Food Empire Holdings: Evaluating the Sales Manager Job Profile

This report provides a comprehensive evaluation of a Sales Manager job profile within Food Empire Holdings Ltd. It examines the critical components of a successful job match, including person-job fit, person-competencies fit, and person-culture fit. The analysis delves into various pre-employment tests, such as the DISC behavior inventory, the Big Five personality test (OCEAN), and the Myers Briggs Type Indicator (MBTI), to determine the ideal personality traits for the role. The report also outlines the technical and interpersonal competencies required, such as communication, motivation, and market understanding. Furthermore, it assesses the person-culture fit, considering Food Empire Holdings' Yang-driven culture, and how this alignment is crucial for employee engagement, job satisfaction, and overall organizational success. The report concludes by emphasizing the importance of these fits in selecting the right candidate, thereby improving the company's performance and achieving its sales targets.

Introduction
The process of recruitment and selection includes- identification of a job need, definition of the
requirements of position, and also of the job holder, advertising about the position and then
selecting the most suitable candidate for a particular job position. From the above definition, the
importance of job description has been understood. A job description helps in providing an
understanding for the job position roles and the way that job position can help the organization
grow.
In addition, the job description can help an individual in understanding his responsibilities and
duties properly (De Beer, Rothmann and Mostert 2016). The process of recruitment and selection
also includes- carrying out a proper match of the applicants to the job position because it can
help the company in gaining better candidates who will be considered the most suitable for the
job role (Choi, Tran and Kang 2017).
The company selected for the purpose of this study is Food Empire Holdings Ltd. that is a snacks
and coffee manufacturing company and the job position selected for the purpose of this task is
sales manager. The main aim of the paper is to carry out the evaluation of the job profile match
for the selected job position within the chosen company. The paper therefore discusses about the
person-job fit, person-competencies fit and the person-culture fit.
Evaluation of the Job profile match
Position: Sales Manager Level: HOD Nature of job: Lead-coordinate
PERSON-JOB FIT PERSON-COMPETENCIES FIT PERSON-
CULTURE FIT
DISC OCEAN MBTI TECHNICAL INTERPERSONAL CORE
VALUES
YIN-
YANG
DI EOCAN ENTP Good technical
knowledge
Confident and good
communication skills
Integrity
and
honesty
Yang

Person-Job fit (DISC, OCEAN, and MBTI)
The recruitment and selection process undertaken by the employers have changed and in recent
years they have started using a number of pre-employment tests in form of personality tests.
Personality test is used by the employer to identify the most suitable candidate based on the
character traits (Karatepe and Karadas 2016). The pre-employment tests are conducted in order
to reveal the different aspects of the personality of a candidate and it is also use to evaluate
whether the candidate will excel in a particular job position (Boon and Biron 201).
Moreover these pre-employment tests have become common because according to research
when the talents are wrongly placed within the organization due to the talent’s personality does
most match with the job position they have been selected for then the talent will not feel
engaged. Likewise lower engagement of talents leads to 21% of low productivity (Yen et al.
2019). Therefore these pre-employment tests can help the employer select the most suitable
candidate through online tests where the candidate be processed immediately. Then the results
are verified with other candidates and the therefore the hiring process speeds up. Some of the
pre-employment tests includes- DISC behavior Inventory, the Big five personality test and the
Myers Briggs Type Indicator or MBTI (Tims, Derks and Bakker 2016).
DISC behavior inventory test
It is used for the purpose of measuring a candidates primary traits based on four main personality
test. The DISC personality comes in different versions that are based on four major factors
including- Dominant (D), Steady (S), Influential (I) and Complaint (C). This test helps the
employers in understanding the professional behavior of a candidate and if they can work within
teams (Sylva et al. 2019).
The company (HR) is looking for a candidate with DI personality trait or people with
dominance-influence personality because people with such personalities tend to be more
enthusiastic, lively, high-spirited, result oriented and determined. Therefore people with such
personality can be great sales manager. The people with DI personality are result oriented and
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are influencing in nature therefore they can be able to meet their targets by being able to
influence more people to buy Food Empire Holdings products.
OCEAN - Big Five personality test
And the final pre-employment test most widely used by organizations includes the Big Five
personality test. It includes the basic variables that help in aiming the personality of a person.
The five dimension of the big 5 personality test includes- Openness, Conscientiousness,
Extraversion, Agreeableness and Neuroticism.
The company is looking for a candidate with a personality dominant in EOCAN. The
personality type of EOCAN shows that people have scored high on extraversion, openness and
conscientiousness and lower on agreeableness and neuroticism. High level of EOC shows-better
creativity level of a candidate (openness), conscientiousness shows the candidates work ethic,
extraversion shows the social ability of the candidates and therefore a sales manager with
EOCAN will be able to apply more creative practices for attracting customers and he will be
more friendly and outgoing and easily approachable therefore if the customers have any query or
feedback they can approach the sales manager. Moreover, the EOCAN personality type has a
low score on agreeableness and neuroticism shows inability of the candidate to work in
cooperation of others and low score in neuroticism shows low level of anxiety faced by a
candidates which further shows the ability of people to work under pressure. Therefore, a sales
manager needs to know how to work cooperatively with others because he usually handles a
team and should also be able to work under pressure and these kind of candidates will be
selected by the HR for improving the productivity of the Food Empire Holdings.
Myers Briggs Type Indicators (MBTI)
It is used to identify if the personality of a candidate is drawn more towards one of the two
tendencies such as: extraversion vs. introversion, thinking vs. feeling and others. Therefore the
candidate falls into 16 main personality types. It is also used for understanding of the candidate
will be a good fit according to the organizational culture.
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The Company (HR) in the case study is looking for the skills set of ENTP or Extraversion,
intuition, thinking and perception in its sales manager such that they can be innovative,
expressive and clever. Sales manager with ENTP personality are capable of seeing the big
picture and therefore the sales manager can help in debasing pans related to sales and also
determining the team direction through their ability to have a vision.
Person-Competencies Fit (technical + interpersonal)
The job competency includes the different skills, traits, characteristics and qualities that affects
the person’s ability to perform their duties and responsibilities within an organization. Therefore
kit includes the KSA or the knowledge, skills and abilities that are possessed by an individual.
The person-competency fit measures the competencies possessed by a candidate and whether the
candidate will be suitable for a particular job position based on the competencies acquired by the
candidate.
The technical competency that the company look for in a candidate for the job post of sales
manager is that of interpersonal communication competency, the ability to motivate others, the
ability to understand the customers and the prospects, the ability to understand the market and
industry scenario, competencies related to sales process and also the ability to manage teams.
Another major technical skill required for the job role of a sales manager includes- the ability or
competency to pitch the business proposals such that it can at least hit the client 80% at once.
Therefore at the time of recruitment and selection of a candidate, the interviewer or the employer
will look for these skills within candidates in order to find out whether the candidate will be able
to carry out their job responsibilities and duties appropriately and also for finding out if the
candidate is suitable for a particular job position. The major interpersonal skills that the company
is looking for in a sales manager includes- their ability to carry out active listening, their ability
to read body languages, they must be presentable and confident, their ability to be empathetic
towards their customers and peers and their ability to be a subject matter expert. With the help of
these qualities, the sales manager will be able to ensure that the sales department meets its target
and he will also be able to manage his sales workforce effectively.
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Person-Culture Fit (core values of the company and the type of corporate culture)
The person-culture fit assessment is done in order to find out what values and beliefs are
important for an employee when they work within an organization and also check if the same
compares with the company (Heine, Beaujean and Schmitt 2016). Therefore cultural fit
assessment helps in reflecting where an individual will able to adapt to the organization’s values,
belongs and attitudes.
Food Empire Holdings Limited has a culture that is more driven towards the Yang culture out of
YIN-YANG. The Yang culture is dominated by hierarchical structure, rigid control, centralized
decision making, assertive communication style, and is more stable (Warrick 2017). Therefore
such candidates should be employed who can work efficiently within such work culture and have
the characteristics of- being more active, have a positive attitude, adaptable to changes and
therefore flexible and should be innovative and creative.
The main motive behind analyzing the person-culture fit includes- seeing if the beliefs and
values of the employees are in alignment with the values and beliefs of the organization (Geng et
al. 2017). The person-culture fit assessment is very important for the recruitment and selection
process because it is the organizational culture that holds the employees together. Moreover this
fit helps in determining the job satisfaction of an employee, commitment of the employees and
their turnover within an organization.
Justification of why the alignment will be more likely to get the right person for the job
The assessment of-person-job fit, person-culture and person-competency fit is necessary for any
organization because it can help in selecting the best candidate for a particular job position. The
job position that was selected for the purpose of this assignment includes- sales manager within
the Food empire Holdings limited company. The person-job fit will require the candidate to have
ENTP personality, personality of DI- DISC behavior inventory test and EOCAN personality
from the Big Five personality traits test. Then the person-competency fit will be conducted to see
if the candidate has the necessary skills for becoming a good sales manager and for being the
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most suitable for the job position (Chen et al. 2018). Then lastly the candidate will have to go
through the person-culture fit assessment for seeing if their culture matches with that of the
organization that is the YANG culture. Each job role has certain roles and responsibilities, the
HR will be selecting people with the above mentioned personality type to ensure that the sales
manager is able to carry out his operations smoothly while also ensuring that their department
meets the target. Until the right person is selected for the job, the company will not be able to
meet its target and improve its performance.
Conclusion
Therefore from the above discussion, it is understood that it is necessary for the employers to
carry out a number of pre-employment tests for identifying candidates who will be most suitable
for a particular job position. This pre-employment test includes- The person-job fit on the basis
of Myers Briggs Type Indicators, the DISC behavior inventory and the big five personality test.
In addition to these, it has also been found out that the employers need to analyses and assess the
person-competency fit and the person-culture fit to ensure that the employees are completely
engaged within the organization and the organizational performance as a whole improves.
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