Sie sind auf Seite 1von 12

Salesforce Recruitment

and Selection

Management of the Modern


Sales Force
Marketing 6228
Sales Force Turnover
Rates*
Consumer Industrial Services

21% 18% 34%


17%
26%
21% 45%
53% 65%

0-5% More than


5-10%
10%
*Turnover rates per annum

Source: Dartnell’s 30th Sales Force Compensation Survey (1999), p.187.


Turnover Rates in
Selected Industries
Turnover Rates
Industry 1999

Construction 13.8%
Office Equipment 47.0
Insurance .8
Retail 51.2
Wholesale (Consumer Goods) 18.5
Electronics 14.1
Business Services 26.2
Pharmaceuticals 8.3
Banking 4.3
Real Estate 11.9
Source: Dartnell’s 30th Sales Force Compensation Survey (1999), p.187.
First Year Cost of a
Salesperson in the U.S.
Compensation
(trainee average) $35,500
Benefits (approx.21.5% of
compensation) 7,600
Field Expense 16,000

Direct Expense $59,100

Training Costs 7,100

Total Costs $66,200


Source: Dartnell’s 30th Sales Force Compensation Survey (1999), p.187.
The Recruiting Process

Mark W. Johnston and Gary W. Marshall, Sales Force Management,


McGraw Hill, 2006
JOB DESCRIPTION FACTORS
Selling Requirements: Degree of Responsibility
New account vs. established and Authority:
account Negotiations of pricing
Selling through distributors
Entertaining customers Career Paths:
Level of buying authority Compensation plan
Physical activity required Promotion timing
Weekends away from home
Relocation

Non-selling Tasks:
Reports to management
Customer service and training
Sales promotion
JOB DESCRIPTION FACTORS
Performance Expectations: Performance Expectations:
Activity level requirements Travel and entertainment
Written proposals Earnings potential
Individual vs. team selling Promotion leaders
One time vs. systems selling Minimum sales volume or
Type of prospects and customers profits
One-on-one selling vs. groups
Travel--how much and what kind
Program or concept selling
Technical knowledge
Educational seminars
Collecting receivables
Marketing plans
Characteristics of
Salespeople who Fail
 Instability of residence
 Failure in business within the past two years
 Unexplained gaps in the person’s employment
record
 Recent divorce or marital problems
 Excessive personal indebtedness; for example,
bills could not be paid within two years from
earnings on the job
Inside Recruiting
 Advantages:
– Company employees have established performance
records and present themselves as a known entity
– Recruits from inside require less orientation and
training due to familiarity with current products,
policies and operations
– Recruiting within bolsters company morale because
employees see opportunities for advancement

 Facilitating internal recruiting starts with fully


informing human resources of sales staff needs
Selection Tools and
Procedures
 Application blanks
 Personal interviews
 Reference checks
 Physical examinations
 Psychological tests
– intelligence
– personality
– aptitude/skills
Legislation Impacting
Recruitment

Mark W. Johnston and Gary W. Marshall, Sales Force Management,


McGraw Hill, 2006
Illegal/Sensitive Questions
 Nationality or race
 Religion
 Sex and marital status
 Age
 Physical characteristics
 Height and weight
 Financial situation
 Arrests and convictions

Das könnte Ihnen auch gefallen