Hiring Process

The training of the sales force has always been one of the most important responsibilities as sales manager for the majority of customers, current and likely, sellers are the company. What they say, as it is conducted and how they react in face to face interactions with customers a definitive influence on the success of company sales. Over the years, the recruitment of the sales force has becomeeven more important. One reason for this is that the cost of hiring or training has risen greatly. Due to the major criticism of recruiting sales managers must have an effective system for recruiting and selecting sales people. In many companies, training should be ongoing to combat the problem of high turnover (Leviss, K, 2012).
The importance of planned recruitment is even more obvious whenanalyzing the costs arising from the selection and training of staff. Direct costs such as maintaining equipment and placing recruitment ads to solicit employees are increasing rapidly. The loss of a vendor due to poor selection decision can cost a company many lost when calculating the effort and expense to select, train, develop and manage. Management should consider the recruitment andselection process as a subsystem of the administration of the sales force and evaluate it in terms of total cost. With this approach, the activity can be optimized to reduce the total cost of selecting and developing new vendors to the extent that their productivity is helpful (Leviss, K, 2012).
The human factor as an essential foundation of any organization, this search should be directed to and betweenexisting viable options may be mentioned the training of human resources, this induction and training will facilitate the improvement of internal and external image of the organization, allowing we to enter really difficult markets. The process of an individual within the organization to new levels of responsibility continually requires new skills and knowledge of planning, organization,direction and control. At present, companies are realizing the importance of induction and training of human resources and are trying to change this concept in regard to accounting terms as an expense, replacing his true acceptance that it is actually an investment. All these contribute to improving the human factor in the sales area owned by the company and take a step forward in the pursuit ofexcellence and competitiveness, thus sharing means investing (Thull, Jeff, 2007).
Theoretical Bases
Human Resources
According with Sullivan (2010) they are the essential factor in any organization to achieve compliance with this requirement for personnel selection. People within, and remain involved in the organization, at any hierarchical level or task. Human resources are distributed at theinstitutional level of the organization (address) in the intermediate level (management and accessory) and the optional level (technicians, assistants and operators, as well as first-line supervisors). Human resources are the only living resource, dynamic organization and management decides to others that are physical and material. They constitute a resource type that has a vocation aimed toward growth anddevelopment.
The Recruitment Process
Recruitment involves a process that varies according to the organization. The beginning of the recruitment process depends on the decision of the line. Consequently, the national recruiting has no authority to execute any recruitment activity if the body with the vacancy does not take the decision to fill it. Since recruitment is a function of staff, theiractions depend on a decision line, which is formalized through a kind of order of service, usually called requests for employee or staff request (Sullivan, J, 2010).
Characteristics and Behaviors of the Candidate Critical Vendors
Intelligence. Evident in verbal expression in responding depth, analytical processing of thoughts.
Energy and Enthusiasm. Have courage, positive, spontaneous, rapid...