Recruitment & Selection

FALSE

The recruitment process begins with making a job analysis and ends with the integration of the candidate

p 282

An aptitude test is an intelligence or logical test aimed to measure the candidate's capacity to carry out a specific exercise. Aptitude tests are mainly based on solving logic problems or testing verbal comprehension or reasoning.

p 296

Enthusiastic personality, open-mided intellect, reliable and ethical, good at listening and presenting arguments, methodically organized, dynamic, takes actions, physical and mentally stable

p 287

The recruitment process

1) Analysis of job

2) Define job profile

3) Identify candidates

4) Publicize job offer

5) Select candidate

6) Welcome and getting started

p 284

TRUE

The employment market for sales personnel in becoming increasingly tight, and therefore it is important to attract good sales people, to set up rapid selection procedures and to ensure your employees' loyalty to minimize dysfunctional turnover.

p 284

Strong demand of sales people due to:

1) Many organizations have older employees that soon will have to be replaced

2) Number of all centers have emerged, recruits sales personnel as they are good at relational marketing

3) Sales force become more important in intense markets (p 284)

BEFORE: Preparation in terms of analysis, write job description etc

DURING: recruitment in terms of communication, sorting out, interviews

AFTER: Integrating and training

p 284

The fixed costs of the recruitment process are costs that cannot be linked to number of applications generated, such as writing the recruitment ad and placing it in the press. These costs should be carefully considered.

p 285

TRUE

There is a strong link between staff turnover and recruitment, as a high turnover rate gives you high costs for recruitment. Also, recruitment mistakes (hiring wrong person) can lead to a rapid turnover of personnel OR a lack of "desirable" turnover.

p 285

Analysis the post to be filled is important as the selling profession is very heterogeneous, and thus it is crucial that the firm clearly communicates what it wants and expects. Indicate therefore clearly which type of activities that are included in the job, for example "promotional activities" or "relationship selling".

p 285

Defining a job profile means deciding on a framework that will be used to write the job offer.  Six pieces of info are crucial in the job profile: location, salary, closing date, experience, qualifications and job title.

Applications should also be given info on the company, customers, title, work conditions, developm. etc

p 285

It can be a long term benefit for the company, for example as the person is already familiar with the products and customer types. It will also speed up the recruitment process and especially its post recruitment stage.

p 288

Advantages: financial benefits, no cost for ads. Applications often come from motivated persons.

Drawbacks: The quality of these applications are not always up to the mark

p 289

• Use public/private organization specialized in recruitment to select for them
• Publish job offers in schools and universities
• present your firm and positions on web-based social networks

p 289

1) Sell the job: Sell yourself! An advertisement

2) Write a clear job ad: go straight on the key points, describe tasks and responsibilities, location, expected traveling etc

3) Be visible on the web: choose words that have an impact!

4) Take advantage of interactivity

p 291

1) Individual interview

2) Successive interview

3) Collective interview

4) Simulated situation

p 293

1) Stressful: aggressive interview approach to put candidate under stress. Goal: To see candidate's reaction in a stressful situation

2) Psychological: to win trust and encourage candidate to confide in them. Goal; to find out about candidate's personality and capacity to not loose sight of objective

p 295

1: make contact with candidate

2: Present the firm

3: Present the remuneration system

4: Present the job

5: Discussion with candidate about self, work, career, ambitions

6: Information on follow-up process

7: Evaluate candidate using grid

p 294

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