Case study-10

Title: RECRUITMENT AND SELECTION

Brief introduction of case:

Recruitment helps in creating a pool of suitable and interested job applicants,

out of which few are chosen for the further selection process. Hence, it forms a base for

selection process. If the recruitment process is carried out properly, it will help in employing

workforce that suits the organizational requirements.

Selection of candidates begins where their recruitment ends. In other words, it is only after an

adequate number of applications have been secured through different sources of recruitment –

internal or external that the process of selection begins.

Company profile:

 Info tech Ltd. is a Mangalore based company having a country wide network.

 It is considered a leading software company having a turnover of Rs 75000 crore

 The company is growing rapidly and during the past year the number of

employees has increased from 50 to 125.

 Most of the employees are graduate engineers having a B.E. degree in

computers or electronics and communications.

 The sales field are MBA degree holders having basic degree in science and

engineering.

 The sales force needs strong presentation and negotiation skills.

Major and Minor facts of case:

The work in the organisation is highly pressured and result focused.

The HR manager analysed the selection procedure to provide a successful model in selection.

The model allows:

 Identify differences between recruits that are important to the role.

 Carry out the identification of differences in a reliable and consistent manner.

 Make valid predictions about the future performance of recruits with confidence.

The findings include:

 The first of these factors was what is seen as “professionalism”.

 Style of behaviour which was non-threatening and non-arrogant but also challenging

when required.

 Skills like tolerance for ambiguity and a capacity to empathise with prospective

customers.

 Show ‘pride’ in working with Info Tech and their products.

SUGGESTIONS / RECOMMENDATIONS:

 Keeping your company attractive to employees will make the recruitment

process cheaper and faster.

 The stats show that building a good reputation is more important than

abandoning the company culture and just pay more.

 Review the sales rep resume, and define the most interesting or controversial

parts to prepare tailored questions.

 It’s one of the most common and painful hiring mistakes you can make and

certainly the one you’ll want to avoid by all means.

 the job posting will reflect your business peculiarities and will help you narrow

your choice, attracting qualified candidates who understand the role.

 Maintain a good conversation with a lot of questions to unveil the kind of sales

experience.

QUESTION & ANSWERS:

1.Which Selection techniques could measure the attributes identified?

 Selection techniques for recruiting salesperson into our company mostly,

 Before starting the selection process, the position to be filled should be

analysed on the basis of job description, the hiring process and company

trainings; the key tasks, knowledge, skills and abilities should be determined

to avoid dropouts.

 The basic abilities of successful salespeople and the techniques to identify

them should be determined.

  selection methods should be tested on the best and the worst performing

salespersons in order to detect the personality traits, skills and abilities that

can possibly lead to success or failure.

 companies should use more than one selection technique at the same time,

and define the qualities to be measured during the analysis of the given

position.

 The methods of selecting potential salespersons are industry, company and

job specific.

 Thus, the companies have to study their own situation first, and then define

the combination of methods that eventuates the best possible outcome.

2. How would the HR manager operate the selection of sales force? Justify your

answer?

The HR manager should operate the selection of sales force by following points

 The recruitment and selection of a sales force often is the key to success for

an organization. A successful sales team leads to profitability and future

growth. 

 A detailed job description is created that represents a top-notch sales person.

The job description includes the overall function of the job, detailed

responsibilities, sales expectations, as well as education and personal

attributes required to be successful. 

 A sales job description also represents the challenges of the job. When the job

description is posted to find candidates, the goal is to attract highly skilled

sales professionals willing to take on the challenge.

  Candidates' cover letters and resumes often are scrutinized, and recruiting

professionals look for enthusiastic candidates who exhibit potential to provide

successful accomplishments in sales.

CONCLUSION:

According to this case study, the collective use of several techniques

makes it possible map salespeople psychologically at the very first personal interview, where

we can come to know their habits, attitude, motivation, and competences. On the basis od

these methods, the HR and sales departments can decide whether it is worth employing a

candidate or not.

With regards
Bk mahalakshmi
(Lecturer in management)
ADCGPT VISAKHAPATNAM