Amity Business School

Sales Management

MKTG603
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At the end of this session, you will be able to identify:

• Selection
• Selection Process
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Selection
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What is a Selection System?

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“A selection system is a set of successive

screens, at any of which an applicant may be
dropped from further consideration”

• Every company has its own selection system

• Based on budgetary allocation

 Selection Procedures Amity Business School

An objective selection process allows the sales managers to assess the qualification
levels of the applicant’s pool & gain essential information, needed to select the best
person for the job.
The general five stages of selection process includes :

1.Having the applicant complete the application form

2.Testing the candidate
3.Personally interviewing the candidate
4.Verifying the candidate’s background information
5.Conducting a physical exam if necessary
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The Process
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Employment offer
Physical
Selection System Examination

Testing

Reference &
credit checks

Formal Interview

Formal application

Preliminary interview &

pre interview screening

REJECT
 Application Forms Amity Business School

An application form is an electronic or paper form that asks the

job candidate to provide a standard list of information about
his/her background , education & work experiences.

Benefits of same :-

a) Provides consistent information

b) Once signed by the candidate themselves , they grant the
firm legal permission to verify details
c) Helps form an initial impression of the applicant
d) Helps to develop personal interview questions for the later
stage
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1) Preliminary interview & pre interview screening

• For the purpose of eliminating unqualified applicants

• Information about applicants basic qualifications, experience

etc.

• Lowest cost selection step

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2) Formal Application Form

• Serves as a central record for all pertinent information

collected during the selection process

• Certain information are relevant like present job, membership

etc

• Applicant is asked to fill an application form

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3) The Interview

• Before – GD’s, Assessments etc.

• Most widely used selection step

• An effective way to obtain information and judge an individual
in oral communication, personal appearance, manners,
attitude, various reactions and personal impact on others
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Interviewing Techniques

• Patterned/structured interview
• Semi-structured interviews
• Stress interview
• Group interview
• Panel interview
• Interaction interview
• Rating scales
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4) References

• These provide the information about the applicant which is

not available from other sources

• Personal contact is the best way to obtain information from

references

• Applicants tend to name as references those on whom they

can rely to speak in their favour
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5) Credit Checks/ Background Information

• Many companies run credit checks on applicants for sales

positions

• When a heavy burden of personal debt is found, it may

indicate financial worries interfering with productivity

• In analysing the credit reports, the executive may looks for

danger signals
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6) Psychological Tests

Type of tests

➢Tests of ability
➢Tests of habitual characteristics
➢Personality tests
➢Aptitude tests
➢Achievement tests
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BASIS FOR EVALUATION OF TESTS

➢ Validity
➢ Test reliability
➢ Test objectivity
➢ Cost
➢ Time
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7) Physical Examinations

• Involves relatively high cost

• In companies requiring entrance physical examinations, poor

health often accounts for some separations
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In this session, we have discussed:

• Selection
• Selection Process