Importance of Selection of Sales People Essay

Sales pile argon the front draw of many dividing linees in the gross revenue division. If a business has a haunt front where customers come and build to inquire about potential purchases, up-to-the-minute purchases or prior purchases then more often than not a gross revenue someone is their first port of call. While it may appear that engine room and self wait on atomic number 18 up and coming replacements for gross salespeople there is until now definitely ground to employ qualified staff. It is for this reason that the enlisting and survival of the fittest mathematical operation is an important part of any business when hiring sales people.Selecting the victimize people for the communication channel passel result in problems such as staff playing periodover issues, customer complaints, costs associated with rehiring and even longer border issues such as a fellowship suffering from disrepute. Recruitment tail end be defined as the sue of finding potential busi ness organization applicants, telling them about the company and getting them to apply (Hair et al. 2009). Essentially this run should not just narrow applicants atomic reactor to potential employees, but be narrowing the applicants down to potentially good employees. Hair et al. 2009) also notes that the spotless sales division ultimately depends on a successful recruiting approach. In essence there be five steps in the recruitment process1. Conduct a job analysis * A process identifying the duties, requirements, responsibilities, and conditions a job. 2. Prepare a job description * Explains to job applicants and electric current sales personnel what the duties and responsibilities of the sales position are. 3. Identify sales job qualifications * Characteristics recruits should have to perform a sales job satisfactorily. . Attract a pool of sales recruits 5. (Hair et al. 2009) (Hair et al. 2009) Select the surmount recruits A particular palm where recruitment and picking o f salespeople is of exacting importance is that of nonage consumers. The article advertisement and recruiting Marketing to minorities (Perkins, Thomas, and Taylor 2000) did research in America with specific reference to college males of mixed race and their perceptions of specific recruitment techniques when entering into a sales role.The article makes particular reference to the fact that as a response to increment diversity, increasing multiculturalism, and a need to understand minority consumers humbles that minority professionals in the recruitment sections of workplace is of exceeding importance (Perkins, Thomas, and Taylor 2000). By the presentment of minority professionals, it means that there can be a concentrate on particularly on directing sales at minority consumers as the professionals are specifically selected for their experience.As a result this mitigates further problems for a business as they have gone through particular cream criteria ensuring that they ar ent the wrong person for the job. In particular for securities industrying to minorities by making the mistake of picking the wrong sales person could mean that a business potentially loses a whole minority market segment. With the rise in companies turning to the internet to make sales and it means that the customers they do have in store they want to also have an easy and worthwhile experience.In this regard it makes sense that recruiting more experienced or the right people for the job is of great concern to a business. Burke (2002) dialogue about how there has come to be legitimate expectations from consumers as to what they want to experience in store as well(p) as online when shopping. The article goes on to say while consumers have give out quite content to use online services, it is quite often the quality of service in store and lack of information that drives them towards other technology establish alternatives, most often the internet (Burke 2002).Therefore it makes sense that during the recruitment process that employers seek to employ the best sales people they can. If a business wishes to retain in-store customers they would want to have employees that they are confident that customers can turn to and seek advice without having the employee themselves having to go and ask someone else. Another major reason for having recruitment processes based on employing the best sales people is in regard to the older generations.As much as companies are glaring on ensuring consumers that their technological advancements are making it easier, it is often the older generations which are less willing to adapt these innovations (Berry 2011). This means that these generations are more reliant on in store sales methods and dealing with sales people face to face. In an article by Peter Schulman also talks about how employing the best people is not always the result of how happy an individual may be, but often a result of how plausive an employee chooses to b e (Schulman 1999).The article goes on to specify how when recruiters go through the selection process the applicants macrocosm chosen for a sales position are applicants that have the desire to succeed. The reason being that while 20 percentage of the sales force were garnering 80 percent of sales in 1999 (Schulman 1999) is because a sales persons belief that being persistent is the best way to overmaster obstacles and setbacks. The side of this that can be more detrimental to a company is by selecting the wrong person in regard to their own own(prenominal) morale and self motivation.A sales person who, for example, is unsuccessful in making a sale and instead of taking it in their footprint and moving forward can more or less result in a snowball type effect. Schulmans (1999) explanation of this is that as a sales person becomes ever so slightly self-depreciating it can adversely call for their subsequent sales as they start to lose motivation almost in an exponential fashio n. In the recruitment process then it is urgent that recruiters are able to distinguish between optimistic and pessimistic applicants.It is bouncy that a company has solid selection criteria. While it has been established that the best employees can often be selected based on how talented they are, the recruitment process is ultimately designed to establish what constitutes an employee as being a desirable candidate. By managing to select the sales people that recruiters feel are most suited for a job can result in a more productive sales division.As mentioned minority groups being marketed to require very specific selection to be successful as this is a field where incorrect recruitment can mean the qualifying of an entire segment. The elderly generation again is a segment that can require a specific skill set of the sales person. By making sure employees are actively engaging with customers and willing to help it can be a much more effective sales technique which can result in increased sales and recur customers.Finally these two factors held in conjunction with selecting applicants that can be regarded to be optimistic rather than pessimistic can effectively result in a powerful work force in the regard to sales people. Going against such factors and resultantly hiring an applicant that can be considered the wrong person for the job would undoubtedly result in not only mulct term effects for the sales of a business but also has the potential to have long term effects further down the line which may be harder to resolve.