The goal of any business organization is to make profit. This is achieved by means of producing certain good or service and exchanging it for monetary resources that make up the income and profit of the organization…
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This exchange process – sales transaction – makes organizations focused on their clients and making sure the end users are satisfied. However, the sales process itself is what establishes the connection between an organization and a customer. Salespeople, as those who run and manage and sales process, are, in some sense, a chain that connects the business with its external environment and, what is more important, generates sales and, therefore, profits for the company. For this reason recruitment and selection of salespeople is one of the very important aspects of organizational behaviour since effectiveness of recruitment and selection of sales representatives is a basis for future success and effectiveness of the overall sales process of the company. Furthermore, as Darmon outlines (1993, 17), selection of salespeople has a great influence on the performance and profits of the organization. Sales are a direct source of company’s profit. Therefore, since salespeople determine company’s sales, financial performance and profits, it can be said that salespeople are, actually, the tool that enables a commercial organization to fulfil its major goal of making profit. In addition, Slater and Olson (2000) point out that not only business performance, but the whole business strategy of an organization, is greatly impacted by sales force management (Slater and Olson 2000, 813). Therefore, effective recruitment and selection of salespeople has a direct influence on competitiveness of the business and, if implemented effectively, become a competitive advantage of an organization. Selecting Right People As it has been determined above, salespeople have a direct impact on financial performance, profits, and business strategy of an organization. So, if a salesperson fails in one’s efforts to sell the company’s product effectively, the company itself may fail as well. For that reason hiring right people for the sales positions is crucial and vital for business success and effectiveness. Correctly chosen employees add value to the employing organization and, according to some estimates, increase sales and productivity to between 6 to 20 percent (Cooper, Robertson, and Tinline 2003, 6). A correct match between the job and an employee benefits the company in terms of reduced absenteeism and employee turnover because of higher employee satisfaction rates, as well as employee’s commitment and loyalty towards the organization. Furthermore, a right choice of a salesperson has a great impact on the company’s overall sales performance. as Armstron et al. (2009, 444) outline, the best salespeople usually make up the top 30 percent of the company’s salesforce, and bring up to 60 percent of the overall sales Armstron et al (2009, 444). This idea is supported by Johnson, Hair and Boles (1989), who believe that “hiring the right individual for a sales position remains one of the most crucial aspects of a sales manager’s job” (Johnson, Hair, and Boles 1989, 53). The authors believe that a successful salesperson should have the following characteristics: enthusiasm, good organizational skills, persuasiveness, sales experience, ambition, ability to follow instructions, and sociability. However, while it is possible to identify these qualities when selecting and recruiting candidates, it might be more difficult to identify and recognize the qualities that might lead to a failure. Nevertheless, the very first task of a hiring manager is to identify the key characteristics of an ideal candidate for the position. Clear and precise specifications identified at the start of the selection and recruitment process will minimize the chance for a mistake at the stage of making a hiring decision (Roberts 1997, 4). The role a new employee is
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According to the research study, Recruitment and Selection Policy, nowadays human resource (HR) is an area of concern for all the organizations. Here the situation revolves around the HR recruitment and selection policy of a newly established monthly magazine which is to be launched in autumn of 2011.
To this end, some specific objectives have been set that the researcher is seeking to achieve. These specific objectives include the following: 1. This project shall seek to explain what recruitment and selection are. The explanation to be sought shall be limited to the labor market alone as the researcher is aware that there exist other forms of recruitment and selection in other academic disciplines.
Human resources practitioners thus gain great experiences in interviewing, administrative, and other selection activities related to the staffing function in organizations. Larger public sector organizations may incorporate specialist recruitment officers appointed by the human resource team (Collis and Hussey, 2009:97).
This is because from the employer`s point of understanding, has a perfect depiction of the particular sort of an individual he is pursuing for his organization. For instance, the manager is the position to know the skills required from the sales person, the targets they are seeking to accomplish, where they desire the organization to be in the future with the person to be recruited among other issues.
However, the strategies presented can still be improved by including some techniques which have been overlooked by the presenters.
In terms of recruitment, the techniques specified are commendable because these take advantage of the advancement of technology in terms of job seeking.
The selection and recruitment of the right candidate, who would eventually become a face of t he company in the external sphere of activities, is an uphill task. A number of parameters come into play due to the importance that each employee carries.
First impressions are always the most important, so in essence, the sales person presents the first impression of the Company itself to the customer. Bad first impressions created by a poor sales representative are difficult to correct later, no matter how much effort a business puts into reversing an initial bad impression the customer may have received about it.
For instance, the hiring of right and dedicated employees increases organizational productivity, internal efficiency, effectiveness and performance.
One of the most important jobs of HR managers, who also serve as employee advocates, is to hire right marketing and sales
The human resource management of any organisation plays a key role in shaping the future and success of the organisation. This important role cuts across all sectors including the food sector that McDonalds Restaurant operates under. The human resource department at
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