A Description of the Organization and the Requirements
The organization is a cloth manufacturing company that produces different kinds of cloth wear for adults and children. The recruitment is for a sales manager position who will be in charge of ensuring the sales department’s smooth running. The required individuals to fill the position must be responsible for supervising and organizing the entire sales team. They will have an additional role in managing the organizational sales and are expected to execute business plans, meet the planned goals, and work for hand in hand with the marketing department to enhance organizational success (Deeter-Schmelz, 2008) . The sales manager must be ready to oversee all the sales team’s activities and performances and trach the sales goals. They will have an additional role of facilitating the ongoing training for the sales team. A qualified individual must have a bachelor’s degree in business or any related field alongside adequate communication skills and demonstrate the ability to be a great leader. The candidate must be ready to manage corporate sales by coming up with a business plan which takes care of revenue, sales, and expense control. They must be able to meet the set goals and set individual sales targets with the team members.
Internal Resources
The internal resources that I plan to use in recruiting the sales manager include the current employees, employee referrals, the previous applicants, and former employees. Promotions from the current employees are a fantastic recruitment resource that requires upgrading current employees to a more significant position. Another resource includes the former employees as such individuals have experience and could be willing to come back to a different position. Employee referrals are the most effective resources obtained from the existing employees. Previous applicants from potential candidates are another internal resource to be considered.
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External Resources
The external resources include employment exchanges, advertisements, and employment agencies. The employment agencies are a reliable resource because they register individuals searching for employment opportunities and notify organizations of the same. The representatives of such agencies can help to determine the suitable individuals to offer an interview opportunity. Advertisements are commonly used in the search for employees. It can be used to recruit a sales manager as it reaches a vast pool of qualified individuals. Professional associations are a commonly used external resource, especially when an organization plans to recruit for professional and technical positions. The professional associations provide the public with a list of job seekers through magazines that offer advertisements. The organizations in need reach out to the individuals to arrange for interview meetings.
Campus recruitment is an external resource whereby the organization can visit higher academic institutions to recruit possible candidates that can qualify for the position. This recruitment resource has certain advantages in that all the candidates are available in one place and the interview can be conducted on short notice.
Deputation is another external recruitment resource that can be applied in the process of seeking a candidate. A possible candidate within the organization can be sent to another organization to act in the applied position for a short period to determine whether they can handle the task.
Interview Technique
The interview that I will advocate for is the panel interview, as I will require the candidate to build rapport with those around him. A panel interview is more of a conversation and helps to understand the candidate through their presentation. Among the significant reasons I would opt for a panel, interview Is to analyze if the candidate can handle pressure and test their communication skills to socialize. It determines the level of flexibility among the candidate, especially when dealing with different individuals and their ability to coordinate with team members and other employees (Dixon et al., 2002). A panel interview helps determine the behavior and characteristics of the candidate and how well they establish their corporate etiquette during the interview. Moreover, it helps to determine whether or not the candidate can multitask by asking them multiple questions.
Possible Interview Questions
I would ask the candidate several questions, which include:
Tell me a little about yourself?
What is the reason behind your application for the position?
What is the past incentive that has ever motivated you?
Can you tell me the qualities you possess and believe that they make you the most competent candidate for the sales manager position?
What do you look out for before hiring new sales representatives?
How do you set your trach progress and goals to ensure the best performance from your team?
How can you effectively manage conflict among your team members?
Can you briefly explain how you plan to prepare quarterly and annual performance reports and the kind of data you will require from your team members?
How do you plan to split weekly responsibilities among your team members?
The Strategy to Retain and Employee for the Position
The strategy that I will use to retain an employee for the position will be by using assessment tools for all the candidates. Tools such as Berke and Caliper can determine whether or not there are red flags and warnings about the interviewed candidate (Rynes, 1990) . Such assessment tests can help in understanding the individual who is compatible and fit for the position. Candidates will be as well required to unlock pitches as part of the recruiting process. They will pitch on anything of their choice, which includes the company’s product, to determine how much the candidates yearn to be employed.
References
Deeter-Schmelz, D. R., Goebel, D. J., & Kennedy, K. N. (2008). What are the characteristics of an effective sales manager? An exploratory study comparing salesperson and sales manager perspectives. Journal of Personal Selling & Sales Management , 28 , 1, 7-20.
Dixon, M., Wang, S., Calvin, J., Dineen, B., & Tomlinson, E. (2002). The panel interview: A review of empirical research and guidelines for practice. Public Personnel Management , 31 , 3, 397-428.
Rynes, S., & Gerhart, B. (1990). Interviewer assessments of applicant “fit”: An exploratory investigation. Personnel Psychology , 43 , 1, 13-35.
