Gp 2 External Sales Recruitment Strategies
Content
External Sales Recruitment Strategies
1
Salesperson
An individual who represents and sells products and/or services for a manufacturer, wholesaler, or retailer.
Characteristics for a successful salesperson 1. 2. 3. 4. 5. 6. A successful salesperson consistently brings value to the customer. That value is provided if the salesperson: Understands the dynamics of the customer's marketplace, Knows the specific needs of his or her customers and how to meet them, Consistently brings new ideas and suggestions to the customer, Follows up consistently, and Maintains ethical business practices.
2
Recruitment
The purpose of recruitment is to provide a pool of job candidates from where a company selects the right persons. Recruitment is the process of searching prospective employees and stimulating and encouraging them to apply for jobs in an organisation (E B Flippo)
3
Sources outside the company
Walk in Interviews Employment agencies Consultants Educational institutions Sales executive·s club Job Fairs E- Recruitment
4
Walk-in Interviews
The applicant just walk in with their resumes for interviews. The number of candidates vary with situations
5
HCL Technologies Walk in : Recruitment of Graduates as Manual testing Professionals | 05²Dec-09 | Chennai Dec 2, 2009 Computer Science, IT, Job After B tech, Job Buzz, MCA, Software Development, With experience HCL Technologies is looking for graduates and post graduates in Computer Science or related fields to work as Manual testing Professionals. The Company is organizing a Walk-in at Chennai to fill the Vacancies for the post of Manual testing Professionals. Date of Walk-in : 05 December 2009 Location : Chennai Eligibility Criteria : Qualification : Candidate should be holding a BE/ B tech / M Sc/ MCA degree from any recognized university of India. Experience : 1 to 4 years
6
Employment agencies
A commonly used source is the private employment agencies. Sometimes they conduct an initial screening based on specific job qualifications. Agencies charge for their service usually ranging from 10 ² 20% of the first year earnings of the hired person.
7
Employment agencies
Bharath Careers www.bharatcareers.com CoolAvenues www.coolavenues.com Click Jobs www.clickjobs.com Career Khazana www.careerkhazana.com Career India www.careerindia.com Career Builder India www.careerbuilder.co.in Career Age www.careerage.com Dev Seeker www.devseeker.in Dev Bistro www.devbistro.com eFinancialCareers www.efinancialcareers.co.uk Educational Jobs in India www.educationaljobsinindia.com FundoodatajobsJobs.com www.fundoodatajobs.com Freshers Home www.freshershome.com First Salary www.firstsalary.com Gotachance.com www.gotachance.com Golden Jobs www.goldenjobs.com Hosur Online jobs.hosuronline.com IT Placements India www.itplacementsindia.com IndiasJobs.com www.indiasjobs.com Indian Jobs Online www.indianjobsonline.com
8
Consultants
Consultants are people/ organisations having nation wide-contacts and lend professionalism to the hiring process. These consultants charge for their service normally ranging from 20-50% of the first year salaries of the individuals placed.
9
List Of Top Consultants Of India
ABC Consultants Pvt Ltd: This Consultant company of India is a pioneer in the field of recruitment services. It is a premier executive selection and search group and a preferred recruitment organization by the clients in India and abroad. The company offers services in the sectors like Pharmaceutical , Media , Retailing , IT , Telecommunications etc. Dev Solutions : The company is major provider of solutions related to recruitment in the domain of Information Technology. The company has assisted the recruitment process in organisations like IBM , Intel , Adobe Systems , Duet Technologies, Ind Telecsoft and many others. Master Mind Network: One of the major Recruitment Consultants in India is this company. The company offers all solutions regarding competent manpower recruitment to its clients. The functional areas of the company are Finance, Administration, Marketing , IT , Telecom , BPO and many others. The esteemed clients of the company are Amway, Bharti , ICICI , Reliance , Titan etc.
0
List Of Top Consultants Of India««««««« Global Hunt : It is a leading consultant in India and provides complete Recruitment solution. The network of the company spans across Africa , Asia , Europe etc. The company's range of services for the client are executive search and selection , advertised selection and vendor management services. This consultant is a leading expertise in IT , BPO , KPO , Automobile and many others. New Star Consulting: One of the major consultants in India is New Star Consulting. This is a global manpower consultancy firm which specializes in human resource matters for 10 years. This company is awarded the best Consultant for consecutive 3 years. The company provides recruitment in Telecom, IT, BFSI, Engineering and other industries.
11
Educational institutions
This source includes colleges and universities, community colleges, vocationaltechnical institutes, business colleges. They are a fruitful source of new sales personnel.
12
IIM Calcutta Placement procedure Various companies pay a visit to the campus to conduct 'pre-placement' talks with the candidates. Students are briefed about the recruiting organizations and the list of opportunities that lay ahead of them. Students are given the choice of applying to these companies. There are usually 2 companies per day, who take the interviews in 2 slots. This goes on for 3-4 days. The ranking of each student is decided after a period of time. Finally the companies come down to the campus again and make their offers to the selected candidates.
13
IIM Calcutta Placement Record
IIM Calcutta placement has a very bright track record. Various companies in sectors like IT, Finance and consulting have placed a lot of fresh students into the company's folds. Apart from that, numerous companies in BPO, insurance and and shipping too visited the campus and recruited students. The system of lateral placement was introduced in the year 2000 to allow students and their recruiting organizations to a greater choice. In the year 2004, about 332 candidates were offered jobs. There were 58 lateral offers and 22 pre-placement offers. Around 83 companies conducted the campus interviews.
14
Recruiting Companies at IIM Calcutta The Boston Consulting Group, American Express, Cadbury, Asian Paints, Capital One, Bharti, American International Group, ABN Amro, LNM Group, HSBC, ICICI Bank, Madura Coats, Satyam, Microsoft, JP Morgan Chase, Kanbay, Kotak, Procter and Gamble, Ranbaxy, Wipro, UTI Bank, Times Intelligence Group, IBM, Dabur, HCL Technologies, Cap Gemini, Citi Financial, Gillette, CRISIL, Daeyang Shipping, Tata Administrative Services, National Kidney Foundation of Singapore, Nicholas Piramal, Hewitt Associates, Lehman Brothers, Smithkline, Unilever, SBI Caps and EXL Services.
15
Sales executive·s club
Many sales executive·s clubs operate placement services. Sales persons seeking new positions submit personal data that are duplicated and forwarded to members. At club meetings, they have opportunities for discussion and exchange of placement information.
16
17
Examples of professional associations
National Association of Colleges and Employers(NACE) in the United States Canadian Association of Careers Educators and Employers(CACEE) in Canada Association of Graduate Recruiters(AGR) Association of Graduate Careers Advisory Services (AGCAS) in the United Kingdom Australian Association of Graduate Employers (AAGE) in Australia, Graduate Daily (GDAILY) in the Russia.
18
Job Fairs
Many employers are brought at one location for recruiting with the arrangements of job fairs. The employer ask a particular candidate for a meeting based on the candidate·s resume received earlier.
19
20
More Upcoming Events in 2010
Locations Delhi Hyderabad Hyderabad Pune Kolkata Bangalore Pune Event Title / Description Multi Industry Job Fair Uppercrest Job Fair Multi Industry Job Fair ADP Exclusive Job Fair Multi Industry Job Fair Uppercrest Job Fair Multi Industry Job Fair Event Dates 20th & 21st November 2010 20th & 21st November 2010 20th & 21st November 2010 20th & 21st November 2010 27th & 28th November 2010 27th & 28th November 2010 11th & 12th December 2010
21
E- Recruitment
There are company websites devoted in some manner to job posting. The employer screen candidate·s skills , interview candidates through videoconferencing and manage the entire process with web based software.
22
Be a part of TimesJobs.com. Get a better-paying job. Register now!
Registration Details
23
24
25
Advantages
It will help in bringing new persons , new ideas and better techniques. The entry of a new person with new talents help in human resource mix Existing employees will also broaden their personality. Cost of new employees will be minimized.
26
Disadvantages
It is more expensive and time consuming. Orientation and training are necessary. If higher levels are filled from external sources, motivation and loyalty of existing staff are affected.
27
Recruitment Strategies for a Competitive Marketplace
As unemployment rates dropped in the late 1990s and the demand for top talent increased, corporate recruiters were forced to learn marketing strategies from their colleagues in product marketing. Johnson & Johnson developed a new recruiting campaign in 1999 that changed the way prospective candidates viewed opportunities at the company. The company's long history in consumer healthcare led many prospective candidates to believe that Johnson & Johnson focused primarily on consumer products. As a result, many scientists did not identify the company with careers in cutting-edge technologies. Technology trends clearly pointed to the internet as an unrivaled resource for job searches as well as scientific and business information. So the company established its corporate website as the central source for information about working at Johnson & Johnson By the time the expanded careers website was ready to launch, the company had a well tested campaign of journal and classified ads and a collection of targeted brochures, all of which carried expanded forms of the core message. Each of those vehicles compelled qualified candidates to "find more" at www.jnj.com/careers.
28
Internet Support Simultaneously, the company launched an expanded and refreshed internal employee referral program. By helping employees recognize-and articulate to others-the factors that make Johnson & Johnson a desirable place at which to establish and advance a career, the employee referral program added valuable credibility and support to the external recruitment campaign. The new employee referral program was named eferral to highlight its easy access and electronic format. To ensure that it remained top-of-mind among employees, the Johnson & Johnson team created a range of internal promotions, including e-mails, intranet banners, presentations, posters, and a centralized corporate intranet site. In its first year, the recruitment campaign garnered outstanding results doubled the volume of traffic at the careers website. More important, that traffic translated into nearly three times as many electronic resume submissions and, within nine months, an increase of more than 50 percent in the volume of internet hires. Through August 2002, Johnson & Johnson has seen monthly resume submissions grow to more than 2.3 times the average from the year 2000. Simultaneously, the company has seen a similar decrease in its volume of agency hires.
29
Arun Kumar K Arun Kumar R Liju Thankachan Manu G Tijo P Chacko
30
1
Salesperson
An individual who represents and sells products and/or services for a manufacturer, wholesaler, or retailer.
Characteristics for a successful salesperson 1. 2. 3. 4. 5. 6. A successful salesperson consistently brings value to the customer. That value is provided if the salesperson: Understands the dynamics of the customer's marketplace, Knows the specific needs of his or her customers and how to meet them, Consistently brings new ideas and suggestions to the customer, Follows up consistently, and Maintains ethical business practices.
2
Recruitment
The purpose of recruitment is to provide a pool of job candidates from where a company selects the right persons. Recruitment is the process of searching prospective employees and stimulating and encouraging them to apply for jobs in an organisation (E B Flippo)
3
Sources outside the company
Walk in Interviews Employment agencies Consultants Educational institutions Sales executive·s club Job Fairs E- Recruitment
4
Walk-in Interviews
The applicant just walk in with their resumes for interviews. The number of candidates vary with situations
5
HCL Technologies Walk in : Recruitment of Graduates as Manual testing Professionals | 05²Dec-09 | Chennai Dec 2, 2009 Computer Science, IT, Job After B tech, Job Buzz, MCA, Software Development, With experience HCL Technologies is looking for graduates and post graduates in Computer Science or related fields to work as Manual testing Professionals. The Company is organizing a Walk-in at Chennai to fill the Vacancies for the post of Manual testing Professionals. Date of Walk-in : 05 December 2009 Location : Chennai Eligibility Criteria : Qualification : Candidate should be holding a BE/ B tech / M Sc/ MCA degree from any recognized university of India. Experience : 1 to 4 years
6
Employment agencies
A commonly used source is the private employment agencies. Sometimes they conduct an initial screening based on specific job qualifications. Agencies charge for their service usually ranging from 10 ² 20% of the first year earnings of the hired person.
7
Employment agencies
Bharath Careers www.bharatcareers.com CoolAvenues www.coolavenues.com Click Jobs www.clickjobs.com Career Khazana www.careerkhazana.com Career India www.careerindia.com Career Builder India www.careerbuilder.co.in Career Age www.careerage.com Dev Seeker www.devseeker.in Dev Bistro www.devbistro.com eFinancialCareers www.efinancialcareers.co.uk Educational Jobs in India www.educationaljobsinindia.com FundoodatajobsJobs.com www.fundoodatajobs.com Freshers Home www.freshershome.com First Salary www.firstsalary.com Gotachance.com www.gotachance.com Golden Jobs www.goldenjobs.com Hosur Online jobs.hosuronline.com IT Placements India www.itplacementsindia.com IndiasJobs.com www.indiasjobs.com Indian Jobs Online www.indianjobsonline.com
8
Consultants
Consultants are people/ organisations having nation wide-contacts and lend professionalism to the hiring process. These consultants charge for their service normally ranging from 20-50% of the first year salaries of the individuals placed.
9
List Of Top Consultants Of India
ABC Consultants Pvt Ltd: This Consultant company of India is a pioneer in the field of recruitment services. It is a premier executive selection and search group and a preferred recruitment organization by the clients in India and abroad. The company offers services in the sectors like Pharmaceutical , Media , Retailing , IT , Telecommunications etc. Dev Solutions : The company is major provider of solutions related to recruitment in the domain of Information Technology. The company has assisted the recruitment process in organisations like IBM , Intel , Adobe Systems , Duet Technologies, Ind Telecsoft and many others. Master Mind Network: One of the major Recruitment Consultants in India is this company. The company offers all solutions regarding competent manpower recruitment to its clients. The functional areas of the company are Finance, Administration, Marketing , IT , Telecom , BPO and many others. The esteemed clients of the company are Amway, Bharti , ICICI , Reliance , Titan etc.
0
List Of Top Consultants Of India««««««« Global Hunt : It is a leading consultant in India and provides complete Recruitment solution. The network of the company spans across Africa , Asia , Europe etc. The company's range of services for the client are executive search and selection , advertised selection and vendor management services. This consultant is a leading expertise in IT , BPO , KPO , Automobile and many others. New Star Consulting: One of the major consultants in India is New Star Consulting. This is a global manpower consultancy firm which specializes in human resource matters for 10 years. This company is awarded the best Consultant for consecutive 3 years. The company provides recruitment in Telecom, IT, BFSI, Engineering and other industries.
11
Educational institutions
This source includes colleges and universities, community colleges, vocationaltechnical institutes, business colleges. They are a fruitful source of new sales personnel.
12
IIM Calcutta Placement procedure Various companies pay a visit to the campus to conduct 'pre-placement' talks with the candidates. Students are briefed about the recruiting organizations and the list of opportunities that lay ahead of them. Students are given the choice of applying to these companies. There are usually 2 companies per day, who take the interviews in 2 slots. This goes on for 3-4 days. The ranking of each student is decided after a period of time. Finally the companies come down to the campus again and make their offers to the selected candidates.
13
IIM Calcutta Placement Record
IIM Calcutta placement has a very bright track record. Various companies in sectors like IT, Finance and consulting have placed a lot of fresh students into the company's folds. Apart from that, numerous companies in BPO, insurance and and shipping too visited the campus and recruited students. The system of lateral placement was introduced in the year 2000 to allow students and their recruiting organizations to a greater choice. In the year 2004, about 332 candidates were offered jobs. There were 58 lateral offers and 22 pre-placement offers. Around 83 companies conducted the campus interviews.
14
Recruiting Companies at IIM Calcutta The Boston Consulting Group, American Express, Cadbury, Asian Paints, Capital One, Bharti, American International Group, ABN Amro, LNM Group, HSBC, ICICI Bank, Madura Coats, Satyam, Microsoft, JP Morgan Chase, Kanbay, Kotak, Procter and Gamble, Ranbaxy, Wipro, UTI Bank, Times Intelligence Group, IBM, Dabur, HCL Technologies, Cap Gemini, Citi Financial, Gillette, CRISIL, Daeyang Shipping, Tata Administrative Services, National Kidney Foundation of Singapore, Nicholas Piramal, Hewitt Associates, Lehman Brothers, Smithkline, Unilever, SBI Caps and EXL Services.
15
Sales executive·s club
Many sales executive·s clubs operate placement services. Sales persons seeking new positions submit personal data that are duplicated and forwarded to members. At club meetings, they have opportunities for discussion and exchange of placement information.
16
17
Examples of professional associations
National Association of Colleges and Employers(NACE) in the United States Canadian Association of Careers Educators and Employers(CACEE) in Canada Association of Graduate Recruiters(AGR) Association of Graduate Careers Advisory Services (AGCAS) in the United Kingdom Australian Association of Graduate Employers (AAGE) in Australia, Graduate Daily (GDAILY) in the Russia.
18
Job Fairs
Many employers are brought at one location for recruiting with the arrangements of job fairs. The employer ask a particular candidate for a meeting based on the candidate·s resume received earlier.
19
20
More Upcoming Events in 2010
Locations Delhi Hyderabad Hyderabad Pune Kolkata Bangalore Pune Event Title / Description Multi Industry Job Fair Uppercrest Job Fair Multi Industry Job Fair ADP Exclusive Job Fair Multi Industry Job Fair Uppercrest Job Fair Multi Industry Job Fair Event Dates 20th & 21st November 2010 20th & 21st November 2010 20th & 21st November 2010 20th & 21st November 2010 27th & 28th November 2010 27th & 28th November 2010 11th & 12th December 2010
21
E- Recruitment
There are company websites devoted in some manner to job posting. The employer screen candidate·s skills , interview candidates through videoconferencing and manage the entire process with web based software.
22
Be a part of TimesJobs.com. Get a better-paying job. Register now!
Registration Details
23
24
25
Advantages
It will help in bringing new persons , new ideas and better techniques. The entry of a new person with new talents help in human resource mix Existing employees will also broaden their personality. Cost of new employees will be minimized.
26
Disadvantages
It is more expensive and time consuming. Orientation and training are necessary. If higher levels are filled from external sources, motivation and loyalty of existing staff are affected.
27
Recruitment Strategies for a Competitive Marketplace
As unemployment rates dropped in the late 1990s and the demand for top talent increased, corporate recruiters were forced to learn marketing strategies from their colleagues in product marketing. Johnson & Johnson developed a new recruiting campaign in 1999 that changed the way prospective candidates viewed opportunities at the company. The company's long history in consumer healthcare led many prospective candidates to believe that Johnson & Johnson focused primarily on consumer products. As a result, many scientists did not identify the company with careers in cutting-edge technologies. Technology trends clearly pointed to the internet as an unrivaled resource for job searches as well as scientific and business information. So the company established its corporate website as the central source for information about working at Johnson & Johnson By the time the expanded careers website was ready to launch, the company had a well tested campaign of journal and classified ads and a collection of targeted brochures, all of which carried expanded forms of the core message. Each of those vehicles compelled qualified candidates to "find more" at www.jnj.com/careers.
28
Internet Support Simultaneously, the company launched an expanded and refreshed internal employee referral program. By helping employees recognize-and articulate to others-the factors that make Johnson & Johnson a desirable place at which to establish and advance a career, the employee referral program added valuable credibility and support to the external recruitment campaign. The new employee referral program was named eferral to highlight its easy access and electronic format. To ensure that it remained top-of-mind among employees, the Johnson & Johnson team created a range of internal promotions, including e-mails, intranet banners, presentations, posters, and a centralized corporate intranet site. In its first year, the recruitment campaign garnered outstanding results doubled the volume of traffic at the careers website. More important, that traffic translated into nearly three times as many electronic resume submissions and, within nine months, an increase of more than 50 percent in the volume of internet hires. Through August 2002, Johnson & Johnson has seen monthly resume submissions grow to more than 2.3 times the average from the year 2000. Simultaneously, the company has seen a similar decrease in its volume of agency hires.
29
Arun Kumar K Arun Kumar R Liju Thankachan Manu G Tijo P Chacko
30
