The main stages in the selection process of workers are as follows:
1. Blank Application: Candidates may be asked to apply on a blank form supplied by the firm. Alternatively, they may write a letter of application for the job. In either case the purpose is to obtain necessary information about the candidate. The blank application is one of the most widely used tools of selection due to several reasons. First, it provides information about the qualifications considered essential for the job. As a result quick elimination of obviously unfit candidates is possible. Secondly, the information given in the application 192 serves as the basis for probing in an interview. For example, the interviewer can ask several questions about job experiences listed by the applicant. Thirdly, application provides a personal history record for future reference in case the candidate is selected. The information asked in an application blank usually relates to physical characteristics, family background, education, training, job experience, hobbies and other interests.
2. Personal Interviews: There is no substitute for a personal interview in selecting salespersons. A personal interview reveals characteristics that cannot be observed by other means. For example, an interview is the best way to find out the conversational ability, speaking, voice and social intelligence of an applicant. An interviewer by seeing the applicant can judge physical characteristics such as general appearance, poise and grooming. The interview may also reveal certain personality traits. Another purpose of interview is to cross-check the information given in the application blank. In the interview the applicant can be given infor-mation about the job and the company.
3. Psychological Tests: Various types of tests are used in selecting sales people. Generally, a company uses a battery of tests rather than a single test. Psychological tests are being used increasingly in selection due to several reasons. First tests are sometimes better predictors of job performance than any other selection tool. Secondly, as the costs of poor selection continue to increase, employers use tests as an adidtional means of improving selection decisions. However, no test can predict with 100 per cent accuracy. Therefore, tests result should not be the sole criteria for choosing or rejecting the candidate. Moreover, tests should be developed and administered by specialists. Tests must be validated before use.
4. Reference Check: Reference are of two types employment and personal. In case of experienced employ-ees, the reference is the previous employer. For a fresh graduate the college lecturer may be a reference. If handled properly, reference of either kind can be a valuable aid in selection. References may disclose important facts which may otherwise remain uncovered.
5. Job Offer: When all the steps in the selection process have been completed, ranking of the selected ap-plicants is done. Job offers are made by sending appointment letter to the individuals who are to join the company.