Managing People And Performance

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Recommended: Nature of recruitment

a. Propose various recruitment sources and methods for developing a pool of sufficient number of candidates for hiring the most suitable salespersons. Justify your proposal.

Recruiting the right sales person to sell and represent the company in the market place can be a very challenging and demanding experience for any organization. It takes as much skill if not more; to pick a champion sales person as it does to pick a champion horse? There is a lot more at stake than a few dollars on the Melbourne Cup each November, business, clients and the reputation of company relies upon the ability to pick the right horse. The various sources and method of recruiting right candidates for sales persons can be from following:

Internal Sources: (Within the Organization)

Internal Method:

• Job posting: This can be one of the good methods for this job as within the organization there can be a suitable candidate who knows much about the product and is very good in dealing with the customer over the phone.

• Employee referrals: Sometimes employee referrals also work as they know exactly which type of candidate is needed and they can referred the person matching with our requirement.

External Sources: (Outside the Organization)

External Method:

• Advertisement: Advertisement in the newspaper, in television and radio can be the best option to get more than the sufficient number of applicants. As specification and requirement is written there for this job.

• Campus visits: This can be the other good method to get the fresh candidates for this kind of work. College students are full of zest and enthusiastic to work and know the different way to pursue the customers to buy the products. They are always willing to learn and work hard.

• Employment Agencies: These are other method to recruit candidates. These agencies know the criteria of the company and according to that only they choose the best candidates required for a particular job.

b. Now assume that your recruitment drive generates around 600 applicants who meet the basic eligibility requirements. Which selection predictors would you recommend for making selection decisions? Why? Propose an appropriate selection approach with justification.

Well I accept that there is no 100% cast iron guaranteed approach that will always produce the exact person/job role match every time. This is because at the end of the day we are dealing with the most intangible of all resources, and that is people. For this kind of job I would prefer psychometric test and interview with multiple predictor approach to select the candidates.

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