Human rescource management
luke.ige1
part3.pptx
Recruitment & Selection Process Selection Process
Part three
1
Introduction
Personal Introduction
Name and Title
Report to
Vice President Sales and Marketing
Purpose
The purpose of the presentation is to ensure the recruitment and selection process.
The selection is an important duty and the presentation will narrate the components used for the process
The vacant position for which selection needs to be done Regional Sales Manager.
2
The rapidly expanding cosmetics company is looking for a self-driven and experienced regional sales manager responsible for ensuring the American region hits the sales targets.
There are 20 stores to be overseen now, with plans of expansion to 30 underway.
The duties will include planning, managing budgets, strategic development, and supporting the regional sales team.
Qualified candidates should have a bachelor's degree and three years of experience in sales in a managerial position.
Introduction
3
INTERVIEW
Purpose
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.
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 (Sleep).
4
Rationale to choose the candidates
The criteria will be merit-based and will depend on qualification, experience and confidence in the interview.
The rationale of criteria is to make sure the employees or selected candidates have the experience of related job and understand the duties and responsibilities.
The rationale is also to maintain the reputation of company and to choose the employees on the merit to fulfill the ethical standards of justice.
Number of interviews and Questions
Two interviews will be required and the rationale is to judge the individual and his potential in different circumstances
Interview Questions
How would you train the new sales managers?
How will you motivate the sales managers in all the 20 locations if they are underperforming?
How would you ensure the stores maintain the legal requirements to avoid conflicts?
Suppose the company is launching a new product. Please walk us through the sales development process you would design for the project.
This job requires a lot of travel, coordination, and bookkeeping. Are you ready to give up your free time for company operations (Plank)
Sample interview sheet
The rationale for choosing the interview sample sheet is to make sure that the individual has the confidence to communicate with the panel.
It is further chosen to ensure the merit based criteria and to make it sure that the candidates have proper understanding of duties and responsibilities (Rozario).
Selection Process
Selection process
Sorting
Short listed candidates
Merit based decisions
Interview
Final Interview
Preliminary interview
Psychological testing
Medical Testing
Communications
Rejection Email
Pros
The candidates will try to improve them.
They will not lose heart.
Cons
The candidates might lose confidence
The candidates may not consider it good decision (Abbasi)
Selection Email to candidate
The pros of this letter is to encourage the candidates for selection.
There are no cons of letter but the candidates may get over-confident by these letters.
Offer Letter
The pros of offer letter is to encourage the candidates for the job and coming success
The cons of the offer letter may lead the company to lose candidates if they do not like offer (Peesker)
Onboarding Process
The purpose of onboarding is to prepare the newly hired employees for the coming job responsibilities and to make sure that they will face the various challenges with courage
The onboarding process should include
CEO for meetings
HR manager for training
The senior staff for teamwork and collaboration
All the roles are important because of their responsibilities and distinct nature
SAMPLE OF ONBOARDING PLAN
other aspects of the onboarding process
The teamwork should be present
The reward strategy should be implemented
The feedback strategy for the employees should be integrated
Assigning Mentor
There are pros and cons of assigning mentor. The pros are to encourage the employees to become successful
The cons are to restrict the employees into creativity and follow the mentor (Paillé)
Conclusion
The HR processes mentioned above are sufficient in hiring because they are detailed enough to judge the candidate and to determine his abilities
The potential issues that may arise after the hiring are the lack of coordination, communication and cultural differences. The strategies should be made to avoid them.
work Cited
Sleep, S., Dixon, A. L., DeCarlo, T., & Lam, S. K. (2020). The business-to-business inside sales force: roles, configurations and research agenda. European Journal of Marketing. https://www.emerald.com/insight/content/doi/10.1108/EJM-06-2018-0416/full/html
Plank, R. E., Reid, D. A., Koppitsch, S. E., & Meyer, J. (2018). The sales manager as a unit of analysis: a review and directions for future research. Journal of Personal Selling & Sales Management, 38(1), 78-91. https://www.tandfonline.com/doi/abs/10.1080/08853134.2017.1423230
Peesker, K. M., Kerr, P. D., Bolander, W., Ryals, L. J., Lister, J. A., & Dover, H. F. (2022). Hiring for sales success: The emerging importance of salesperson analytical skills. Journal of Business Research, 144, 17-30. https://www.sciencedirect.com/science/article/abs/pii/S0148296322000820
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).
