HIRING FOR SALES

Dr. Sanjeev Prashar

 Importance of Hiring Process
Sales force is the one group that directly generates the revenues for the
organization
How well the marketing plans are implemented depends to a great extent
on the choice of sales people
Selection process and the type of sales people hired should be consistent
with the companys strategic marketing planning

Importance of a good selection program:

Addresses the problem of getting good people
Improves the sales force performance
Promotes both direct cost(e.g. low turnover) and indirect cost(e.g. lost sales)
savings
Eases other managerial tasks as training is easier, less supervision is needed
and motivation is less difficult
Sales Personnel Hiring Process

Manpower Planning

Job Analysis, Job Description,

Job Specification

Recruitment

Selection

Job Offer
 Step 1: Manpower planning
Examine
Environment

Termination,
Hiring,
Sales Force Current Promotion, Manpower
Promotions,
objective sales force Transfers out or Forecasts
Transfers In
Retirement

Strategic
plans
MANPOWER PLANNING?
Right
Cost

Right Right
time People
Manpower
Planning

Right Right
Place Skills
FACTORS AFFECTING MANPOWER
PLANNING
Level of business

Attrition

Seasons planning

Growth in the processes

Market conditions

Expansion or contraction
 ADVANTAGES OF MANPOWER
PLANNING
to determine hiring pattern and specific action plans
to anticipate redundancies
to minimize downsizing, surpluses, early retirement
to plan for optimum training levels
to manage management development programs
new project forecasting and recruitment planning
to cost the manpower in new project
to assess future accommodation requirements.
 Step 2: Sales Job Analysis, Job
Description & Job Specification
Job analysis
Detailed study to identify the requirements of a job and the work
performed
Requires extensive observation and interviewing of salesperson,
manager, customer & other executives involved in sales activities of
the company

Job Description
Document that sets forth the findings of job analysis of the general
tasks, or functions, and responsibilities of a position.
Components: Title, reporting relationships, types of products &
services sold, type of customers, duties & responsibilities, mental &
physical demands

Job Specification
Specific personal qualifications and characteristics
OVERALL PROCESS
 JOB ANALYSIS

JOB

JOB
ANALYSIS
ANALYSIS
Job Analysis - Outcome
 WHAT IS JOB ANALYSIS?
WORK ANALYSIS
Prospecting
Monitoring and Analysis of competitors
Implementation of strategies
Objection handling
Negotiation
Plan, Schedule, Coordinate
Follow up
Supervise (Managers)
Communicate (Managers)
Plan Strategy (Managers)
COMPETENCIES
Prospecting skills
Analytical skills
Presentation skills
Demonstration skills
Integrate information
Objection handling skills
Scheduling and Organizing
Follow up
Merchandising
Sales support (technical competence)
Supervise (Managers)
Communicate (Managers)
Plan Strategy (Managers)
Adaptability to organizational
requirements (Managers)
RECRUITMENT & SELECTION

Recruitment

INDIVIDUAL ORGANIZATION
MATCHING REQUIREMENT
CAPABILITY

Selection
 Step 3: Recruitment
Includes all activities involved in securing in sufficient
numbers and quality, the individuals who will apply for
the job
Two steps
1. Sourcing
Advertising - Internet, general newspapers, job ad newspapers,
professional publications, window advertisements, job centers,
and campus graduate recruitment programs
Recruiting research - proactive identification of relevant talent
who may not respond to job postings and other recruitment
advertising
2. Screening
Skills, qualifications, experience, job titles, length of time at a
job, etc.
 Recruitment Sources
Advertisements

Present Employees Campus Recruitment

Internal Sources

External Sources
Recruitment
Walkins
Employees Referrals
Consultants

Former Employees Contractors

Previous Applicants Radio and Television

E-Recruiting
 Recruitment: Internal Sources

Sources of sales force hiring within the

company

HRIS Internal
Notice Transfers
boards Employee
Referrals

Internal Search
 Recruitment: External Sources

Sources of sales force hiring outside the

company
Advertise- Executive
ments Educational Direct Clubs
institutions Unsolicited
Employment
applications
agencies

External Search
 Methods of Recruitment

Personal Recruiting
Used to recruit graduates from educational
institutions
Used to recruit salespeople in Direct to
Consumer industries. As this type of selling might
be unattractive to many people so existing sales
force might be best source of new salespeople
Indirect Recruiting
Newspaper classifieds
Recruiting Brochures
 RECRUITMENT
Job Portals

Referral Networking

Internal job
Advertisements
posting

Consultants Walk ins

JOB DESCRIPTION & ADVERISMENTS
Job analysis and competencies
Advertisements always written in third person
Gives a brief description of what can be
expected in the job & what are the
expectations from the prospective candidate.
 Step 4: Selection
A selection system is a set of successive screens
at any of which an applicant may be dropped
from further consideration.
Objective
1. Select the best processing tools Application blank,
interview, tests
2. Use them effectively to match the applicant with the
hiring specifications
Sequence of use of selection tools varies
Least costly selection tools should be used first
 Selection Process
Resumes/CVs Review Initial Screening Interview

Analyze the Application Blank

Conducting Tests and

Evaluating performance

Core and Departmental

Preliminary Interview
Interviews

Reference checks

Offer to the REJECTION

next suitable Job Offer
candidate
 SELECTION CRITERIA
Tech Skills

Availability Awareness

Communication People Skills

Presentation
Selection Bg Verification
Criteria
 Selection Process
Preliminary Interview

Applicants Selection Tests

Employment Interview
Rejected

Reference and Background

Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation
 Outcomes

Selecting POSITIVE OUTCOME Rejecting

the right candidate the wrong candidate

Selecting NEGATIVE OUTCOME Rejecting

the wrong candidate the correct candidate

SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION

 Interviews
Interviews

Preliminary Selection Decision-making

Interview Interview Interview

Formal & Unstructured Stress Group Panel In-depth

Structured Interview Interview Interview Interview Interview
Interview Method

Interview is the best way to find out about recruits conversational ability, speaking
voice and social intelligence. May also be used to observe personality traits.
All questions aimed at learning is the person qualified for the job, how badly does
applicant want the job, will the job help person to realize their goal, will the applicant
work to fullest ability.
 Psychological Tests

1. Test of Ability:- It includes tests of mental ability

(intelligence tests) and tests of special abilities (aptitude
tests)

2. Test of Habitual Characteristics:- It includes attitude,

personality, and interest(measure or compare persons
interest with those of successful people) tests

3. Achievement Tests:- They are used to gauge how much

person knows about the subject
 Step 5: Job Offer
1. Rank the recruits
Firms preference for them
Their preference for the firm
2. What will be included in the offer
3. How will the offer be extended
4. Extend the offer
1. Review the job
2. Ask for questions
3. Determine interest
4. Yes close the deal; No probe for objections
Step 6: Evaluation & improvement
of hiring process

Use evaluation criteria such as

Attracting: No. of applicants, cost per applicant,
time required to locate applicants, Percentage
qualified applicants
Results: Performance rating, Turnover, Thoughts
about quitting, costs per level of performance,
absenteeism, satisfaction, commitment, attitude
Corporate Examples
 ITC
Front end Sales persons:
Area Executive
Job Description: Key Responsibilities
To formulate the Trade Marketing & Distribution plans for the
market
Ensure its effective implementation
Distributor & Channel management
Feasibility Analysis, design and launch of FMCG Categories in
specific regions
Planning & implementing trade marketing activities in their
region
Sources of applications:
Consultants, Employee Referrals and Campus hiring
 ITC
Rounds of Interviews:
Area Executive
Written Test + 2 Rounds
1st round-HR and Branch Manager
2nd round-HR and District Manager
Final decision maker- District Manager
Area Manager
3 Rounds of interviews
1st round-District manager and RSM
2nd Round- RSM
3rd Round- NSM and VP(Sales)

Skills and Traits required:

Area Executive
Knowledge of Distribution
Rapport building
 ITC
Area Manager
Leadership Skills
People Skills
Interpersonal Skills
Basic Computer Skills
Analytical Skills

Competitor Hiring:
Tougher selection process, Situational analysis and multiple
levels of interviews and GDs, Less focus on referrals, more on
distribution knowledge and experience
ITC

Ethical Considerations:
HR round only, Ethics/integrity in Interviews NOT
emphasized
Interesting Facts:
Financial Services, Manufacturing, IT people NOT recruited
Promotion from Area Manager Asst. Manager very
difficult in organization, however very easy through
campus hiring
 Future Money
Products:
Loans
Front End Sales Person:
Relationship Officer
Job Description: Key Responsibilities
Relationship building with prospective customers
Retaining existing customers
Handling Branch Sales Team
Deciding on Channels for Loan sales & Collection

Sources of Application:
Consultants, Employee Referrals, Campus Hiring
Manpower Planning:
Increase in business targets, product specific needs
 Future Money
Job Specifications:
MBA with preferably 1 year relevant work experience.
Candidate should not have bad market reputation. For this
they conduct reference checks.
Candidate should have basic product knowledge.
Market networking/contacts should be strong.
Candidates with 2-3 years of experience, speaking negative
about their previous company are not preferred.

Selection Rounds:
1st round: Interview by Deputy Manager
2nd round: Interview by Business Head and HR manager
 Future Money
Skills & Personality Traits:
Presentation skills
Communication skills
MS office skills
Channel management skills
People skills
Product knowledge
Patience
Confidence
Interesting Facts:
They give positive references to employees applying to
other companies even if their performance is bad.
 Tata Capital
Products
Loans
Front End Sales Person
Customer Relationship Executive
Job Description: Key Responsibilities
Building new customer relations
Strengthening Customer Relations
Co-ordinate, monitor and ensure required procedures are in
place for delivery of Cash Management services as per agreed
terms with the customer.
Maintain proactive relationship with product partners, credit
approvers, marketing units, service delivery units, cash
management team, India & channel management / solution
delivery team.

 Tata Capital
Sources of Applications
Employee referrals, Consultants, Campus Hiring,
Newspapers, Job sites
Manpower Planning
Business expansion
Job Specifications for CRE
Graduate
Job Specifications for Assistant Manager
MBA
1-2 years relevant experience
Past performance checks through references
Selection Rounds for CRE
1st round: Screening through aptitude tests
2nd round: Interview by HR & Assistant Manager
 Tata Capital
Selection Rounds for assistant manger
Interview by HR & regional business head.
Skills & Personality Traits:
Presentation skills
Computer skills
Relationship management skills
Product knowledge
Time pertinence
Ethical Considerations:
Very high focus on Ethics/integrity in Interviews
Interesting facts:
Own conveyance is the first pre requisite for the job.
Escorts
Products:
Shock Absorbers, Struts, e-parts
Front end Sales persons:
Sales Executive, Assistant Manager and Mechanic Mobilisers
Job Description: Key Responsibilities
Building strong network of distributors and wholesalers
Resolving warranty issues
Negotiating Discount options
Penetrating the sales territories before competitors
Sources of applications:
Newspaper, Consultants and Employee Referrals
Manpower Planning:
Market evolution, Need for Penetration
 Escorts
Job Specifications:
Sales Executive- Graduation/DAE
Rounds of Interviews:
1st Round- Chief Manager and HR
2ndRound- National Sales Manager
Skills and Traits Required
Presentation Skills
Interpersonal Skills
Technical Skills
Adaptability
Convincing Skills
Pleasant Personality
Ethical Considerations:
No focus on ethics/integrity in Interviews
Escorts
Competitor Hiring:
Existing Network and Market Contacts very important, Stress
on reference checks, manpower handling(no. of ppl reporting
to him) and daily calls(no. of retailers contacted daily)
Interesting Facts:
Missionary Sales Rep-----> Mechanic Mobilisers
Very strong emphasis on dressing
Hire only clean shaven people (no beard)
No long hair, No high power specs
Do not hire such people for front end sales, keep them in back
office jobs
 ACE Cranes
Products:
Hydraulic Mobile Pick-n-Move Cranes, supply of spare parts and services.
Front End Sales Person:
Sales Executive , Assistant Managers
Job Description: Key Responsibilities
Front End Sales Person
Sales Executive , Assistant Managers
Systematically track Competitors activity, develop strategy and achieve
internal buy-in to implement the same.
Maintain proactive relationship with product partners
Contribute to revenue growth by achieving allocated business targets while
ensuring high compliance standard as defined by Group & local policies
Exceeding customer expectation through delivery of superior service,
effectively and efficiently handling customer queries/issues
 ACE Cranes

Manpower Planning:
High Attrition rate
Sources of Application:
Consultants, Job portals and Referrals.
Job Specification
Campus recruitment of Graduate management Trainee and
Management Trainee and experience in similar Industry like
Capital Equipment.
Procedure:
Aptitude test, Interview by HR Manager and then by Head of the
Department.
ACE Cranes

Skills and Traits Required:

Collaborative Skills
Product Knowledge
Presentation Skills
Objection Handling Skills

Ethical Considerations:
Unethical practices are common

Interesting Facts:
Head Hunting from Competitors is a major source of hiring.
 KPMG
Services:
Providing Audit, Tax and Advisory services.
Job Description: Key Responsibilities
Consultative Sales person
Business Development Manager
Manpower Planning:
Company Expansion in Domestic and International Markets.
Sources of Applications:
Mainly Referrals and rest by Online Applications.
Job Specification:
Minimum 6-7 years of Experience in the respective field.
Procedure:
Interview by Top Management.
 KPMG
Skills and Traits Required:
Enterprising Skills
Relationship Management Skills
Decision Making Skills
Networking Skills
Ethical Considerations:
Very high focus on Ethics/Integrity in Interviews
 Aviva Life Insurance
Product:
Insurance products
Sales persons:
Sales Manager, Assistant Sales Manager and FPAs
Job Description: Key responsibilities
Direct Sales of Insurance products
Creating new customer base in public/private domain
Source of Applications:
Consultants, Ads, Job portals and Employee Referrals.
Manpower Planning:
Company expansion, Attrition
Aviva Life Insurance
Skills required:
Financial planning Advisor (FPA)
Communication Skills
Persuasion Skills
Presentation Skills
Product Knowledge
Objection Handling Skills
Closing Skills
Sales manager
Communication Skills
Persuasion Skills
Presentation Skills
Product Knowledge
Aviva Life Insurance
Selection Process: 3 Rounds of Interviews
Interview with HR manager
Interview with Branch Manager
Interview with Cluster Manager
Job Specifications:
Sales manager Graduate, 25+ age, Local Resident, 2 years
minimum sales experience
FPA 12th passed & 10th passed (experienced).
Ethical Considerations:
Though Ethics considered important in practice but no such
tests in the interview rounds.
Background check of employees is a must.
Future Generali Life Insurance

Product:
Insurance products
Sales persons:
Sales Manager and FPAs
Job Description: Key responsibilities
Client Acquisition
Direct Sales of Life Insurance products
Source of Applications:
Consultants, Ads, Job portals and Employee Referrals.
Manpower Planning
Company expansion, Attrition
Future Generali Life Insurance
Skills required:

Financial planning Advisor (FPA)

Communication Skills
Persuasion Skills
Presentation Skills
Product and Market Knowledge
Objection Handling Skills
Closing Skills

Sales manager
Communication Skills
Attitude
Presentation Skills
Product Knowledge
Will to succeed
Earning Urge
Future Generali Life Insurance
Selection Process: 4 Rounds of Interviews
Interview with Branch manager
Interview with Area Manager
Interview with Regional Manager- Final Decision maker
Interview with HR Manager

Job Specifications:
Sales manager Graduate, 25+ age, Local Resident, 2 years
minimum sales experience
FPA 12th passed
Ethical Considerations:
Though Ethics considered important in practice but no such
tests in the interview rounds.
HDFC Standard Life
Product:
Insurance products
Sales persons:
Sales Manager and FCs
Job Description: Key responsibilities
Creating Brand Awareness
Direct Sales of Insurance products
Source of Applications:
Consultants, Ads, Job portals, Campus hiring and
Employee Referrals.
Manpower Planning
Company expansion, Attrition, Cost cutting
 Skills required:
Financial Consultant(FC)
Communication Skills
Persuasion Skills
Presentation Skills
Product Knowledge
Objection Handling Skills
Collaborative Skills
Closing Skills
Sales manager
Communication Skills
Persuasion Skills
Presentation Skills
Product Knowledge
Role plays
HDFC Standard Life
Job Specifications:
Sales manager Graduate, 25+ age, Local Resident, 2 years minimum
sales experience
FPA 12th passed

Selection Process: 3 Rounds of Interviews

Interview with HR manager
Interview with Branch Manager
Interview with Territory Manager

Ethical Considerations:
Though Ethics considered important in practice but no such tests in the
interview rounds.

Competitor Hiring:
Do not hire competitors sales force.
 Idea Cellular
Area Sales Manager

Job Analysis Competency Mapping based Aptitude Test

on each job role (Optional)

Psychometric Tests Structured Group Discussion

Interview (Optional)

Value Assessment Background Check Final Job Offer

Test
 Job Description
ASM in Pre-Paid Sales is mainly responsible for following tasks:
Distributor management and relationship development
Aggressively driving sales in the market place
Ensure the desired product availability up to the last point
of the market
Expanding distributor and retail network
Coordinate with training content developers and service
providers to implement training
Implement and run all sales programs
Assess and analyze impact of trade promotions/ schemes/
promotions/ contest being run
Retailer relations
 Job Specification

Candidates should have 3-5 years of

experience from Telecom / FMCG/ Consumer
Durables.
Enthusiastic attitude and passion for target
achievement
Strong communication skills
Progressive and with vision for success
Able to build good rapport with the key
outlets.
Recruitment
Employee Referral:- If a requirement arises say in Mumbai
then HR at Mumbai sent mailers to all employees in
Mumbai. In any case all the job postings are posted on Idea
Intranet POORNATA. Employees are given flat 4k-10k for
successful referrals.
They apparently have 2-3 agencies which provide database
of industry guys available and based on the inputs from
Head of Departments and Job description they filter the
best candidates for the roles
In rare cases an advertisement is put in newspaper or
outside above two sources.

Personal Recruiting method is used for recruitment.

Selection

Important characteristics looked for in candidate.

3-5 years of experience in distribution and
retailer management
Idea has signed a NO POACH agreement with
Airtel and Vodafone and so no sales force could
be hired from these companies.
Good relationship skills is must
Good promotional scheme knowledge from
Telecom industry is an added advantage.
 Selection contd

Procedure for selection of Sales Personnel.

Interview: Interview with Direct Manager or
Interview with Head of Department. Usually they
talk about the prior experience with applicant.
HR does a normal background check on the
candidate and tries to adjudge the expectations
of applicant. They try to strike a balance between
the expectations of candidate and their
employment standards
 Selection contd

Psychological tests (if used)

No Information Received.

Interview
Once all interviews are over, interviewers sit
together to discuss the pros and cons of
candidates. There are as such no set guidelines
but it is highly subjective depending on situation,
candidate and urgency of requirement.
 Pantaloon Retail (India) Ltd.
Floor Salesman

Group Discussion
Job Analysis Competency Mapping based on (Optional)
each job role

Final Job Offer Background Check Interview

 Job Description
Sales force on shop floor is mainly responsible for following tasks:
Selling Merchandises
Attending customers and helping them with all the assistance and
close the sale
Making customers aware about various promotions and how they
can take advantage of those offers
Stacking merchandises and keep them in presentable form at right
places
Inventory control This includes to stock various merchandises in
various sizes, reporting sales manager about stock getting over or
even fast selling goods
Cleanliness of section they are designated to.
They are also responsible to check shoplifting of items which are
not tagged.
 Job Specification

Basic Requirement
Min 18 yrs of age
XII th pass
Competencies Requirement
Communication skills (English, Hindi and Regional language if
applicable)
Confidence
Interpersonal skills
Selling skills
Customer focus
Cultural fit
 Manpower Planning

Manpower forecasting is done on a monthly basis depending

on vacancies which arise.

Manpower is planned according to the square feet area of the

store and the potential sale that the area could provide.

1 staff for every 450 sq ft area of space (normally) and 1 staff

for every 350 sq ft in case its a fast moving category
 Recruitment
Large Requirement (more than 100 nos.)
a news paper ad would be put up along with a date and venue
for interviews.
Small Requirement
recruit through references.

A data base of CVs would also be maintained as and when

people would walk in for interviews. These people would be
called when requirement came up.

Methods of Recruitment used:

Personal Recruiting
 Selection
Procedure for selection of Sales Personnel.
Depends on
number of vacancies
number of people to be interviewed.

Large number
a group discussion followed by an interview would be
conducted by the HR and the Operations Head of the store.

Small number
only an interview would be conducted.
 Standard Chartered Bank India
Relationship Manager
Manpower Recruitment Interview 1
Planning (Technical
Knowledge)

Final Job Offer HR Interview Interview 2

(Organizational Fit)

Psychometric Tests
 Job Description
Building new customer relations
Retaining existing customer
Strengthening Customer Relations
Responsible for Selling Wealth management Products and Cross selling of Other
Bank Financial Products.
Co-ordinate, monitor and ensure required procedures are in place for delivery of
Cash Management services as per agreed terms with the customer.
Systematically track Competitors activity, develop strategy and achieve internal
buy-in to implement the same.
Maintain proactive relationship with product partners, credit approvers, marketing
units, service delivery units, cash management team, India & channel
management / solution delivery team.
Foster teamwork amongst team members and within CR in general.
Monitor customer profitability for Cash / Trade products
Contribute to revenue growth by achieving allocated business targets while
ensuring high compliance standard as defined by Group & local policies
Exceeding customer expectation through delivery of superior service, effectively
and efficiently handling customer queries/issues
 Job Specification
Not More than 30 years in age
Should be a MBA or CA
3 to 4 years of Analyst experience
Relationship Building skills
Should be through with Credit Assessment
Strong technical/system know how and project handling skills
Strong analytical, presentation and problem solving skills with ability to work
under multiple scenarios.
Good understanding of local business/competition and NRB Guidelines
Possesses sharp judgment and ability to make prompt and reliable
decision/recommendations even under immense pressure
Constantly striving for process improvements & in reducing bottlenecks without
compromising on controls
Self starter, quick learner with ability to work under minimum supervision & able
to take and provide constructive criticism
Good computer skills
 Manpower Planning

Man power planning starts with the financial year

Based on the current revenue of the department and
targets given by the Head of departments and company
standards Man power required is calculated and
communicated to HR department
Though the requirement for the whole year is estimated
at the start of financial year but this requirement is
reviewed after each quarter based on performance of
last quarter and estimated growth of market in coming
months
 Recruitment

Following are the sources that Bank uses for recruitment, in

order of priority:
Internal Transfer
Employee Referrals
External Agencies
Outsiders / Paper Advertisement etc.

Methods of Recruitment
Personal Recruiting
Selection
Policy
Analyst from HDFC or ICICI bank is preferred.
Analyst from other private banks mat be considered but PSU Banks is not
applicable.

Procedure for selection of Sales Personnel.

Interview is taken for a specific position at a specific place under a specific
Line Manager. Cluster Head (Immediate Reporting Manager) to test
technical knowledge and capability of applicant
A second interview is taken by West Business Head (Immediate Reporting
Manager of Cluster Head) to assess soft skills and organization fit
Once above two interviews are done an interaction with HR is done to
negotiate on salary and finalize the offer. Candidate is sparingly rejected at
this level of interview.
 HDFC Bank Ltd.
Relationship Manager

Recruitment Group
Discussion

Final Job Offer

Interview
Manpower Planning

Job Analysis almost same as that for StanChart

Manpower Planning
Each Relationship manager should be handling the clients
whose collective bank processing fees should be minimum Rs.
20,00,000/-.
 Recruitment

Sources of Recruitment
HDFC Bank usually prefers to hire fresh MBA graduates
directly from campus of renowned B-school near to their
premises.

Methods of Recruitment
Campus Recruitment
 Selection

Important characteristics looked for in candidate.

Good negotiations and persuasion skills
Candidate should be confident, aggressive
Ability to meet customer needs
Smart and good communications skills
Friendly and able to build rapport with customers

Selection Process
Group Discussion
Personal Interview
 Indian Explosives Ltd.
Sales Engineer
Job Analysis Job Description & Initial
Specification Screening

Interview by
Technical Services Recommended for Interview by Sales
Manager further process Manager

Interview by GM
Recommended to Commercial & Final Job Offer
GM Commercial Negotiation of offer
 Job Description
Liaison with the customer
Taking orders from customers
Collection of payments
Business Development in the territory
Providing Technical services to the customer
Competitor Intelligence
If Bulk products are sold in the region then day to day planning of
its delivery
Training of customers field staff and company field engineers
Introduction of new products and increase penetration of current
products
Able to convey customer requirements to Product Management
teams
Able to travel throughout the sales territory
 Job Specification

Should be a graduate or diploma holder in Mining

At least 3-4 years experience in the industry
Good Communication Skills
Good Technical skills
Strong sales and selling aptitude
Strong self motivation
Team leading and management skills
Able to meet deadlines, follow through on commitments
and take corrective action whenever required
Able to organize and prioritize work
 Manpower Planning

Basis of Manpower planning:

Size of customers
No of customers
Volume and type of the product sold
Spread of customers throughout the region
Whether only the product is sold or services are also provided
The type of contract with the customer
 Recruitment

Sources within the company:

Company Field Engineers
Internal Transfer (promotion)

Sources outside the company:

Direct unsolicited applications
Sales force of competing companies
 Selection

The applicant first goes through an interview

with Sales Manager. If deemed suitable the
applicant is referred to Technical Services
Manager.
The Sales engineer then undergoes a technical
interview round with Technical services
Manager who then recommends him to the
GM Commercial.
The final round is with GM Commercial.
Some more.Summaries
Idea Cellular Ltd.
Idea is under No Poach Agreement with Market leaders Airtel and
Vodafone. The Area Sales Manager has no direct contact with customer
but the person is more into Retail Management and Distribution
Management.

Pantaloon Retail Ltd.

Sales Man on shop floor is responsible for various activities which are
outside realm of sales. This includes cleanliness, security and inventory
check of the shop area they are designated to.

Standard Chartered Bank India

StanChart prefers to hire Analysts from HDFC and ICICI bank. They may
consider Analyst from other Indian private banks but Analyst from PSU
Banks is not applicable.
 Summary contd
HDFC Bank
HDFC hires for particular position at a particular location. They
prefer to hire fresh MBA graduates. During the process of Man
power planning they consider the revenue generated by Processing
Fees instead of total revenue generated by clients.

Indian Explosives Limited

Sales engineer is supposed to train customer field staff & company
field engineers. Hence there is strong emphasis on good technical
skills.

Agilent Technologies
Salesperson must have excellent technical skills & communication
skills.
 Summary contd
Tata Consultancy Services
Focus on communication skills and basic technical knowledge

EduMentor
Being into a seasonal business EduMentor hires its sales force for the particular
period of 4 months. This sales force largely consists MBA interns who can do multi
tasking. This has two advantages:
They get qualified professional
This type of hiring is cheaper and has proved to be more effective

HUL
Give emphasis on maintaining distributor/retailer relationship & on helping in
brand building efforts.

Samsung
Emphasize on relevant work experience.
 SUHAIL BAHWAN AUTOMOTIVE
GROUP
It is a leading Automobile group in Gulf and
Middle East.
Their portfolio includes luxury brands like
BMW, Rolls-Royce, Nissan, Renault etc
They are currently entering Saudi Arabia
Candidates with experience in Saudi Arabia
will be required and knowledge of Arabic is a
must
 National Sales Manager
Job would involve complete responsibility for achieving
sales volume and market share of Renault in KSA. There
will be high focus on building the brand and achieving
sales & customer satisfaction targets. The incumbent
must have the ability to strategize, understand how to
integrate sales and marketing effort and should be able
to execute the strategies with high degree of
independence. Graduates (preferably MBA) with overall
15 years experience out of which at least 5 years should
be in a Senior sales position in KSA in a reputed
automotive company required
Preferred Age: 38-40 years
 Sales Manager Fleet and Retail
Job will involve the complete responsibility of the assigned
tasks and achieving sales and customer satisfaction
targets. Must have the ability to lead a team and should
be capable of planning and executing sales and marketing
strategies with high degree of independence.
Graduates (MBA preferred) with 12-14 years of relevant
experience in a reputed automotive or commercial
vehicles required of which at least 5 years should have
been recently in KSA
Preferred Age: 34-38 years
ARICENT
 Aricent is a global innovation, technology and
services company focused exclusively on
communications

Clients include Vodafone, Eriksson and others

Job Analysis & Competencies Required:
Monitoring & Analysis
Presentation & Demonstration skills
Objection Handling
Follow Up

Sales Persons: Graduates;

Managerial: MBA
 Manpower Planning: The sales force is
maintained at a stable level always
Recruitment:
Internal Sources
Employee Referrals
Campus Recruitment
Consultants
Selection:
Group Discussion
General Technical Interview
HR Interview
FAB INDIA
 Fabindia offers clothing and furnishings from
India, Indian ethnic wear for women and men
etc.
Job Analysis & Competencies Required:
Communication skills
Pleasant demeanor
Knowledge of product and stock details
Prior experience in sales is desirable
 Manpower Planning: The sales force varies on the
basis of seasonal demand
Sales Forecasting: Forms an important part of the
company planning and sales force varies
accordingly
Recruitment:
Local newspaper advertisements
Referrals
Temporary employees employed during peak seasons
Selection:
Interview
HCL INFOSYSTEMS LTD
 HCL Infosystems a premium ICT Company in
India which offers desktops, servers,
notebooks, laptops, workstations, system
integration solutions etc.
Job Analysis & Competencies Required:
Communication skills
Sales support (technical competence)
Demonstration skills
Objection handling
Negotiation skills

Sales representatives: Graduates

 Manpower Planning: The sales force is usually stable and
might increase with new product launches
Sales Forecasting: Important part of company planning
and done before new launches and also periodically
Recruitment:
Internal Sources
Campus hiring
Employee referrals
Social networking sites
Online applications
Selection:
Interview
 Sales Executives
Persons with a passion for selling having 3-5
years of experience in retail and direct
selling are required. Job would involve
achieving sales targets of cars to corporate
and individual customers as a part of
showroom team. Candidates should
possess excellent communication and
interpersonal skills
Preferred Age:28 years
NEXT RETAIL INDIA LTD.
 NEXT Retail India Ltd. is Indias largest
electronic Retail Chain. Incorporated in 2003.
Next is one of the emerging giants in organized
retailing of consumer electronics, home
appliance, IT, imaging, accessories and small
home appliances.
Job Analysis & Competencies Required:
Communication skills
Pleasant
Customer handling
Product knowledge
Prior experience in sales is desirable
Store Manager: MBA
Sales person: 12th
 Manpower Planning: The sales force is
maintained depending on location of store
Sales Forecasting: Targets are set by the
company and sales personnel are accordingly
managed
Recruitment:
Local newspaper advertisements
Referrals
Selection:
Interview
WOODLAND
 Woodland was created in 1992 for outdoor
enthusiasts. Soon enough the Woodland
tree logo became synonymous with
adventure. Woodland kept expanding its
line of outdoor shoes, performance
apparels, and equipments
Job Analysis & Competencies Required:
Communication skills
Pleasant demeanor
Knowledge of product and stock details
Prior experience in sales is desirable
 Manpower Planning: The sales force varies on
the basis of seasonal demand
Sales Forecasting: Forms an important part of
the company planning and sales force varies
accordingly
Recruitment:
Local newspaper advertisements
Referrals
Temporary employees employed during peak seasons
Selection:
Interview
Scenario enacting
MAX NEW YORK LIFE INSURANCE
 Max New York life insurance provides life
insurance solutions, children's plan and
retirement solution
Job Analysis is done by the HR and Sales
Manager and frequently revised
Competencies:
Initiative and Enterprise
Hard work and Discipline
Persuasive powers
Perseverance
Relationship building
Communication skills
Drive to earn more money
Qualification: 12th pass or higher
Vodafone
 Job Description

ASM in Pre-Paid Sales is mainly responsible for following tasks:

Distributor management and relationship development
Aggressively driving sales in the market place

Candidates should have 3-5 years of experience from

Telecom / FMCG/ Consumer Durables.
Enthusiastic attitude and passion for target achievement
 Recruitment

Employee Referral
They have agencies which provide database

Good relationship skills is must

Good promotional scheme knowledge from
Telecom industry is an added advantage
Wills Lifestysle
 Job Description

Selling Merchandises
Attending customers and helping them with
all the assistance and close the sale

Min 18 yrs of age

XII th pass
 Manpower Planning
Manpower forecasting is done on a monthly basis depending
on vacancies which arise

Manpower is planned according to the square feet area of the

store and the potential sale that the area could provide
 Recruitment

Newspaper Ads
Referrals

GD/PI
NJ India Invest
 Job Description

Building new customer relations

Retaining existing customer

Not More than 30 years in age

Should be a MBA
 Manpower Planning

Man power planning starts with the financial year

Based on the current revenue of the department and
targets given by the Head of departments and company
standards Man power required is calculated and
communicated to HR department

Internal Transfer
Employee Referrals
External Agencies
Outsiders / Paper Advertisement etc.
 Selection
First Round of Interview. Technical in nature
Second Round of Interview. HR in nature is
asses soft skills
Negotiations for salary and job profile
Additional.
3M
LG
Tata Tele-services
Google
HP
Airtel
Naukri.com
 Nokia India Pvt Ltd
Planning based on Business Plan for the next 5-10 years, Attrition rates - 15%
Manpower
Planning

Bank Relationship Managers

Job Client Acquisition and Engagement, Client Prospecting & Relationship Building,
Description

MBA or Previous Employee of banks in sales

Job In depth Industry knowledge for the negotiations between the involved parties, People Skills, references & Contacts in the
Specificatio industry, should be comfortable with travelling
ns

IIM-A, IIM-C, IIM-L, XLRI and laterals from any premium b-school with relevant work experience
Recruitmen
t Sources

Campus: GD (Cases) + 2 Rounds of Interviews (HR and members of Indian Management Team )
Selection Lateral : Experience in Sales in Bank & 3 Interviews
Process

Marital Status , Family Background not considered

Selection Full time Employees, external employees (thorough agencies) and Interns
Process
Thank You