WO2012176210A2

WO2012176210A2 - A novel process for recruitment of sales representative

Info

Publication number: WO2012176210A2
Application number: PCT/IN2011/000421
Authority: WO
Inventors: Jagdeep KAPOOR
Original assignee: Samsika Marketing Consultants Pvt. Ltd.
Priority date: 2011-06-22
Filing date: 2011-06-22
Publication date: 2012-12-27
Also published as: WO2012176210A3

Abstract

A unique recruitment process for sales representative can be used for setting up sales force structure of a sales service industry. This recruitment process can be used for recruitment of "n" number of sales representative. Area sales manager selects the territory of the sales representative. Area sales manager has to visit retail outlets for meeting sales representative to give information about vacancies. Some of sales representative can ask information about vacancies. The timing of the interview as well as company information is provided to sales representative. Area sales manager completes the interview procedure keeping in mind certain criteria for shortlisting of candidates which is followed by final selection of some candidates.

Description

TITLE OF INVENTION - A novel process for recruitment of sales representative.

PREAMBLE OF INVENTION - This invention in particular describes the nature of the invention and the manner in which it is to be performed.

FIELD OF INVENTION - The disclosures made herein relate generally to the Recruitment methods and more specifically related to process for recruitment of sales representative.

PRIOR ART-

In Us patent no.20050055226, method and apparatus for recruitment process management is disclosed which can be used as a tool for performing a consistent process of developing a request for talent (RFT) as well as for generating future RFTs. A process for creating a dynamic job description is provided that allows a person as a requirements specialist to work with a client to create a job description in a interactive manner.

A system and method for interactive interview and recruitment is disclosed in US patent no.20100241581 which comprises of plurality of interactive application means for collecting recruiters of hiring needs of first type seeking video interview assistance and of second type seeking automatch assistance. Another one Employee recruiting systems and methods is disclosed in patent no. 20060100919 in which a remote call center is used to make initial contact with the candidates to obtain information regarding their placeability and urgency in changing jobs and to provide an initial screening and a local candidate specialist may then personally interview the candidate. In another aspect, compensation is set for recruiters by adjusting a base compensation based on individual and group performance and candidates are assigned to candidate specialists and client employers are assigned to client specialists.

BACKGROUND OF THE INVENTION

The process for recruitment of employees generally involves determining by the recruiter, what hiring needs are present, developing job descriptions and ads that can be placed in newspapers and on online and revising such descriptions or ads. The time to recruit and hire a candidate is a long process. Recruiters have to play different roles such as performing interviews, contacting candidates, preparing correspondence. To begin the recruiting process, recruiters often meet with clients to determine their hiring needs and to define job descriptions and ads for placement. These descriptions of hiring needs do not translate well into ads or description because of miscommunication between the recruiter and client, the unfamiliarity of the recruiter in the client's business and roles, inexperience of the recruiter in the hiring process. This miscommunication results in incorrect job definitions and leads to receiving candidates that are not matched well to the job to be performed and this delays the overall recruiting and hiring process. Most jobsites provide a way to search through a resume database using various options. When one is searching for a candidate with more commonly available skills, the search results may contain thousands of candidates. Short listing from such a large number becomes a tedious and mostly a random selection task. Usually the employer just picks the top 100 instead of painstakingly going through all of them. When an employer advertises for a job opening, a shockingly high number of applications are received for the advertised job opening and as high as 80% are found to be completely unsuitable. So more and more companies are shying away from posting job vacancies, both on jobsites as well as from traditional media like journals and newspapers because of the difficulties in managing respondents. Another issue of posting resumes on currently available online jobsites is the proliferation of falsified resumes in their database. Candidates falsify their resumes for various reasons, from wanting to hide their identity, to trying to deceive a potential employer into making them an offer or simply to come up higher in the search results in order to be short listed by a potential employer. These falsified resumes dilute the quality of the entire database, they also make it that much more difficult for genuine candidates to be found by the employers.

A thorough and precise job description is the key for delivering quality candidates in a timely manner. The time and cost factor that is incurred by the company for a customary recruitment process to employ a successful candidate is very high. This creates a backlog of tasks in projects driven by time and cost. So there is a need to cut down these factors to a great extent. The recruitment process is made faster with minimal cost. From the jobseeker's standpoint, the deciding factors to accept a job offer is made easier and simpler at no extra cost. Thus the current systems and methods do not efficiently provide a reliable match between the candidate and the job. There is a need for every company to grow a sales force properly. Salespeople are not just the people responsible for building the bottom line of the company but they are also front-line troops of the company. So there is a need for matching company's sales needs and selling style to new hires which is the first step in getting good salespeople. A sales person with a good personality, experience, energy level, reputation and abilities is the pillar for sales force of a company. The Sales person has to perform various types of functions including uphold the company's image, hold the customer's hands, interface with delivery and repair departments at headquarters and get the sale. Wrong Hiring of salespeople could also hurt sales, erode profits, damage valuable customer relationships and destroy your image in the marketplace. So there is a need for choosing the right sales person. The cost of recruiting, placing and training the average sales person including paying them in the learning period is very high. There is the additional cost of the diversion of the sales manager's time taken up in recruitment which is a time consuming process. The increasing trend of sales staff changing jobs causes a high turnover rate in the sales department of a company. If excellent sales people leave the business, there are fiscal losses as a consequence of breaks in revenue along with expenditure of training their replacement.

The drawbacks of the recruitment of a sales person in a traditional way are as follows.

1. Time consuming process and loss of sales and service.

2. High cost of recruitment and training sales person.

3. Speed of recruitment is slow.

4. No assurance of quality of candidate 5. Cost for giving an advertisement as well as fees of a placement consultant are very high.

6. No reserved candidates in case of non performance of sales person.

7. Falsified resumes of candidates.

8. Job descriptions are not properly explained.

Therefore there is a need for a more efficient and reliable system of recruitment so that the speed of recruitment can be maintained along with the quality.

The present invention is a recruitment process for placement of sales representative so that the loss of sales can be controlled and it is a cost free technique both for the jobseeker as well as for the company providing sales / manufacturing / services.

Advantages of the present embodiment

1. Speed of recruitment is maintained along with quality of candidates.

2. No need for advertisement and placement consultant.

3. Quick, effective and efficient method.

4. Reserve candidate strength for replacement.

5. Loss of sales and service is avoided.

6. Wastage of time and money is avoided.

7. Sales and marketing management can set up sales force structure in a quick and efficient manner.

8. It has no additional cost.

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OBJECT OF THE INVENTION

The main object of invention is to overcome all the associated drawbacks and provide a recruitment process for sales representative so that the companies, sales and marketing management, the top management can set up their sales force structure in a quick, effective and efficient manner.

Another object of the present embodiment is to provide strong bench strength for replacement to avoid loss of sales or service as well as loss of time and money.

Another object of the present invention is to lessen the suffering due to lengthy recruitment process as well as to give quality and appropriateness in the recruitment procedure.

Another object of the present invention is to provide a cost free procedure by providing benefit to both jobseeker as well as sales service industry.

STATEMENT OF INVENTION-

A unique and novel process for recruitment of sales representative is invented for the first time by "Mr. Jagdeep Yashpal Kapoor". This novel recruitment process is beneficial both for the jobseeker as well as the sales service industry. By using the process disclosed herein, sales and marketing management of the companies can set up their sales force structure quickly. The disclosed process for recruitment of sales representative can be used for recruiting one or 10 or 100 sales representatives. This process also provides quality and appropriateness in the recruitment procedure. SUMMARY OF INVENTION-

A unique recruitment process for sales representative can be used for setting up a sales force structure of a sales service industry. This recruitment process is either at retail outlets or at key accounts. Area sales manager selects the territory of the sales representative. The Area sales manager has to- visit retail outlets or key accounts for meeting sales representatives to give information about vacancies. Some of the sales representatives can ask information about vacancies. The timing of the interview as well as company information is provided to the sales representative. Area sales manager completes the interview procedure keeping in mind certain criteria for shortlisting of candidates which is followed by final selection of some candidates.

BRIEF DESCRIPTION OF THE DRAWINGS

The accompanying drawings, which are incorporated into and constitute a part of this specification, illustrate one or more embodiments of the present invention and, together with the detailed description, serve to explain the principles and implementations of the invention.

In the drawings:

FIG. 1 is a diagram schematically illustrating the recruitment form template, in accordance with one embodiment of the present invention.

FIG. 2 is a diagram schematically illustrating the flow chart of recruitment process, in accordance with one embodiment of the present invention. DETAILED DESCRIPTION OF INVENTION-

The foregoing objects of the invention are accomplished and the problems and shortcomings associated with prior art techniques and approaches are overcome by the present invention described in the present embodiment.

Detailed descriptions of the preferred embodiment are provided herein; however, it is to be understood that the present invention may be embodied in various forms. Therefore, specific details disclosed herein are not to be interpreted as limiting, but rather as a basis for the claims and as a representative basis for teaching one skilled in the art to employ the present invention in virtually any appropriately detailed system, structure or matter.

The present embodiment is a process for recruitment of sales representative to set up a sales force structure of the company. The present embodiment provides strong bench strength for replacement as well as for avoiding loss of sales and service. Salespeople are not just the people responsible for building the bottom line of the company but they are also frontline troops of the company. So there is a need for matching the company's sales needs and selling style to new hires which is the first step in getting good salespeople. A sales person with a good personality, experience, energy level, reputation and abilities is the pillar for sales force of a company. There are two types of sales representatives i.e. distributor sales representatives and company sales representatives who work on distributor's payroll and on full time company's payroll respectively. A quick, effective and efficient process for recruitment of sales representative is as follows.

Firstly, the area of the area sales manager is chosen and the territory of the sales representative is selected, by the area sales manager. The Area sales manager has to go 4 times (4 capsules of 2 hours each) to meet with sales representative in two consecutive days in between 10am to 12 noon & 1.30pm to 3.30pm outside four different shops on each day. Every sales person who is visiting retail shops is asked one question like "Are you a distributor's sales representative? If yes, would you like to become a company's sales representative?" The Area sales manager can give his visiting card to the sales representative and can ask about sales representative's interest in changing the job. If the sales representative is interested in changing the job, he is asked to come for the interview of sales representative for the company on Saturday between 6 pm to 9 pm. The total information regarding company is provided to him.

In the case of a company sales representative, the area sales manager can ask him during the capsule between 10 am to 12 noon or 1.30pm to 3.30pm "Would you like to change and grow?" The Area Sales Manager will give his visiting card to sales representative. Depending upon his interest in changing his job, he should contact them for an interview on Saturday from 6 pm to 9pm. Interviews are arranged and feedback of sales representatives about process of recruitment is taken. The area sales manager has to follow the process for recruitment depending upon whether it is at retail outlets or at key accounts. The recruitment form filled in during each capsule has to be faxed to Head office on the same day. If Interview is conducted between capsule 10am to 12 noon then the recruitment form has to be faxed to head office by 1 pm. If Interview is conducted between capsule 1.30 pm to 3.30 pm then the recruitment form has to be faxed to head office by 4.30 pm. This way Head office comes to know what candidates have been met in each capsule from any part of the world. The recruitment form is shown in figure Fig: 1. The Interview of sales force candidates is taken by area sales manager keeping mind certain strategy for shortlisting of candidates through 10 parameters which are as follows.

Selection criteria for shortlisting of candidates are as follows:

1. Candidate should have started his career in a FMCG company/relevant industry.

2. Candidate should be based in the Head quarter town with family.

3. Candidate should not be having his own business.

4. Candidate should be willing to work with systems.

5. Candidate should be growth-oriented.

6. Candidate should be aggressive and positive minded and should look up to the company.

7. Candidate should have no educational constraint.

8. Candidate should work in the market.

9. Candidate should follow the advance payment policy.

10. Candidate should not be from area sales manager's previous company or his relation.

The interview is carried out and shortlisting of candidates takes place followed by final selection of some candidates. For every vacancy of a sales representative, at least 20 candidates are met, at least 8 are short listed, 1 is selected & 3 are kept in reserve. In this way a reserve bank of candidates is created which is useful in case of resignation of sales representative or termination due to non-performance of sales representative. The entire process of recruitment can be completed in 20 days on an all India basis even if 10 Area Sales Managers have to recruit 10 sales representatives each. Thus the all India recruitment drive of 100 sales representatives can be completed in a quick, effective & efficient manner. Similarly all world recruitment can be completed in a quick, effective manner. One of the major advantages of the present embodiment is that this recruitment process can be used for recruiting one sales representative or 10 sales representatives or 100 sales representatives or more. By using the above mentioned process for recruitment of sales representative, the company, the top management, the sales and marketing management can not only set up their sales force structure quickly but also always have a strong bench strength for replacement, thereby ensuring no loss of sales or service and no loss of time and money.

This recruitment process can be well illustrated with the help of examples given below.

Example 1

The Area Sales Manager chooses the territory of Bandra to Andheri, in the western suburbs of Mumbai. He selects four shops, one in Bandra, one in Khar, one in Juhu, one in Andheri; He stands outside the first shop from 10 am to 12 noon and meets candidates who have come to that shop to sell. He similarly does that in the second shop from 1.30 pm to 3.30 pm. Next day he repeats this in the third and fourth shop. On each day he invites the candidates to come on Saturday between 6 pm to 9 pm at his office or hotel and interview them. After the interview, the selection is done.

Example 2

The area sales manager has to go to some key accounts like Big Bazaar, Sales representative gets a token number there and they have to wait outside. They are called in order. The area sales manager will give a note as following to all sales representatives who are waiting, 'if they are interested in a better job, they can contact on the given mobile no. of area sales manager.' Some of the sales representatives will get in contact with the area sales manager. Area sales manager will give information about timing of the interview and give the sales representative information about the company for which the interview program is scheduled. Interview procedure is completed along with shortlisting of candidates followed by final selection of some candidates. W

DETAILED DESCRIPTION OF THE DRAWINGS

FIG. 1 schematically illustrates the detailed design of the recruitment form in tabular form, containing date, territory, name of the shop, time and other information about the sales representative.

FIG. 2 schematically illustrates the flow chart of the recruitment process. It describes the step wise recruitment process.

Claims

CLAIMS - We claim,

1. A process for recruitment of sales representative comprising of:

selecting a particular area of area sales manager;

choosing territory of sales representative by area sales manager;

visiting some major places by area sales manager to meet sales representatives;

arranging interviews of sales representatives;

shortlisting of candidates on some criteria;

selecting sales representative finally for chosen territory.

2. A process for recruitment of sales representative as claimed in claim 1 where the said major places for visit of area sales manager to meet sales representative are either retail outlet or key accounts.

3. A process for recruitment of sales representative as claimed in claim 1 where the said; visit to retail outlet for meeting sales representative as claimed in claim 2 is carried ofut by area sales manager by visiting retail outlet four times in two consecutive days for two hours each.

4. A process for recruitment of sales representative as claimed in claim 1 where the said interviews are arranged on Saturday evening in between 6 pm to 9 pm for convenience of sales representative.

5. A process for recruitment of sales representative as claimed in claim 1 where the said shortlisting of candidates is carried out on the basis of 10 parameters:

• Candidate should have started career in a FMCG company/relevant industry.

Candidate should be based in Head quarter town with family. Candidate should not be having his own business.

Candidate should be willing to work with systems.

Candidate should be growth-oriented.

Candidate should be aggressive and positive minded and should look up to the company.

Candidate should have no educational constraint.

Candidate should work in the market.

Candidate should follow advance demand draft payment policy. Candidate should not be from area sales manager's previous company or his relation.

6. A process for recruitment of sales representative as claimed in claim 1 where the said recruitment takes place by filling up the feedback form about process implementation.

7. A process for recruitment of sales representative as claimed in claim 1 where the final selection of sales representative takes place after completion of shortlisting of candidates for interview.