Recruitment and Selection Strategies for DBS Bank Sales Manager

This report provides a comprehensive overview of recruitment and selection strategies for DBS Bank, focusing on the role of a Sales Manager within the marketing department. It begins with a thorough job analysis, detailing job descriptions, specifications, duties, and responsibilities. The report then explores job design, considering efficiency, motivation, and safety. Various recruitment methods are examined, including internal and external approaches, along with the use of corporate intranets, headhunting, social media, and referrals. The report also details methods to check the effectiveness of recruitment strategies, such as yield ratio. Finally, it outlines the steps required for personnel selection, including advertising, application evaluation, cognitive and personality tests, situational interviews, background checks, and compensatory decision-making. The report provides a structured approach to understanding the key elements of successful recruitment and selection within the context of a major financial institution like DBS Bank.

Recruitment and selection
strategies for DBS bank

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RECRUITMENT ANS SELECTION STRATEGIES
Table of Contents
Introduction................................................................................................................................3
(1) Job analysis in marketing department for the post of Sales Manager.............................3
(1.1) Job description for the post of Sales Manager.........................................................3
(a) Job tasks...................................................................................................................3
(b) Job duties.................................................................................................................4
(c) Job responsibilities...................................................................................................4
(1.2) Job specification......................................................................................................4
(a) Knowledge...............................................................................................................4
(b) Skills........................................................................................................................4
(c) Abilities....................................................................................................................5
(2) Job design for the position of Sales Manager..............................................................5
(2.1) Design for efficiency.................................................................................................5
(2.2) Design for motivation................................................................................................5
(2.3) Design for safety and health......................................................................................5
(3) Recruitment strategies of sales manager and its implementation...................................6
(3.1) Internal recruitment method..........................................................................................6
(3.2) External recruitment method.........................................................................................6
(3.3) Corporate Intranet method.............................................................................................6

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(3.4) Headhunting..................................................................................................................6
(3.5) Using social media........................................................................................................6
(3.6) Referrals........................................................................................................................7
(4) Methods to check the effectiveness of recruitment strategies.................................7
(5) Steps required for implementation of personnel selection..............................................7
(5.1)Providing advertisement.................................................................................................7
(5.2) Evaluating application form..........................................................................................7
(5.3) Cognitive test.................................................................................................................8
(5.4) Personality test...............................................................................................................8
(5.5) Situational and structured interview..............................................................................8
(5.6) Reference and background check..................................................................................9
(5.7) Compensatory decision making....................................................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................10

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RECRUITMENT ANS SELECTION STRATEGIES
Introduction
DBS bank is one of the major banks of Singapore which is dealing with many types of
banking, financial and investment related services. The bank was established in 1968 by the
Government of Singapore. It has a total asset of S$ 518 billion. It is one of the largest banks
in Asia. It is dealing with various segments of banking like: personal banking, corporate
banking, business banking, SME banking and other types of banking services (DBS, 2020).
The Company is planning to extend its business in Singapore and in Asia by opening
new branches of the bank in various geographical areas. The major objective of the bank is to
acquire a large client base (DBS, 2020).
(1) Job analysis in marketing department for the post of Sales Manager
Job analysis describes about the nature and essential skills which are extremely
required to perform a job role. It has two major parts. One is Job description and the other
one is Job specifications.
(1.1) Job description for the post of Sales Manager
Designation: Regional Sales managers
(a) Job tasks
 Acquire new customers and handle the queries of the clients.
 Achieved the weekly and monthly target related to selling the financial products of
DBS bank.
 Daily call and meet with new persons in order to explain the financial products of the
Company.
 Co-ordinate among the team members for making the presentations effective, in front
of individual or corporate clients.
 To design and implement the sales strategy in order to meet the monthly sales targets
without any problems.
 Design and implement the strategies related to brand promotion and advertisements.
 To develop a vision to expand the client base with excellent customer satisfaction (SD
Rozario, 2019).

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RECRUITMENT ANS SELECTION STRATEGIES
(b) Job duties
 The sales manager is responsible for identifying the target market in order to achieve
the sales target by acquiring new customers.
 Sales manager is also responsible for the effective presentation of the product and
brand of The Company.
 Sales pitch of the manger should be very impressive and capable to influence the
clients.
 To understand the requirements of the client and offer the financial product which is
best suitable with the need of the client.
 To keep an eye over the products, price and performances of rival’s Company.
(c) Job responsibilities
 The major responsibility of the sales manager is to promote the brand of the Company
by explaining special features of the financial product of the Company.
 To hire the right candidates for the sales team those are very enthusiastic for work.
 Identify the prospectus and convert them in clients with efforts and technique of
selling.
 The sales manager is responsible for customer relationship management by
establishing favourable and friendly relationship with customers.
 The sales manager has to ensure about post sales services to the clients for
maintaining the customers and establish a long term relationship with customers (HW
Lee, 2019).
(1.2) Job specification
(a) Knowledge
 The sales manager should have a deep knowledge about the financial products and
banking industry.
 He has to understand the basic culture and believes of the people related to different
background, religions and values (HW Lee, 2019).
(b) Skills
 He must possess very effective communication skills and knowledge of different
geographical areas.

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RECRUITMENT ANS SELECTION STRATEGIES
 Selling skills, technical skills and strong interpersonal skills is requires to perform
well in sales field (HW Lee, 2019).
(c) Abilities
 The sales manager should possess the ability to handle the clients with diversified
fields like different age group, gender, class and cultural believes. In this globalised
world of business, managing the clients with various diversities is very essential for
the sales manager in order to enhance the sales.
 He should have the ability to deal with the queries of the client regarding details of
financial product like: return on investment, time duration and risk associated with the
investment. An in depth knowledge of the financial products will results in greater
level of customer satisfaction (Y Shi, 2016).
(2) Job design for the position of Sales Manager
Job designing is a method or process to organise the work in terms of tasks which are
required to fulfill the particular job.
(2.1) Design for efficiency
Efficiency approach of job design is focusses on providing constant evaluation of
sales and marketing techniques adopted by the Sales manager. Job should be segmented in
tasks and designs to increase the efficiency of the job role and responsibilities (essay, 2020).
(2.2) Design for motivation
Job design should be related to motivate the sales force with ensuring the
accomplishment of sales target (Rajguru, 2020). Motivation is essential characteristic to
perform well in sales department. While designing the job, this should be clear by the HR
managers that the job tasks should be associated with the motivation to the employees
(Chand, 2020).
(2.3) Design for safety and health
Job design should also involve the safety and health concern of Sales manager and the
employees of sales department. The safety and health of the employees should be involved in
the job design (Chand, 2020).

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RECRUITMENT ANS SELECTION STRATEGIES
(3) Recruitment strategies of sales manager and its implementation
The recruitment strategies for sales manager is a step by step process which consists of
different steps that are linked with the hiring of best candidate for a particular job role. There
are different types of recruitment strategies exist:
(3.1) Internal recruitment method
This method refers to a process where the hiring of the employees has been done with
the help of reference of already existing staff members. Internal recruitment is the most time
saving and reliable method of recruitment (O'Donohue, 2016).
(3.2) External recruitment method
The external method of recruitment refers to a process where the candidates are hired
with the help of advertisements or other methods of recruitment. It is step by step process
where The HR department assess and evaluate the strength of the candidates (Y Kim, 2018).
(3.3) Corporate Intranet method
Corporate intranet is a method to collect the data of desirable candidates using the
data base of the Company. In this method Company use its official website to store the data
of candidates which may be used when Company is in need or search of employees
(O'Donohue, 2016).
(3.4) Headhunting
Headhunting is a kind of process in which the major Company hires another
Company to hire the employees on behalf of the main Company. These types of firms may
conduct the complete recruitment and selection process and finally hire the candidates for the
host Company. For the execution of complete process, the Company charge a particular
amount of fees (artisantalent, 2017).
(3.5) Using social media
With the help of social media the Company can not only promote its brand but also
publish the vacancies including necessary details to attract the maximum number of
candidates. Social media is one of the most convenient and cost saving method of giving
advertisements for hiring the employees (guide, 2020).

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RECRUITMENT ANS SELECTION STRATEGIES
(3.6) Referrals
Usually the recruitment of employees has been done by taking references of already
existing employees of the firm. This is one of the trustworthy and reliable methods of
recruiting the employees for various job posts (B Greiner, 2019).
(4) Methods to check the effectiveness of recruitment strategies
(4.1) Yield ratio
Yield ratio is defined as an important KPI (Key performance Indicator) which can
measure the effectiveness of the recruitment and selection strategies.
Yield ratio percentage = (Number of leads from recruitment method / Number of
candidates invited for interview) * 100%.
Low yield ratio represents the ineffectiveness of the Company and a high lead ratio
represents the effectiveness of the recruitment strategy or method (Talentyft, 2020).
(5) Steps required for implementation of personnel selection
(5.1)Providing advertisement
First of all a Company has to design attractive advertisement for receiving maximum
number of job applications of the candidates having minimum level of education which is
required to perform the role of Sales executives.
Normally, job description and job specification are attached with the advertisement to
make the candidates understand about the responsibilities and nature of the job role of Sales
manager. Advertisements can be given with various modes like social website, various web
portals of job search (S Mishra, 2019).
(5.2) Evaluating application form
After receiving sufficient number of job applications, the bank has to filter those
applicants who are not fulfilling the basic requirement for the job role of Sales manager.
Usually at this stage the educational quality of the person is evaluated.
After assessing the minimum eligibility related to education level, the candidates are
called and invited to attend the recruitment process. The venue and timings may be discussed

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RECRUITMENT ANS SELECTION STRATEGIES
on phone or written e-mail can be sent to the candidate related to all necessary information
about the interview.
For effective implementation of the recruitment strategy, the bank has to design and
pre planned the complete recruitment process. The step by step execution of the various
stages of recruitment process may be possible with the help of sufficient planning (SD
Rozario, 2019).
(5.3) Cognitive test
By taking the written test, the Company may ensure about the knowledge of the
candidates related to the sales techniques and the various features associated with the
financial products of the bank (TTC Lee, 2017). Most of the questions in this written test are
framed to check the cognitive process of the candidate. People with positive mind set are
selected at this level of selection process (O'Donohue, 2016).
(5.4) Personality test
There are various methods to test the personality of the candidate. Especially hiring
for the job role of sales manager, the person with extrovert personality is best suitable. With
the help of group discussion and written test, DBS bank may eliminate those candidates who
do not possess sufficient level of interpersonal and communication skills which is highly
essential for the role of sales manager (Zojceska, 2020).
(5.5) Situational and structured interview
By taking the personal interview the bank can ensure about the interpersonal skills of
the candidate which are very necessary to perform the daily job responsibilities for the post of
Sales manager. Situational interview refers an interview in which the candidate is examined
with the help of different hypothetical situations. Structured interview is based on various
techniques to understand the actual skills set of the employees (SD Rozario, 2019).
(5.6) Reference and background check
In the end, bank has to ensure about the mind-set and perception of the candidate
related to perform the job. The long term stay of the candidate inside the Company need to be
assessed critically at this level. It is also very important to judge that the candidate will be

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RECRUITMENT ANS SELECTION STRATEGIES
faithful for the job and will never open any confidential document of the bank to third party
(Redman, 2020).
(5.7) Compensatory decision making
It is a method to check the weightage of various characteristics, factors and
parameters of the candidates which are identified by the various tests performed in the
selection process. In this model of selection a high score is made to compensate the low score
in another area (M Spychała, 2019).
Conclusion
On the bases of the analysis of the job description and job specification, it can be said
that the detail information related to the nature and responsibilities related to job is very
important to be understood by the candidates. The Company can add value to its employees
by adding value to its recruitment and selection process. The effective implementation of the
above stated strategies is very essential to recruit the best suitable candidates for the job. The
efficiency and effectiveness of the recruitment process may be checked with respect to time
for the possible improvement in the recruitment and selection strategies which are identified
by the Company.

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RECRUITMENT ANS SELECTION STRATEGIES
References
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