Job Descriptions and Hiring
Job recruitment is an essential aspect of any successful company. The job recruitment determines the production within the company. The effective hiring process ensures that the company acquires talented and qualified employees who can maximize the organization’s productivity and profits (Allen, et al, 2017). Therefore, after being promoted as Human Resource Manager, I will be hiring a sales manager to succeed me from my previous position in the company.
As an HR manager, I will come with a committee of experts to facilitate the process of hiring a sales manager. The committee will include five people who have experience and talent in the recruitment process. The committees will have the mandate to set a necessary time frame for the process of hiring (Dany&Véronique, 2017). Initially, I will start by reviewing all the application forms from the candidates to determine whether the applicants are qualified to assume the role of the sales manager.
The next step will be job analysis and as an HR manager, I will be documenting, examining, and drawing inferences concerning work context and also detailing job activities. After job analysis, as an HR manager, I will create a proper job description. The task, duties, and responsibilities will be described in two to five-page documents. The job description summary will ensure that the hiring committee will have an easy evaluation of the while executing the recruitment exercise (Sarma &Jyotirupa, 2017). Also, the job description summary will ensure the understanding of job details among the candidates. The payment of the position of the sales manager will be provided for the applicants to understand before sending their application forms.
The advertisement of the vacancy will be done both externally and internally. Various approaches are essential when advertising a new vacancy in the company. In this vacancy, I will use internet ads and social networking including newspapers so that o can reach as potentially talented candidates as possible. The mentioned approaches to advertising are currently regarded as the most proper techniques when people are searching for jobs (Hase & Corinna, 2018).
The hiring process will use structured interviews while determining the qualified applicant. The structured interviews are most recommended as compared to the unstructured since they are related to the advertised job position (Sarma &Jyotirupa, 2017). The hiring process will involve situational and behavior questions to evaluate whether a candidate has the required skills to fit in the position of sales manager. For instance, situational questions enable the hiring committee and the HR manager to know how the applicants can deal with a difficult situation in the company.
The following are structured questions to be used during the interview.
- Explain what motivates you to work in sales.
- How skilled are you to handle the data analysis?
- What is your motive for choosing a sales career?
- What makes you think that you possess the necessary skills to qualify to be a sales manager?
- How will you handle customers who are upset?
- What measure will you take to engage unproductive subordinates?
- Describe more about your experience in sales.
- Tell us about the mistake you made in a sales career and what you learned from the mistake?
- What is your favorite environment you enjoying working in?
- What measures do you take to recover after having a bad day?
- Tell us about the best memory you ever won in sales.
- Explain the favorite boss and the reason why you consider him or her favorite boss.
- When did you realize that you talented in sales?
- Describe the best advice that changed your notion about sales.
- Explains the tactics you use to balance life and work.
- What is the initial step you can take when sales are down?
- What measures do you take to handle the disappointment in sales?
- What are the four things you undertake when building rapport with your prospect?
- What qualities of a manager you don’t like in the field of sales?
- What question do you have and you willing to ask me?
References
Allen, Concha K., et al. “Helping students find their sweet spot: A teaching approach using the sales process to find jobs that fit.” Marketing Education Review 27.3 (2017): 187-201.
Dany, Françoise, and Véronique Torchy. “Recruitment and selection in Europe Policies, practices, and methods 1.” Policy and practice in European human resource management. Routledge, 2017. 68-88.
Hase, Stefan, and Corinna Busch. “Sales management.” The Quintessence of Sales. Springer, Cham, 2018. 77-122.
Sarma, Jyotirupa. “Recruitment And Selection In Assam Carbon Products Limited.” Deliberative Research 35.1 (2017): 27-32.