself, his experience and his qualifications.
Assessment of a Great Sales Person
Essentially 5 characteristics should be there • Natural Curiosity • Complex to Simple • Quiet Competence • Ability to Flip • All Three Perspectives – I, YOU & THEY
doc_341855830.pptx
This is a presentation about sales team/salesman planning and recuritment
Manpower Planning & Recruitment
Objective of Recruitment
• Finding the Right Sales Person for the First Time. • It saves on the lost sales done by a bad selection • It saves on training & salary on a bad selection • It gives that additional sales which will be lost by bad selection • Consider the BCG Matrix – Problem Child & Question Marks Quadrant
The Law & The Interview
• What a recruiter is allowed to do & say in an interview as per Law??
•
• • • • • • • • • • • •
Ask questions which are pertaining to the job itself.
Questions which should be avoided to be probed in the following areas…. Race Religion Faith Age Veteran status Physical disability ( unless bona fide occupational qualification required to perform that job) Credit Rating or Financial status Sensitive marital or family issues ………………………………………………… ………………………………………………… Why?? ------------------------Any unintentional discrimination is just as illegal as intentional discrimination.
The Hiring Process
• Three Parts of a Successful Interview (Consider Interviewing as analogous to a Sales Call) • Initial Homework • The Interview • The Final Assessment of the Interview
Three Interview Perspectives
• I – What’s In For Me ??? • YOU – Trying to look into factors which will affect others….e.g. sales guy talking excessively about customer’s viewpoint. • THEY – Always Looking at Pros & Cons of the situation • A balance mix of all is always preferred
Initial Home Work
• Focus on what you do now an what will you be doing 6-12 months from now. • Hire for future , not immediate need of today. • Law of Rookie –3 months-6 months • View your Current Organization & Culture – e.g. Top Heavy, Lean, Flat, Supportive, Open to Change, risk taking , aggressive etc… • View your sales team culture today & after 12 months from now. • Various perspectives for a good home work are 1. The Company 2. The Sales Team 3. The rest of the Organization 4. The Clients 5. 12 Months future Assessment
Where to find Good Candidates?
• Law of “A” Performer – One Year to Learn, One Year to Master and One Year to get Bored and look for Change. • 60 Days is the max time a good candidate should be hired. • Keep Searching for Good Candidates as a Continuous Activity. • Sources of Candidates – Internal & External
The Interview
• Subjective & Objective Measurements are to be done. • The Job Description • The Resume • Profile of a Successful Performer
Job Description
• Basic Requirement of the Job • Tasks Required-Sales Call -Daily Reporting -Expense Responsibilities -Time Allocation -Management Expectations -Position Particulars like Territory, Customers and Quota & Revenue Expectations • Rookie Period Goals • First Year Objectives
The Resume & The Fitting Profile
• Hand Outs – Discussion
The Interview Process
• A-B-C Interview Process – • A & B process is for short listing the best candidates for Final Interview • C Interview Process Connect- Connect with the candidate, destress him/her & develop rapport. Draw – Before You give a lot of information to candidate, extract max information from him/her Give - Explain him about the position, company but keep draw & give situation in place so that you are in control of the interview. Close – Explain the whole process of interview in short to avoid the instant feedback asked by candidate.
INTERVIEW = SALES CALL
• Interview should not be a Grilling Session and trying to Win the Show. • Both parties are trying to sell something to each other. • Sales Manager selling the company philosophy & the position • Candidate selling himself, his experience and his qualifications.
Assessment of a Great Sales Person
Essentially 5 characteristics should be there • Natural Curiosity • Complex to Simple • Quiet Competence • Ability to Flip • All Three Perspectives – I, YOU & THEY
doc_341855830.pptx