Manage Recruitment, Selection, And Induction Process

Question:

Explore Manage Recruitment Selection and Induction Process. 

• The person should be responsible for making the distribution, selling and merchandising of the computer hardware and peripherals.
• He will be recognizing the consumer needs and providing detailed information to the customer related to the company’s software and hardware’s technical specifications (Nahmias & Olsen, 2015).
• He will be investigating the new items and making recommendations to purchase the products.
• He will be checking inventory for ensuring stock orders.
• He will take order through the phone line and the persons met.
• He will be suggesting the customers in the matters related to technical aspects and recommending the computer configurations, which are appropriate (Johnston & Marshall, 2015).
• He will solicit the information about the need of the computer from the customers.
• The salesperson will negotiate the sale price with his cutomers.
• He will be providing technical support after the purchase of the merchandise.
• He will make construction of the presentations and sales pitches.
• He will be travelling to the areas where the requirements have been projected.
• He will stay abreast for the trends of the market (Ulaga & Loveland, 2014).
• He will be assisting with the helpline of the company.
• He will serve the report of the customer service for the customers having the difficulties and questions.
• He will make a demonstration of the features of the product before a sale has been done (Tarafdar, Pulins & Raghu-Nathan, 2015).
• He will be responding to the pre-qualification questionnaire or the information for tendering the document.
• He will negotiate an agreement, which was commercial.
• He will be helping the customers for maximizing software feature usage.
• He will make advise of the training of the appropriate user (Davenport, 2013).
• He will be ensuring the service quality through the development of a detailed and thorough knowledge of the specification, which are technical and the various features of the system and process of the employer.
• He will maintain the awareness regarding the constant updation of the systems, peripherals and hardware (Pierce, Peterson & Lee, 2013).
• He will be generating and qualifying the leads to sell the products.
• He will be sourcing and developing the referral of the clients.
• He will prepare the strategies and action plan of the sales.
• He will be scheduling sales activity.
• He will make a development and maintenance of the customer database.
• He will be developing and maintaining promotional and sales materials.
• He will be planning and conducting direct activities of marketing (Klug et al., 2014).
• He will make the calls for sales to the existing and new clients.
• He will make the preparation and presentation of the contracts of sales.
• He will be conducting training of products.
• He will respond to the inquiries of sales and the concerns through phone.
• He will be ensuring the satisfaction of the customer service (O’Cathain et al., 2014).
• He will be performing the quality checks on the delivery of product and service.
• He will be monitoring and reporting the sales activities and following up the management.
• He will be carrying the research and survey of the market (Butts & Smith, 2014).
• He will be participating in the events of sales.

Title of the vacancy:

Source of the vacancy news:

Details of person

Last Name: First Name:

Address: 

Postal code:

Residential Telephone Number: Daytime Contact Number.

Address of e-mail:

Are you free for remaining and taking up work in Australia: Yes No

You will be needed for providing appropriate evidence of the documents of this at the interview.

Driving License (if its relevant for the position that is been applied)

Do you have a license to drive in Australia? Yes  No

Disqualifications

On the offer of the employment, we do have the reservation right for requesting a Criminal Records Bureau Disclosure in the Standard level and the disclosure will have inclusion of the details of cautions or warnings which are final as well as convictions (Kotke, Valencia & Shultz, 2013). 

• Do your skills match the job of a computer salesperson?
• What are your expectations from the jobs of a Computer Salesperson in the future?
• What has been your biggest disappointment in your profession?
• What kind of events causes a job related stress in you (Kotke, Valencia & Shultz, 2013)?
• What kind of things actually gets your excitement?
• What is the toughest group that you have to get cooperation from?
• How would you give the description of the computer salesperson’s work experience?
• What do you think that can be brought to the position of a computer salesperson?
• Provide an example about your feeling when you have the ability for motivating a group?
• Is there any such person in your career who had really made a difference?
• How did you make a reaction when you face a constant pressure of time (Butts & Smith, 2015)?
• Have you ever taken a decision, which is risky? How did you make a handling of it?
• Provide an example for adaptation to the changes and the difficulties.
• What are the initial and final compensation levels?
• What parts of your education do you see which will be relevant for the position of the computer sales person?
• What is your ideal company (O’Cathain et al., 2014)?
• If you are looking to hire a job for the computer salesperson, what would you look for?
• How do you go for setting the goals with your subordinates?
• Have you ever had the difficulties for getting others regarding acceptance of your ideas?
• Are you having the skills and qualities that is necessary for succeeding your career as a computer salesperson (Klug et al., 2014)?
• What are the tasks considered as key for the computer salesperson?
• How quickly can you make the decisions?
• Have you make a handling of a situation, which is difficult with a colleague?
• Have you gone through this kind of similar task before?
• What are your thinking about the salesperson of the computer?
• What will be your decisions if your priorities change in a quick manner?
• How do you make an influence on the people?
• What are the long term targets of a computer salesperson?
• Do you have any faults as working as the leader?
• How much amount of salary are you looking for?
• What do you think about the position of the computer salesperson involved?
• What will be your usual role in a team (Pierce, Peterson & Lee, 2013)?
• What is the best experience in learning?
• Provide some examples of the steps to be taken for making each of your team member to feel important.
• If you are been offered for the job of computer salesperson, for how many years would you like to stay in the company?
• What are the difference between a leader and a manager (Davenport, 2013)?
• Elaborate a situation where other people make a disagreement with your ideas. 

Personal Information

Employee Name:

Joining Date:

Designation & Department:

References:

Brown, J. R., & Brunow, B. (2014). Portfolio Assessment in College-level Business German Courses:“Finding a Job in Germany”. German as a Foreign Language, (1).

Butts, A., & Smith, K. (2015). Application and Interview Features Used to Assess Applicant Qualifications for Residency Training. Hospital pharmacy,50(2), 125-133.

Cotton, T., & Klemm, D. (2015). Pass the QTS Skills Tests with Confidence: And Ace Your Interview. Routledge.

Davenport, T. H. (2013). Process innovation: reengineering work through information technology. Harvard Business Press.

Heydon, G., & Powell, A. (2016). Written-response interview protocols: an innovative approach to confidential reporting and victim interviewing in sexual assault investigations. Policing and Society, 1-16.

Johnston, M. W., & Marshall, G. W. (2013). Sales force management: Leadership, innovation, technology. Routledge.

Klug, J., Krause, N., Schober, B., Finsterwald, M., & Spiel, C. (2014). How do teachers promote their students' lifelong learning in class? Development and first application of the LLL Interview. Teaching and Teacher Education,37, 119-129.

Klug, J., Krause, N., Schober, B., Finsterwald, M., & Spiel, C. (2014). How do teachers promote their students' lifelong learning in class? Development and first application of the LLL Interview. Teaching and Teacher Education,37, 119-129.

Kottke, J. L., Valencia, L. A., & Shultz, K. S. (2013). Using a Simulated Selection Interview as a Final Examination in a Graduate-level Personnel Selection Class. Psychology Learning & Teaching, 12(3), 290-296.

Nahmias, S., & Olsen, T. L. (2015). Production and operations analysis. Waveland Press.

O’Cathain, A., Goode, J., Drabble, S. J., Thomas, K. J., Rudolph, A., & Hewison, J. (2014). Getting added value from using qualitative research with randomized controlled trials: a qualitative interview study. Trials, 15(1), 215.

Pierce, D., Petersen, J., & Lee, D. (2013). Time allocation of sales activities in professional sport organizations. The Journal of SPORT, 2(1), 1-20.

Tarafdar, M., Pullins, E. B., & Ragu‐Nathan, T. S. (2015). Technostress: negative effect on performance and possible mitigations. Information Systems Journal, 25(2), 103-132.

Ulaga, W., & Loveland, J. M. (2014). Transitioning from product to service-led growth in manufacturing firms: Emergent challenges in selecting and managing the industrial sales force. Industrial Marketing Management, 43(1), 113-125.