The hiring of new employees is very critical as it helps every organization bring fresh new skills. New employees play a vital role and can help increase profits. Constant hiring should be done after every year. Employee will stir the the company to the right directions while increasing the companies profit.The new employees will also need to work with the old employees to improve on the current skills. Identifying the right employees with the right skill will be the hard part as a series of question will be asked. As such, this is capra tek hiring and recruiting plan which will show the various steps that will be followed for the plan to be successful and to hire the right candidates.
Job Analysis
The job description is for a sale representative for the company. Firstly, the sale representative will be in charge of the product sale as well as the company’s image. Secondly, representative should be a well-groomed person who will move to possible market areas selling the company product. Thirdly, the representative should have good communication skills and should be available to sell the product. Fourthly, the sale representative should have knowledge about the product (Kottler & Keller, 2006). Lastly, a sale representative should be a good negotiator for the company.
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Job Requirements
The must have job requirements for the sale representative must have over 5 years in experience in computer sale and consumer electronics, mobility to travel in various parts of the country, bachelor’s degree, a strong sense of consultative sale approach, a proven record of increasing profits and annual revenue, cold calling experience. Other minor requirements but necessary are the sale representative must be well dressed for in official on weekdays and on Friday can wear smart casual. Also, the sale representative must be a good time keeper as well as good in self-motivation as there will be good days and bad days. The sale representative must show understanding of the product as it will be needed when presenting the product to the clients. Lastly, the sale representative must show ability to do public speaking as they will present the product o big companies.
Tasks
Administration arrangement.
Arrangement of offers and cost to be inquired.
Visit various client to assess their need.
Assessment of available offers.
Submission for appropriate deals upon request
Maintain the client’s records.
Answer clients’ questions.
Tools
Tools that will be required due to the work are:
Laptop, computer, tablet and a notepad
The required software will be:
Customer relationship management CRM software
Oracle DBMS
Microsoft access
Microsoft Word
Microsoft PowerPoint
Microsoft Outlook
Microsoft Excel
Skills
Social interactive perceptiveness: The employee will be required to asses others reaction and the reason for their reaction
Speaking and Negotiation: This is an art of talking with other and trying to come to an understanding.
Active Listening: This is where you listen to others understand them and actively ask the appropriate questions.
Knowledge
Knowkedge to read and write in English
Knowledge of the market
Able to compute various mathematical problems
Is able to offer good services to the client when requested
Understand the management system from the junior to the senior
Abilities
The capacity to have a clear and understandable speech.
The capacity to recognize someone else speech.
The capacity to orally express data and thoughts.
The capacity to actively listen to and comprehend orally thoughts and data
Thorough Work Activities
Ability to focus on the client’s needs
Ability to arrange new deals as long as the benefit the company
Ability to quickly process deals
Identify potential clients
Work Place Proficiencies
Processing sales and report for transactions.
Keeping sales records and records of other transactions.
Prepare a sales contracts.
Contact customers who are external through telephones, etc.
Work with fellow employees on various projects.
Work Framework
Phone: Should be 100% answered “Consistently.”
Electronic Mail: should be 100% answered “Consistently.”
Recurrence of Decision Making: should be 85% answered “Consistently.”
Organized versus Unstructured Work: should be 75% answered “A ton of flexibility.”
Duration of Typical working week: Should be 77% answered “Greater than 30 hours.”
Proficiency Model for Sales Representative Position
Occupation Specific Requirements
Able to describe the product and explain its operations.
Ability to compute total sales of the day and submit the data
Answer various question relating to the product when asked
Academic Proficiencies and skills
Must be a graduate.
Talk to others fluently in English.
Have proper and good listening skills.
Have good analytical skills.
Have proper understanding of the product.
Basic computer skills.
Management Proficiencies
Researching and collecting all the necessary information regarding the products and how they operate
Talking to potential customers and making sale on the company products
Proficiencies or training
All the above proficiencies will be vital for the hiring of the appropriate staff. The various skills highlighted above will be required from every new employee The new sale operatives will be required to quickly learn about the program and how it work so as to effectively dispatch it to the market.
Market Analysis
According to the data analysed from the occupation employment and Wages (2014) the recruiters came up with the following;
| Employment | Employment RSE | Mean wages per hour | Mean annual wages | Wage RSE |
| 335,540 | 1.8% | $41.71 | $86,750 | 0.6% |
The above data is an approximation for sale executives. Thus, for the state of California, salary figures are discussed and the workplace for the workers will be in California. The mean wage per hour is$41.71 and the employment is 1.8%. the wage RSE is 0.6% and the total annual wage is $86,750. Employment stand at 335,540.
In the data below, the overall income for the Sales Representatives in 2015 is $56,415 a year with the exception of the technicians or $27.12 a hour as shown below (California Occupational Guides, 2015):
| Annual Wages for 2015 |
Low (25 Percentile) |
Median (50 Percentile) |
High (75 Percentile) |
| California | $38,623 | $56,415 | $81,405 |
According to the employment forecast, the number of sales representatives in California is expected to rise at an average pace relative to other professions, and wages are also expected to increase by 14.6 percent, or 20,000 wages in the 2012 and 2022 timeframe (California Occupational Guides, 2015). Analyzing the annual job openings, California is expected to open an average of 2 030 jobs per year for Sales Representatives and 2,700 replacement vacancies, thus a total of 4,730 vacancies (California Occupational Guides, 2015).
Employed persons by race, sex, Latino or Hispanic ethnicity are included in the demographic data for women and other minorities for 2014. You can see it in the following table (Bureau of Labor Statistics, 2014):
|
Occupation |
Total Employed |
% Total Employed |
|||
|
Women |
Asian |
Blacks |
Latino |
||
| Total employee for over 16 years |
146,305 |
46.9 |
5.7 |
11.4 |
16.1 |
| Sales Representatives, wholesale and Manufacturing |
1,309 |
29.3 |
3.8 |
5.3 |
9.3 |
| Sales Representative, services, all others |
480 |
29.5 |
4.3 |
6.6 |
11.0 |
Selection strategy for sales agent
CapraTek would have to carefully screen them in order to hire sales members. Five screening approaches will be used to find the best applicants for the job post. The applicants who qualify for all the screening stages will only get the work offer from the company. Any of the screening techniques would also be regarded as a tool for disqualifying.
Information check
The first form of screening would be background checks. Information checking is where an application is made and capratek verifies the information to be true or false. Applications for the work profile will be requested from the applicants applying for the position of sales representative. The application will be based on various components, including their qualification details, work experience details, credits or references, criminal background checks, telephone number, home address, English language skills, and other essential knowledge to their job profile. There will be no different resumes and only an online submission will be approved. The applicants will then be screened in accordance with their credentials and other material. This method will allow a simple analysis of the candidates' basic details and help remove the candidates who are not qualified. In the online application the history test will be configured to verify the following:
Employment: Gaps between the candidates' statements and the checked data
Education: Gaps between the candidates' statements and the checked data
Credit: (1 = last 1-year negative report, 2 = last 1-year negative report, 3 = bankruptcy, 4 = tax liens, 5 = charge off, 6 = foreclosure
Criminal History: (1= Driving under the influence (DUI), 2= dropped charges, 3= assault or robbery, 4= traffic, 5= others)
Ability or Aptitude test
The skills of the applicants must be tested in accordance with their human style and conduct which affects the position of sales representative. This will be achieved by the Cognitive Ability Test, which will be performed in the second round of screening. According to this exam, candidates will be recorded as well above average (1), above average (2), below average (3) and below average (1) (4), very below average (5).The importance of this will to match the sale method with personality. The applicant who will qualify for this screening round will be eligible for the next round of screening, which will be telephonic interview.
Telephonic Interview
There will be a five minute telephone call interview. The telephone interview would help confirm the experience of the applicants and to get their first impression and to know if they are qualified for a job (Oliver & Brown, 1988). Just 15 candidates will be selected after the screening of the candidates in this telephonic interview round. These 15 applicants will then be called for more rounds of observation and personal interviews to be conducted in the premises of the company office.
Observation
These 15 applicants will then be called for more rounds of observation and personal interviews to be conducted in the premises of the company office. All of the 15 candidates will be considered individually without communicating with each other, and the final 10 candidates will be chosen for a personal interview. In turn, this approach would expose the competence of the candidates and their ability to convince their clients (Oliver & Brown, 1988).
Personal Interview
The last selection process will be done through a personal interview. The personal interview will be around 15-20 minutes and a difficult approach will be taken. There will be difficult questions that will make the applicant sell to the company at work. This will help us remember the candidates. The process will help in the separation of a superior candidate for the rest. This will be the best method of choosing the best candidate among the applicants
Technological effects of the screening method
In the selection process of hiring sales representatives for CapraTek, technology plays a critical role. The initial three methods of selection are technologically based. The first is the acceptance of web applications that will include computers and the internet. The Cognitive Ability Test will also be an online test to know if the candidates ' skills are okay. Telephonic interview is the third in which we will use telephony technology.
Three Best Successful Candidates
The following three best candidates for the role will be selected from the given CapraTek simulation.
Eric Fooster
Eric has 5 years of working experience and has met growth expectations by at least 12 per cent in the last 3 sales quarters. He sells computer equipment and supplies to retail stores. He has an average monthly dealing with four customers and operates four large retail stores responsible for 70 percent of monthly revenue. He can also discuss client complaints and, if applicable, he can also present references. It'd be appropriate to choose him due to his experience and sale result
Patrick Brown
Since 2010, Patrick has been sales manager and is known to boost territory sales in just two years to more than twice. He was ranked sales manager number one and has launched new electronic lines on the market. He also showed great performance in hitting revenue targets.
Because of his sales management experience, it would be ideal to select him. He has background in electronics distribution as well electronic sales.
Kelvin Bates
Since 2009, Kelvin Bates has had experience as a sales assistant. He is a Bachelor of Science, Marketing, and has advanced programming skills that are very critical to this work. Kelvin has also been known to work as a team because he has a fantastic team mentality.
The final three applicants will be chosen and will represent CapraTek as Smart Home Technology Company Sales Members. These candidates will manage the entire sales cycle
starting from accounts creation, communication, prospecting, and negotiation. Candidates will be controlling and increasing their base of account.
In conclusion, New employees will play a vital role and can help increase profits. Constant hiring should be done after every year. Employee will stir the company to the right directions while increasing the company’s profit. The new employees will also need to work with the old employees to improve on the current skills. Capratek recruiting and hiring plan is key to help in the hiring of new employees. The formulated strategies will help in choosing the right one as the will be put through a vigorous test. The formula was able to identify three potential employees firstly, Eric fooster who has 5 years of working experience and who has met growth expectations by at least 12 per cent in the last 3 sales quarters. Also, Eric sells computer equipment and supplies to retail stores. Foster has an average monthly dealing with four customers and operates four large retail stores responsible for 70 percent of monthly revenue. Patrick Brown was the second one who was chosen due to his track record and ability to hit targets. Lastly, Kevin bates who was seen to be a team player in the industry
References
Bureau of Labor Statistics, (2014). Employed persons by detailed occupation, sex, race, and Hispanic or Latino ethnicity. Labor Force Statistics from the Current Population Survey . Retrieved September 11, 2015 from http://www.bls.gov/cps/cpsaat11.htm
California Occupational Guides, (2015). Sales Representatives in California. State of California: Employment Development Department . Retrieved September 10, 2015 from http://www.labormarketinfo.edd.ca.gov/OccGuides/Detail.aspx?Soccode=414012&Geography=0601000000
O*NET Online, (2015). Summary Report for: Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products. Retrieved September 9, 2015 from http://www.onetonline.org/link/summary/41-4011.00
Occupational Employment and Wages, (May 2014). 41-4011 Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products. Bureau of Labor Statistics. Retrieved September 12, 2015 from http://www.bls.gov/oes/current/oes414011.htm
Oliver, J., & Brown, L. B. (1988). The development and implementation of a minority recruitment plan: Process, strategy and results. Journal of social work education, 24(2), 175-185.
