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8 steps in recruitment and selection process of sales department in an IT organization

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Sharma ji meets Verma ji. They exchange pleasantries and begin some chit-chat:

Sharma ji: “My son has recently graduated with 68% marks, and now he is looking for a suitable job.”

Verma ji: “Well! We have an opening in our company in the sales department. Let me try and see if I can get him considered for that post.”

Sharma ji: “Oh that would be of great help!”

That’s how recruitment starts for many people. As simple as that – just a reference and voila you get it!

Recruitment for many companies can happen over a casual chat between two acquaintances, it can even start at an event where you just performed, or it can begin while chatting with your co-passenger while travelling i.e.it can start at a time and place when and where you least expect it.

However, it is not that simple for an IT company of high repute like ZNet Technologies. Our hiring process involves several steps and lots of things that are taken into consideration for hiring for a sales profile. Here goes the list:

  1. Assessment of the job requirement – It all starts with a thorough analysis of whether the present team is being utilized to their full potential and if the new additions are really required for the company. If we’re convinced that they are imperative for the team, then various strategies are devised for a gainful recruitment. A team can either have a newly created position or a replacement. Accordingly, proper planning and evaluation of the resource requirement leads to hiring of the right person for the role and the team.

  2. Development of the position description– A position or job description (JD) is the core of a successful recruitment process. It is used to develop interview questions, evaluations and reference check questions. A well-written JD outlines responsibilities and qualifications to attract the best suited candidate.

    A usual JD comprises requirements that should match up with the required sales candidate. An example:

    Sales Job Description:
    Energetic and aggressive sales executive with 1-3 years of sales experience with good work ethics and time management skills, ability to work independently as well as collaboratively, clear and effective written and verbal communication with strong interpersonal skills.
    Skills and Responsibilities:
    • Consistently implements market strategies devised/designed for every product.

    • Conducts market surveys to understand the demand, competitor market and scope for improvement, as and when required.

    • Sets priorities with an appropriate sense of what is most important.

    • Plans with an appropriate and realistic sense of the time demand involved.

    • Knows status of one’s own work at all times.

    • Understands strategy, objectives, scope, work plan and budget for assigned projects/tasks.

    • Meets targets. Should meet prospects to promote company products.

    • Knows competitors’ products with similar efficiency.

    • Submits daily activity reports, expense reports & other reports on a timely basis.

    • Properly coordinates with all the departments e.g. support, admin.

  3. Attracting the right talent to work with us – If we have done a good job of developing the sources and search methods, vacancy intimation soon results in a flood of applications and thereby the candidate pool is created. Media can also play an important role in attracting the right candidates where media refers to the source of any recruiting message example employment exchange, advertisements in business magazines, as well as the organization’s networks and contacts. Recruitment plan elements for sales include:

    1. Posting Jobs.

    2. Placement Goals.

    3. Advertising Resources.

    4. Diverse Agencies.

    5. Resume Banks.

  4. Screening from the candidate pool – As per the criteria that are set for selection, the best CVs are selected from the CV Bank, and we now remove those applicants who are visibly underqualified. Effective screening saves a great deal of time and money and we ensure that potential candidates are not lost. Screening is done on the basis of external and internal sources – first preference is given to those coming through referrals and second preference is given to the candidates applying via job portals.

  5. Choosing the right applicants – Selection is regarded as the most important function of the HR Department. It ensures the right number and right kind of people at the right place and at the right time. Out of the screened CVs, we now select the best ones that are the right fit for our sales profile – one who understands strategy, objectives, scope and work plan of sales department.

  6. Interview– Interviews are now arranged as per the convenience of the candidates and the interviewers. The chairperson of the interview panel endeavors to find the most convenient time and date for the interviewee. The interview step is divided into various subsections as below:

    1. Preliminary Interview.

    2. Selection Test (depending upon position).

    3. Employment Interview.

    4. Background check.

  7. Negotiation and selection commencement – Negotiating a new salary or a pay rise is always a delicate situation for HR professionals who are sitting at the other side of the fence in salary negotiations. The best time to open the door for negotiations is when a job offer is made verbally and before a formal written offer is sent to the future company employee. New salary negotiations can be a challenging experience for many new candidates, as they haven’t yet got an opportunity to prove themselves and their worth to the company. Following successful negotiations, we roll out the offer letter.

  8. Induction and onboarding –After an employee is selected and given an offer letter, induction, training and on-boarding steps are taken care of as soon as he/she joins, to familiarize the new joinee with the office environment, the team and the role he/she has to undertake.

This is the most necessary step in recruitment and selection as considerable costs are incurred in this entire process.

Maintaining and retaining the best resources is another important step as we can’t afford to lose our good assets!

Services ZNetLive offer:

Cheap Domain Name

Linux Shared Hosting India

Managed WordPress Hosting India

VPS Hosting India

Dedicated Server India

We follow well defined, sound, and effective recruitment and selection policies and procedures, Thus, if you are interested in working with us, you can check out our openings right here.

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About author
Kritika is a multi-faceted human resource management professional with an experience of almost 4 years in core HR realm. An MBA in HR, her hobbies include cooking, singing and designing her own clothes. She keeps herself updated on the latest trends in the HR industry and loves exploring latest gizmos.
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