College papers academic writing service


The importance of a good sales force selection

Hire Writer The hiring process should commence with a list of what the job entails.

How Is the Sales Force Recruited & Selected?

This analysis of job requirements accommodates the next step of finding applicants. If no one internal is appropriate for the opening, referrals by employees might be helpful. Referrals can save administrative costs, but failing this advertisements or recruiting agencies are generally used.

  • Costs of a bad hire are;
  • A sales job description also represents the challenges of the job;
  • Job Description A detailed job description is created that represents a top-notch sales person;
  • A sales job description also represents the challenges of the job.

Different types of testing can be useful in the final step; depending on what the job is. Job simulations for more labour oriented positions are often the most successful. Additionally, interviews by more than one person will provide diverse views on the applicant. However, we can further explore the common problems related with unsuccessful hirng.

Some of the problematic concerns related to hiring the wrong person may be: That is, as the title suggests, the the importance of a good sales force selection incurs the costs of three times the annual salary of the position in which the wrong person was hired.

One can also consider lost opportunity cost, lost business, customers, momentum and finding a replacement to fill the position. Costs include wasted salary, benefits, severance pay, recruiting and training costs and hiring time, according to the Corporate Leadership Council, a Washington-based consulting group.

Costs of a bad hire are: There are also, various other less tangible problems that are also by-products of poor employee selection, these include: Expenses are incurred in locating, in some cases relocating, and training each employees.

Additionally, a compensation package may have to paid out and revenue is lost during each individuals start up time. In a large company, for example, these costs can add up to hundreds of thousands of dollars if poor selection of new sales people is a recurrent practice.

Hiring the wrong person can be expensive if the employee quits after money has been invested in training and even more expensive if an incompetent worker remains.

  • What to look for in good performers;
  • In a large company, for example, these costs can add up to hundreds of thousands of dollars if poor selection of new sales people is a recurrent practice;
  • If no one internal is appropriate for the opening, referrals by employees might be helpful.

And an employee who leaves on bad terms is not a good advertisement for the firm. Cultivating Personnel Productivity, pp. Retrieved September 1, 2005, from http: Retrieved August 25, 2005, from Gecko database. Retrieved August 29, 2005, from http: