The predictors for recruitment of sales jobs

Abstract

This study tries to understand the predictors for recruitment of sales jobs. The aim is to provide an in depth understanding of the knowledge, skills and abilities salespersons must possess to be successful in their job. The person specification derived from this understanding will support career guidance practitioners in their work to provide effective guidance to those persons who wish to work as salespersons in the retail sector. This study will contribute to knowledge by providing framework for guidance and training programmes on the human characteristics and skills needed for the job. Such measures will equip potential candidates to meet the demands of the retail industry. Previous empirical studies carried out on salespersons' profiles have found that certain personality traits do stand out among salespersons. The two personality dimensions which have been found to be important in predicting performance in sales are conscientiousness and extraversion. In this study a qualitative approach was adopted in order to gain in depth insight into the sales job analysis and the person specification, as it is being postulated that being a successful salesperson depends partly on certain human qualities and personality traits. The researcher conducted eight interviews with employers and their salespersons. The study reports findings on the sales job analysis. It covers the overall purpose of the job, the job content, accountabilities, performance criteria and the responsibilities the job holds. It looks into the organisational, motivational and developmental factors that influence the salesperson. Using the Seven Point Plan, a person specification model introduced by Rodger (1952), the physical characteristics, attainments, general intelligence, specialised aptitudes, interests, disposition and other characteristics were elaborated. These findings are also presented in tabular form for quick reference. Limitations of the study consist of limited recent empirical studies and lack of availability of proper assessment tools to assess employees' disposition, interests and specialised aptitudes. Further research and recommendations consist of designing and developing a traineeship programme in salesmanship offering both national and international work exposure experience and also conducting a quantitative study with a larger sample size, or a longitudinal study to see whether salespersons selected according to this study's recommendations do actually perform better over time.