Sales Management and Practices Report: Recruitment and Selection

This report on sales management and practices is divided into two parts, addressing key aspects of hiring and training within an organization. Part A explores internal hiring advantages and disadvantages, referral methods for recruitment, and the differences in candidates sourced from newspaper ads versus online job boards. Part B examines the relationship between sales training, recruitment, and selection, focusing on how training contributes to salesforce socialization and various training methods such as practical training, e-learning, coaching, and micro-learning. The report emphasizes the importance of these processes in maintaining profitability, fostering an effective workplace, and developing a skilled sales team. The report provides insights into how organizations can optimize their recruitment and training strategies for improved performance.

Running Head: Sales Management and Practices
Sales management and practices
[Document subtitle]

Sales Management and Practices 1
Table of Contents
Introduction......................................................................................................................................1
Part A...............................................................................................................................................1
Answer 1......................................................................................................................................1
Answer 2......................................................................................................................................2
Answer 3......................................................................................................................................2
Part B...............................................................................................................................................3
Answer 1......................................................................................................................................3
Answer 2......................................................................................................................................3
Answer 3......................................................................................................................................3
References........................................................................................................................................5

Sales Management and Practices 2
Introduction
This paper is a combination of two different parts. Each part is satisfying the requirements of
different questions. These questions are giving significant information about the training and
hiring procedure within an organization. Generally, it can be said that the hiring and training is
an important part of an organization. The efficiency of both maintains profitability and effective
working scenario in the workplace.
Part A
Answer 1
Bidwell (2015) said that the internal hiring is a right option to hire talented staff as per required
context. The internal hiring comes with both advantages and some disadvantages also. The
below-mentioned are some advantages and disadvantages of internal hiring that will enforce
better decision for salesperson selection:
Advantages
 Reduce the overall cost of recruitment
 Enhance reputation among eyes of existing workers
 Provide an opportunity to hire talented employees.
Disadvantages
 The first disadvantage is the creation of conflict among colleagues.
 Limited options in front of management to hire better and talented employees.

Sales Management and Practices 3
Answer 2
The ABC Company have a great option of hiring the required candidates from referral method.
With the help of this hiring method, the company can gain a lot of benefits that further maintain
the fluency of its working as well as a competitive advantage within existing industry. The
following are some benefits that organization can derive from friends or relatives referral:
Save time to hire the right candidate: The referral method gives an opportunity to an employer
to save its hiring time (Fox, 2015). In today's scenario, no one has much time period to focus on
hiring activities. Therefore, it will be a right option which facilitates high time safety than others.
Create an Engaged Workforce: Permitting recent workers to hire their family members or
friends for open positions within the company is a powerful way to develop an engaged
workforce.
Answer 3
There are a large number of option that can use widely for recruitment purpose. If the company
decide to hire through newspaper and online job boards, there will be some difference among
identified candidates. The first and foremost difference between the kinds of the applicant that
will come in from a newspaper ad and postings on online job boards is quality of knowledge. It
means that the candidate who is coming through the online job board will have more information
about the working scenario of the company and its job profile (Keller, 2017). On the other hand,
the candidate who has come through newspaper advertisement does not have significant
knowledge about job offers. This difference between both kinds of candidates indicates that the
company will get high profit through online job portal candidate and low profit from a
newspaper advertisement. It happens due to lack of working knowledge of both candidates.

Sales Management and Practices 4
Part B
Answer 1
There is a strong relationship between the sales training, recruitment, and selection of the desired
candidate. These three processes play an important role in bringing together human resources as
well as organizations (Bodin, 2017). The recruitment and selection provide the window through
which firms gain access to able and willing human resources. On the other hand, training
provides the avenue by which firms harness and develop talents for strategic purposes.
Answer 2
The sales training contribute to Salesforce socialization through developing coordination and
familiarity among members. The training will teach the lesson to listen to others and share their
viewpoint with each other (Padek, 2015). This further develops socialization behavior between
each member of the training session.
Answer 3
The sales training can provide to the selected candidates by using a large number of sources. The
first and foremost source is practical training. According to this training method, the organization
can teach hired employees through a live demo and practical sessions. This will deliver long-
lasting knowledge among individuals. On the other hand, another method is traditional training.
It can provide through the use of traditional methods like a seminar, coaching, and mentor
(Padek, 2015). The below-mentioned are some ways of delivering training to salespersons:
Use of E-Learning to educate
It is necessary for the Salespersons to understand product details to boost their confidence when
selling, especially new recruits. This can successfully perform through the use of E-learning

Sales Management and Practices 5
sources. With the help of E-training, they can get significant product's details as well as client
issues so that presentation can perform in required context.
Coaching
The second method is coaching. The salesperson should have enough knowledge about how to
behave at client worksite, and ethical considerations (Miyato, 2016). This can successfully learn
from salesperson through attending coaching classes.
Practical Sessions
Another important coaching method is the use of practical sessions. The practical session is
essential for the salesperson to learn required behavior. With the help of practical sessions, the
sales trainer can learn effectively with experiences of others.
Use of Micro Learning Methods
The last and final sales training method is the use of micro-learning methods. It means that the
ABC organization need to share knowledge among trainers through personal experiences as well
as popular examples. Micro-learning ensures the best learning and consumes little time of
training team.

Sales Management and Practices 6
References
Bidwell, M., & Mollick, E. (2015). Shifts and ladders: Comparing the role of internal and
external mobility in managerial careers. Organization Science, 26(6), 1629-1645.
Bodin, D., Schmidt, J. P., Lemle, R. B., Roper, B. L., Goldberg, R. W., Hill, K. R., ... & Siegel,
W. (2017). Recruitment and Selection in Health Service Psychology Postdoctoral Training: A
Review of the History and Current Issues. Training and Education in Professional Psychology.
Fox, S. (2015). An examination into the importance of recruitment and selection in a business;
should it be considered an internal HR function or outsourced to a specialist? (Doctoral
dissertation, Dublin, National College of Ireland).
Keller, J. R. (2017). Posting and Slotting: How Hiring Processes Shape the Quality of Hire and
Compensation in Internal Labor Markets. Administrative Science Quarterly, 0001839217736045.
Miyato, T., Dai, A. M., & Goodfellow, I. (2016). Adversarial training methods for semi-
supervised text classification. arXiv preprint arXiv:1605.07725.
Padek, M., Brownson, R., Proctor, E., Colditz, G., Kreuter, M., Dobbins, M., ... & Pfund, C.
(2015, December). Developing dissemination and implementation competencies for training
programs. In Implementation Science (Vol. 10, No. S1, p. A39). BioMed Central.