Human rescource management

Luke Ige 2/13/2022

Recruitment and Selection

Introduction

The recruitment and selection process aims to identify the best candidate for the position. The recruitment can be made internally, or the position is advertised using the Newspaper. Selecting the final candidate will include steps such as preliminary interviews, medical checks, and the final interview. The candidate identified should be competent and meet the given criteria in the job posting.

Recruitment Sources

The regional sales manager will be recruited using two major sources. The first is internal recruitment using the available sales managers in the organization. There are 20 sales managers in the company who understands the working and the development of the sales. Thus, this is a cheaper alternative to recruitment because it uses little financial resources (Hamza et al. 10). Secondly, these are people who understand the company culture and can deliver exceptional results. The internal recruitment process is also better because initial training is unnecessary, and there is better control of the activities within the company. The second strategy is recruiting the regional sales manager through Newspaper advertisement. The vacancy in the position is notified through an advert (Abbasi et al. 2438). It indicates the qualifications expected, previous experience, and the salary offered. The interested individuals are then asked to apply. The method is effective because it ensures only qualified individual submit their applications. It also ensures proper management of the advertisement costs because this method is cheaper. The Newspaper advertisement also reaches the desired people, exposing the company to a great talent pool.

Selection Process

The selection process involves weeding out the misfits from the eligible group of candidates. It matches the job specifications with the candidates' qualifications. The first step will be to sort the applications to determine those that meet the minimum qualification. It includes rejecting all blank applications, lacking references, or do not have the said qualifications and experience. The second step is to carry out the preliminary interview. It is an important part of the selection procedure. The panel of experts will determine the number of the applicants to be called for the interview, and they are notified (Rozario, Sitalakshmi Venkatraman, and Adil 35). The preliminary interview aims to eliminate the applicants to a manageable number by understanding their understanding of the job role. The final interview requires seven competent and able to achieve the set objectives.

The third step in the selection process is psychological testing. It is an additional tool kit for the selection process. These tests use the theory that sampling can forecast human behavior (Eva 33). The tests are simulated to make the applicants react, and their reactions are considered part of their behavior. The selection process for a regional sales manager will use the personality and the aptitude tests (Paillé 17). The fourth step is the medical examination. It is the process of confirming the candidate's physical fitness and determining whether they have a condition that can hinder them from performing. The regional sales manager is demanding; hence, the individual should be fit.

The candidates who cross the above steps will proceed to the final interview. The selection committee selects the seven most qualified candidates for the position. The final interview will include the following questions.

1. How would you train the new sales managers?

2. How will you motivate the sales managers in all the 20 locations if they are underperforming?

3. How would you ensure the stores maintain the legal requirements to avoid conflicts?

4. Suppose the company is launching a new product. Please walk us through the sales development process you would design for the project.

5. This job requires a lot of travel, coordination, and bookkeeping. Are you ready to give up your free time for company operations/

6. What data do you need to prepare quarterly and annually to enhance the stores' performance?

7. What is your experience with sales forecasting tools, and how effective can you be in ensuring they remain as accurate as possible.

Job Posting

Job Title: Regional Sales Representative

Job Description: A successful organization looking for a competent individual who can manage the 20 stores in the region.

About the company: the company is involved in selling electronics across the United States. Founded in 1986, the company serves the customers' needs and ensures they receive the best electronics for their needs. More attention is paid to the changing needs of the consumers, and personalized services are meant to give the company a competitive advantage in the market.

Qualifications for Regional Sales Manager: the regional sales manager should have special skills in communication, experience in working in this field for three years, and a bachelor's degree in any field that relates to the position. S/he should also be detail-oriented, knowledgeable in computer programs, and a leader.

Ready to apply? If this job sounds like a fit for you, visit the company website at www. electronics company.com to apply. Good luck!

The posting meets legal compliance because it provides the necessary information to potential employees. It is also attractive because it provides the requirements and the expected performance of the candidates.

Conclusion

In conclusion, the selection process is sufficient because it provides all the information required for the employees to be recruited. The employees need to be selected from a pool that is competent to have the best. At the same time, the process should not be strict about locking out some potential candidates from fitting in. not following this selection process can inconvenience the organization by making a poor decision on the right candidate.

Works Cited

Abbasi, Saliha Gul, et al. "Examining the relationship between recruitment & selection practices and business growth: An exploratory study." Journal of Public Affairs (2020): e2438.

Rozario, Sophia Diana, Sitalakshmi Venkatraman, and Adil Abbas. "Challenges in recruitment and selection process: An empirical study." Challenges 10.2 (2019): 35.

Paillé, Pascal. "Green recruitment and selection: an insight into green patterns." International journal of manpower (2019).

Hamza, Pshdar Abdalla, et al. "Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance." International Journal of Engineering, Business and Management 5.3 (2021): 1-13.

Eva, Tamanna Parvin. "Recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh: Evidence from human resource practitioners." European Business & Management 4.1 (2018): 28-38.