Sales staff recruitment process - Tài liệu tham khảo | Đại học Hoa Sen

SINH VIÊN CÔNG VIỆC Trần Tuyết Như Lý thuyết: câu 5 Case Study Lê Thị Minh Phương Lý thuyết: câu 1 Case Study Nguyễn Thị Kim Ngân Lý thuyết: câu 2 Case Study Phan Hồ Tú Quyên Lý thuyết: câu 4 Case Study Trương Tấn Sang Lý thuyết: câu 3 Case Study LÝ THUYẾT
1. Nêu các bước trong quá trình tuyển dụng và chọn lựa nhân viên bán hàng?? Theo
anh chị bước nào quan trọng nhất ? why? Đưa ra ví dụ về sự khác nhau giữa tuyển
dụng và chọn lựa nhân viên bán hàng của doanh nghiệp Việt và nước ngoài
Sales staff recruitment process
(1) conducting a job analysis, (2) preparing a job description, (3) identifying sales job
qualifications, (4) attracting a pool of sales recruits, and (5) evaluating and selecting the best recruit available.
Before a company can search for a particular type of salesperson, it must know
something about the sales job to be filled. This is determined by conducting a job analysis
and developing a job description. The job description lets prospective job applicants
know exactly what the duties and responsibilities of the sales position are and on what
basis employees will be evaluated.
Difference between Vietnamese and foreign enterprises
Vietnam: important in appearance, age
Foreign: important in terms of capacity
2. Thế nào là bảng mô tả công việc, nội dung của bảng mô tả công việc của nhân
viên sale ? Đưa ra ví dụ thực tuyển về nhân viên bán hàng và nhà quản trị bán hàng trả lời
A job description is a useful, plain-language tool that explains the tasks, duties, function
and responsibilities of a position
Job description: a written statement describing the duties and responsibilities of a job,
also working conditions, job equipment… salesperson sales management -Supporting customers with
- Achieving growth and hitting sales targets by styling, size, colors,...
successfully managing the sales team - Performing cashier
- Designing and implementing a strategic sales plan responsibilities
that expands company’s customer base and ensure - Checking shelves and it’s strong presence stocking shelves when
- Managing recruiting, objectives setting, coaching required
and performance monitoring of sales representatives - Handling customer requests and complaints.
3. Thế nào tỷ lệ nghỉ việc? Nguyên nhân dẫn đến tỷ lệ nghỉ việc của nhân viên bán
hàng đối với doanh nghiệp Việt và doanh nghiệp nước ngoài tại Việt Nam? Nếu là
giám đốc bán hàng thì giải pháp nào được đưa ra để giải quyết.
Turnover rate, also known as severance rate or job hopping rate, is understood as the rate
at which employees leave their jobs over a period of time. This ratio is to measure the
stability of the enterprise's personnel. This rate can be further separated into voluntary and involuntary leave. Reason:
Conflict with co-workers or boss.
Dissatisfied with the employee's treatment. Lots of competition.
Not suitable for the company's culture Set sales targets too high. Solution:
Offer more reasonable remuneration mechanisms. More incentives for employees.
Reduce competition among employees.
Find out and ask the reasons for leaving employees and then come up with ways to solve those problems. Positively praise employees.
4. Nêu những nguồn có thể sử dụng để tuyển dụng nhân viên bán hàng cũng như nhà
quản trị bán hàng. Ưu và nhược của mỗi nguồn METHOD PROS CONS INTERNAL SOURCE Reduces Hiring Time Creates a Culture of Reduces Onboarding Time Resentment Lower Cost to Management Leaves Gaps in the Encourages Employee Engagement Workforce and Morale Limits the Pool of Applicants Less risky. They may not be respected by others EXTERNAL SOURCE 1. Informal Low financial cost, fast, Limit the number of Recruiting & efficient candidates Hidden Job Can find better Employees maybe not Market applicants work for a long time Reduce the screening The vacancy position is cost and increase the not public candidate quality Existing employees have reduced opportunities for promotion Each department in the company can compete for the best candidate 2. The Internet
Budget savings for the Low Quality of Applicants human resources Using Keywords will miss department valuable talent No need to hire extra
It is very difficult to evaluate the personnel candidates Using Keywords to easy to get the Wrong Picture Scan Recruits Larger Talent Submissions will be online 3. Social Reduce time for employers Information is media High accessibility considered unreliable
Fast transmission and sharing of Job postings are easy to information drift Gain insight into candidates Competition is very
through their social media status fierce. Help candidates expand their professional network
Reach a large number of candidates Introduce employer brand 5.
Attract candidates you haven’tHigher cost Advertising “met” yet
Ads only attract, and attracting is
Help boost both brand and job rarely enough awareness
Their effect is generally limited to
Digital ads allow for targeted active candidates. marketing Launching digital job ads seems relatively effortless 6. Employment Faster hiring Higher cost Agencies Higher quality No cultural fit candidates assessment Specialist knowledge. Lack of employer branding. Poor recruitment processes 7. Temporary Reduce labor costs Higher wage rates Workers/ Contract Eliminate recruiting Contract buyout fees if Employees/ work you want to keep him or Alternative Staffing Reduce benefit her on staff permanently requirements Take time to train Eliminate hiring Diminished morale: mistakes Hiring temporary Avoid unemployment workers may lead to claims friction with your Ability to evaluate existing staff. potential employees Possible lack of before hiring. commitment Reliance on agency screening 8. Offshoring and Cost savings Less control over your Outsourcing Jobs Access to specialized operations expertise, access to Public image concerns Highly Proficient and Payroll and tax complications Systematic Team Anticipated Quality
Round-the-clock uptime Delayed support
Improved focus on core Disclosing confidential business tasks elements Acquiring Robust Slipping control over Versatility operations Lowering mighty risks 9. Executive Attract passive candidates Missing industry Recruiters that normally would not be experience (Headhunters) exposed to job ads Being removed from Identify the most suitable the process candidates for the vacancy Conflict of interest Save a lot of time Reduce costs Hire better employees Keep it confidential 10. Referrals and Referrals: Referrals: Walk-Ins Save time and money Recommendation Find qualified, quality based on bias candidates. Cause rivalry, envy
Retention rate is typically Walks-Ins: better Long waits affect customer experience Walk-Ins: Predictability is not accurate No appointment needed No upfront fees 11. On-Demand Quick recruitment Not a strong, long-term Recruiting Services Productive workforce relationship Can hire people by the Unable to do important hour to help reduce the internal work budget No connection Solve personnel needs Non-Procedural but do not work long-term recruitment processes Can be used flexibly when needed 12. College Low salary cost Retraining from the Recruiting Easy to adapt basics Enjoy learning new Guide everything of the things company work Attract young, good, If the staff is a student, creative and dynamic there will be time candidates constraints Catching technology Claiming excessive quickly self-interest Opportunity to find potential employees
5. Quy trình chọn lựa nhân viên và quản trị viên bán hàng. Theo anh chị, doanh
nghiệp Việt đang mắc phải những lỗi nào trong quá trình chọn lựa?Why? Nếu anh
chị là giám đốc bán hàng thì nên sử dụng phương pháp nào để tuyển dụng người
bán hàng và quản trị bán hàng
General selecting process on salesforce
(1) initial screening: Initial screening may start with an application form or resume, a
screening interview, or some type of brief test. That will collect the information necessary
to determine applicants' qualifications, such as educational background, work experience, and personal references. (2) reference checking (3) in-depth interviewing (4) employment testing (5) follow-up interviewing (6) making the selection.
For Vietnamese companies, they usually make mistakes in testing. Because they don't
really have good tools to determine the right person for that position. They only use
general tests like IQ, EQ, personality tests,...and tests for knowledge or skills in Vietnam
are very limited. Moreover, for management positions, they are affected by bias and the
halo effect that makes them not give the right decision.
For salesperson positions, we can post recruitment notices on websites and select applicants from that.
For sales manager positions, we can use internal sources to choose. CASE STUDY Certificate 1 2 3 4 5 (20%) Wu Lo Chin X P.C. Agarwal X Ali X Mohammed Najand Experiences 1 2 3 4 5 (30%) Wu Lo Chin X P.C. Agarwal X Ali X Mohammed Najand Sales Skills 1 2 3 4 5 (10%) Wu Lo Chin X P.C. Agarwal X Ali X Mohammed Najand Behavior 1 2 3 4 5 (20%) Wu Lo Chin X P.C. Agarwal X Ali X Mohammed Najand Relationship 1 2 3 4 5 (20%) Wu Lo Chin X P.C. Agarwal X Ali X Mohammed Najand Total Mark: - Wu Lo Chin: 3,4/5 - P.C. Agarwal: 3,1/5 - Ali Mohammed Najand: 3,2/5
From the above points, we can see that Wu Lo Chin meets more of the company's
requirements, so it is the choice Wu Lo Chin to recruit. Question 1:
A job description/qualification would be very helpful in this situation since it would
better help in correctly matching and identifying the candidate. Moreover, that will help
employers have specific criteria to consider and make the correct selection. Question 2:
This may affect Shu's selection. It is highly likely that Shu will choose candidate Wu Lo
Chin because he has a good relationship in the Chinese business community. This helps
to expand the relationship and business market for Shu. Question 3:
Factors that might disqualify any of the finalists in this case is behavior. Behavior during
the interview because it shows the candidate's confident attitude. If you are like Ali, it
will be difficult to create confidence for the employer even though you have the ability. Question 4:
Ali's lack of confidence may be because the interview was too stressful for him.
Recommend for Shu that I think he should create a more comfortable atmosphere for the
candidates with daily questions like how do you feel today? The candidates can be more
comfortable and want to share more information. Making candidates comfortable is also
one of the skills of the recruiter