Compare strategies for recruiting a sales representative from two of the most rapidly growing economies outside of the U.S.: China and India.
Your company produces a hybrid scooter, which is suddenly popular because it uses solar energy exclusively and can hold a charge for over one week or 1,000 miles. This affordable transportation alternative appeals to women and men of all ages. Your sales representative will be introducing the product to these new markets, but keep in mind that the product is known through television and other media.
The initial tasks for each of these two representatives will be to set up offices in Beijing, China and Puna, India, and to create marketing materials appropriate to their home cultures and negotiate contracts with appropriate dealerships in their markets.
Web recruiting is considered the most popular method for multinationals since 2003. You will need a specific Web strategy as well as an on-site strategy within local cultures. Consider five main questions in developing your strategy:
- What information will you request from applicants?
-How will you screen for top candidates?
- How will you interview and select your best candidate? Will you do it? Will you send someone to interview? Will you use teleconferencing or video interviews?
- What will you do with all the data you collected from other candidates who were not selected?
- What cultural factors will most influence your strategy?
In order to successfully recruit a sales representative that can meet the requirements necessary to sale the new scooter in their home countries, it will require a strategy based on many factors specific to the culture and customs of their locations. The strategy for both countries will be to initially utilize a Web based approach to collect a select pool of candidates in both locations based on their ability to meet the minimum general requirements of the job. The type of information that will be requested of the candidates in this initial Web application process will be general in nature but cover things such as: Sales experience relevant to the scooter industry or similar in nature and data from previous jobs of success and failures, work experience / resume, current location and relocation requirements if any exist, along with salary expectations.
From gathering this information, the Web based software will be able to help categorize the applicants into a priority list based on key words / indicators like experience and salary expectations. This will help the representatives to focus on the top ...
As part of the screening process, the representatives will need to benchmark specific company and cultural requirements that are expected of the candidates and ensure that the criteria are being met. Factors such as education, experience, criminal background check, salary history, and overall work history will be common screening parameters. Once the representatives have screened their candidates and have their top 5 selected, the next step will be to initiate and onsite, face to face interview process.