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Chapter
5 Profiling and
Recruiting
Salespeople
Eagles don’t flock. You
have to find them one at a
time.
Yogi Berra
Lack of resources
Lack of job specification and
qualifications
Qualifications not objectively established
Lack of managerial training
Personal prejudices
Search for managerial talent
Recruit Applicants
Select Applicants
Design a System Measure Applicants
Make Selection
For Measuring Against Hiring
Applicants Qualifications Decisions
5 x 5 x 50 = 1250
14,000
Number of reps needed = = 112 reps
1250
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.
Fig 5-3 Determining the Number of
Salespeople Needed
Strategic Plans
New -
Eliminated/ + Promo- + Retirements + Terminations/ = Total new
territories combined tions resignations reps needed
territories
4 - 1 + 2 + 2 + 1 = 8
Source: Erika Rasmusson, “The 10 Traits of Top Salespeople, “ Sales & Marketing Management, August
1999, pp. 34-37.
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.
Recruiting for the Team
• Willingness to share
• Cooperative
• Trusting
• Empathetic
• Accepting of others
• Receptive to others ideas
• Selflessness
• Leadership skills
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.
Recruiting Sources of Sales Reps
Source Comment
Referrals: Candidates and position are known to person making referral. Existing
sales force is an excellent source for referrals as they know their job
requirements and can identify good matches.
Current employees Company employees know the company and its products.
Other Companies:
Competitors Competitors know the customers and are familiar with your products.
Customers Customers know your products and your company.
Suppliers Suppliers know your company and your products.
The Internet Recruits may come through the company’s own website – or through
specialized Internet recruiting sites, such as Monster.com.
Educational institutions Primarily used when recruiting inexperienced people. Students are
usually actively involved in a job search, and this provides an efficient
place to screen large numbers of available candidates.
Advertisements Produces the greatest number of candidates, but the average
quality is sometimes lower.
Employment agencies The agency is often more costly than other methods, but it will
do a large part of the initial screening.
Part-time workers These workers are easy to contact, readily available, and can
work flexible hours. This is a good source for in-home selling.
Voluntary applicants These applicants are interested in your firm and probably possess
a high degree of self-confidence, self-reliance, and initiative.
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.
Fig. 5-8 Recruiting Evaluation Matrix
Evaluation Criteria
Consistent Percent
with retained Rep’s per-
Recruiting strategic Number Number after 3 Cost Frequency formance
sources planning? recruits hired years of use after 2 yrs.
Within company:
Sales force Other
departments
Other companies:
Competitors
Customers
Noncompetitors
Educational institutions
Advertisements
Employment agencies
Voluntary applicants
Computerized databases