1 / 29

Part IV SALES FORCE COMPETENCIES

Part IV SALES FORCE COMPETENCIES. Chapter 7: Recruiting and Selecting Sales Personnel. Recruitment And Selection Planning. Recruit Candidates. Select Prospects. Validating the Process. Chapter 7: Outline. Total Quality Management Comparisons.

taran
Download Presentation

Part IV SALES FORCE COMPETENCIES

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Part IVSALES FORCE COMPETENCIES Chapter 7: Recruiting and Selecting Sales Personnel

  2. Recruitment And Selection Planning Recruit Candidates Select Prospects Validating the Process Chapter 7: Outline

  3. Total Quality Management Comparisons Source: “Total Quality Sales Management, The HR Chally Group, 2008

  4. Turnover Rates in Selected Industries Turnover Industry Rates Construction 13.8% Office Equipment 47.0 Retail 51.2 Wholesale (Consumer Goods) 18.5 Electronics 14.1 Business Services 26.2 Pharmaceuticals 8.3 Banking 4.3 Real Estate 11.9 Source: Dartnell’s 30th Sales Force Compensation Survey (1999), p.187.

  5. Company Culture and the Hiring Process • Develop a hiring process related to core culture. • What are the core cultures of these companies?

  6. Aligning People to Core Job Responsibilities • The Chally Group, a sales consulting company, found that matching a person’s skills set with the skills required by the sales job led to higher performing salespeople and greater job satisfaction. • What skill sets are needed for the followingsales positions? • Missionary? • Sales Support? • New Business?

  7. Aligning People to Core Job Responsibilities • Missionary: • Technical skills, relationship building skills • Sales Support: • Empathy, relationship building skills • New Business: • Assertiveness, persuasiveness, time management, ability to close

  8. What Purchasing Agents Like About Salespeople PERCENT OF RESPONDENTS TRAITS WHO RATED MOST VALUED Willingness to fight for customer: Thoroughness/follow through: Market knowledge/ willingness to share: Knowledge of product line: Diplomacy in dealing with operating departments: Imagination: 0% 25% 50% 75% 100%

  9. Recruiting Sources • Classified Ads • Reaches wide audience (trade publications may narrow the reach) • Used if high turnover • Tend to over-produce under-qualified candidates • Present Employees • Familiar w/ company products & procedures • Established job histories • Sales as a promotion • Over-rely on previous experience

  10. Recruiting Sources • Referrals/Networking • Company executives understand needs, culture and potential fit for sales responsibilities • Employment Agencies • best if company pays • Schools & Colleges • Poised & easily trained • Lack experience & become bored • Customers, Suppliers & Competition • Good if need w/out much training • Legal & ethical issues • Common: insurance, stock broker, office equipment, clothing

  11. Figure 7-3: A Model for Selecting Salespeople Direct recruit to control location or phone number Hiring criteria for sales jobs used to guide selection process Complete application blanks Conduct screening interviews Check credit and background Complete psychological and achievement tests Secondary interviews Make offer for sales position Physical exam Modify hiring criteria, tests or Interview procedures Measure subsequent success on the job Reject

  12. RESUME ANALYSIS • Account for all dates. • Examine the number of jobs and length of time spent on each job. • Reasons for leaving job. • Is there a pattern of growth?

  13. “MGM Mirage Chairman and Chief Executive J. Terrence Lanni, one of the gambling industry's most powerful figures, announced late Thursday he would step down from his executive posts. • The resignation was announced publicly, however, on a day when Mr. Lanni found himself in a dispute with his alma mater over his academic credentials after questions were raised by The Wall Street Journal.” • WSJ 11/14/2008 • In a 2004 survey of human-resource professionals, 61% said they "often" or "sometimes" find résumé inaccuracies when vetting prospective hires, according to the Society for Human Resource Management.

  14. QUESTIONS ABOUT INTERVIEWERS What Research Shows • Does extensive interviewing experience help an interviewer to make better judgments? • Does pressure to recruit impair the judgment of experienced interviewers less than inexperienced interviewers? • When interviewing multiple recruits, do interviewers tend to use previous applicants as the standard of comparison for subsequent applicants? • Will the positive effects of good appearance offset an unfavorably rated personal history for a recruit?

  15. QUESTIONS ABOUT INTERVIEWERS What Research Shows • How much of the factual information presented in an interview will the interviewer remember immediately after a short interview if no notes are taken? • How will lack of notes and factual recall affect the interviewer’s rating of the recruits interviewed? • How reliably can a group of interviewers rate a recruit’s qualifications for a job? • How reliably can a group of interviewers rate future job performance by a recruit?

  16. COMMON INTERVIEWER MISTAKES • Failure to establish rapport • Lack of plan • Insufficient time • Not listening • Personal bias • Questions • First impressions

  17. TYPICAL INTERVIEW QUESTIONS What is the interviewer trying to determine in the following questions? • What was the most monotonous job you ever had to do? • What are your values and general orientation in life? • How creative were you in eliminating boredom?

  18. TYPICAL INTERVIEW QUESTIONS • In thinking about people you like, what is it you most like about them? • Reflects what person is and desires to become • Up to this point in your life, what do you consider to be your biggest disappointment? • Have you done anything? -- more active = more disappointments • How willing are you to relocate? To what extent are you willing to travel? • Motivation in wanting job -- involves travel

  19. TYPICAL INTERVIEW QUESTIONS 5. How do you feel about the way your previous employer treated you? • How you react to supervision & organizational cultures 6. What are your long-term financial objectives and how do you intend to achieve them? • Are you realistic & mature? • Will this company enable you to achieve these goals? 7. What was the most difficult decision you ever had to make as a leader? • Were the leadership positions in your resume demanding or ceremonial in nature? • What is your leadership style & philosophy?

  20. TYPICAL INTERVIEW QUESTIONS 8. Why should we hire you? • How badly do you want the job? • What do you think of yourself? • Do you believe in yourself? 9. Sell me this pen. • Do you really know how to make a sales presentation? • Did you mention the main product benefits? • Did you ask for the order?

  21. ASKING THE RIGHT QUESTIONS About two weeks after starting a new job, doubts creep into your mind. The gap between what you were told and what’s actually happening gets wider by the day. When you’re on the job for three weeks, you say to yourself, “I think I made a mistake.” One way to avoid making a costly mistake like this is to ask the right questions when interviewing. What questions would you ask when applying for a field sales position to avoid accepting the wrong job?

  22. ASKING THE RIGHT QUESTIONS 1. Where will I get my leads? 2. May I review your sales literature? 3. When are your slow times? 4. May I go with you on a sales call? 5. May I visit your marketing department? 6. May I look at your resume?

  23. PREVIOUS EMPLOYER REFERENCE CHECK QUESTIONS • Dates of Employment? • What was the job? • What type of selling was involved? • How did the applicant get along with his/her manager? Customers? Fellow salespeople? • How did his/her job performance compare others? • Applicants strongest points? Weaknesses we should help him/her overcome? • Why did s/he leave your company? • Would you rehire the applicant? Why?

  24. Validity of Predictors for Entry-Level Jobs Predictor Validity Ability composite (tests) .53 Job tryout .44 Biographical inventory .37 Reference check .26 Experience .18 Interview .14 Training and experience ratings .13 Academic achievement .11 Education .10 Interest .10 Age .01

  25. What’s in a Signature?

  26. WHAT MAKES A SUPER SALESPERSON? * These traits were found in salespeople at both companies.

  27. Typical Interview Questions Why should we hire you? • Regardless of the company and type of sales position for which you may interview, there are some interview questions that are typically asked. You may not be asked each of these questions in every interview, but you should be prepared to answer them all. After reading each question, think about what the interviewer’s purpose may be in asking the question. What is he or she trying to determine? What should your response be to each question?

  28. Typical Interview Questions • What do you regard as your major strengths and limitations? • What have you accomplished or achieved in life that you are most proud of? • Success means different things to people. What does it mean to you? • If there was a job that had everything you are looking for, what kind of a job would it be? • What goals have you established for yourself in the short and long term?

  29. JOB DESCRIPTION FACTORS

More Related