A job description for field product promotion representative Essay Example

and contractors, the Company chose external recruitment over internal recruitment. After considering options such as newspaper advertisements and private employment search firms, we opted for newspaper advertisements. The benefits of external sources include a wide selection of candidates with good experience, qualifications, and skills. Additionally, this choice serves as a motivational factor for employees to perform at their best.

Long term benefit: Providing a competitive environment allows employees to perform their best and receive rewards. To increase the number of job openings, the company may choose to advertise in newspapers or on the radio. After considering various factors, the company has decided to advertise in newspapers.

Newspaper Advertisement

To ensure coverage in all 21 regions, we have decided to publish the advertisement in the classified section of local editions of newspapers. The advertisement can be placed in The Hindu newspaper as it reaches all regions.

The Hindu newspaper is a widely popular English newspaper with a large readership. Our company has decided to advertise job vacancies on the classifieds page of The Hindu, as it is actively searched by job seekers. The cost for placing an advertisement in The Hindu's classifieds page is about Rs. 3000 for one edition. For 21 placements, the total advertisement cost would be around Rs. 63,000 (Rupees Sixty Three Thousand only). This advertisement will appear on the classified ads page of The Hindu newspaper.

The cost for each edition of the newspaper is 3000/-. The total estimated cost for recruitment is approximately Rs 1,00,000 ( Rupees One Lakh merely ). The cost of putting the advertisement in 20 different newspapers is around Rs. 63000/- and the remaining Rs. 37000/- can be used for other expenses

such as office letter paper and telephone charges. We anticipate receiving around 250 responses from potential candidates in each of the 20 regions. Out of the 250 profiles received, the company assumes that at least 150 resumes have relevant qualifications and experience.

The organization should choose and hire the three best campaigners from this group of candidates. The chosen campaigners will be invited for interviews and other selection procedures to assist in selecting and hiring the right candidates. This process also allows the organization to assess the qualifications and skills of the candidates. Additionally, it provides an opportunity for the candidates to learn more about both the company and the job.

Campaigners need to have more information about the company and job in order to make an informed decision, as not providing this crucial information can negatively impact the recruitment process. The Selection Guide serves as a means of selecting individuals who possess the required qualifications for organizational positions, with the objective of choosing those who can perform their job effectively. Advertising job openings through newspapers and job portal websites is one method of locating qualified candidates.

This advertisement can be placed in the classifieds section of "The Hindu" Newspaper. The cost is approximately Rs. 3000/- (rupees Three thousand only). The job openings can also be posted on career portals such as Timesjob.com, www.naukri.com, etc.
Regarding the resumes received: We expect to receive approximately 1000 resumes within two weeks of placing the advertisement.
The resumes will be screened and categorized based on qualifications and relevant experience. We anticipate a selection of around 250 resumes that meet our organization's requirements. Both experience and educational qualifications will be given equal

weightage, with each being given 50% consideration.

Any additional qualifications can be seen as an additional benefit. Sending interview invitations: Once the assessments have been conducted, the interview invitations are sent to all qualified applicants. The interviews will take place at our branch offices. The regional managers will be in charge of conducting the interviews and selecting the most suitable candidates. Typically, we administer the following assessments: - Intelligence Assessments: These assess the cognitive ability of the candidate. The main objective of intelligence assessments is to identify individuals who quickly grasp new concepts.

It also assesses individuals' ability to comprehend instructions and form opinions about brands. Aptitude tests evaluate specific skills such as clerical, mechanical, mathematical, etc. These tests determine how quickly and efficiently a candidate can learn a particular job. It is recommended to administer aptitude tests alongside intelligence and personality tests.

Personality trial: This assesses fundamental aspects of a candidate's personality including motivation, emotional balance, self-confidence, interpersonal behavior, etc.
Achievement tests: These measure the candidate's current job capabilities. They can be used to evaluate the sales skills of applicants.
Behavioral-based interview: This method helps evaluate the candidate's suitability for the position of field merchandise promotion executive. It gauges their potential reactions to specific business situations.

Mention checking: After the successful completion of the Interview, mention cheque has to be done. We may obtain two or three mention sooner from old employers ad colleagues. In instance the mentioned cheque is from the old employer, information i the following countries may be obtained-job rubric, occupation description, period of employment, wage and allowances, benefits provided, rate of absence, willingness of a old employer to use the campaigner once more etc.

Sending

offer missive /rejection missive: After the completion of the interview and mention cheques the offer missive is send to all the selected campaigners. The offer missive should incorporate the information about the Job description, compensation, Date of fall ining ad other relevant information. Offer missive should besides inquire the campaigner to corroborate the credence of the Job offer with in a peculiar period. Rejection missive should be send to all the campaigners who had attended the interview but non selected. Rejection missive should incorporate a 'Thank you note ' for their involvement in our administration.

Confirmation of arrangements: When a selected campaigner accepts the occupation offer and confirms his willingness to fall in the administration, we can see it as the verification of the arrangement.

The initiation programme for new employees can be organized based on the connection day of the month of the campaigners. Guidelines for choice Interview Interview is the unwritten scrutiny of campaigners for employment. In this measure, the interviewer attempts to obtain information about the abilities of the campaigner. Here, the interviewer can measure the subjective facets of the campaigners like facial looks, visual aspect, nervousness, etc. Interviewing errors: Trouble in setting up the resonance with the campaigner. Not asking right inquiries and therefore not getting relevant responses.

Making determinations about the suitability of a campaigner within the initial minutes of the interview can result in forgetting much of the interview's content shortly after making a decision. This may lead to evaluations being influenced by personal preferences, such as concluding that a poorly dressed candidate is not intelligent or that attractive females are suitable for public relations. The behavior of the candidates, including their

answers and body language, has also been shown to influence evaluations. For employment decisions, two methods can be used: the cumulative method and the elimination method.

I suggest using the riddance method for the first two units of ammunition, which are the Intelligence trial and aptitude trial. For the remaining three units of choice, which are the personality trial, achievement trial, and behavioral-based interview, it is better to use the cumulative method. This is because even if the candidate is weak in one area but strong in the other two, hiring them would be advantageous for the organization.
Reference check: After a successful interview, a reference check needs to be conducted. This can be done by obtaining two or three references preferably from previous employers and colleagues. If the reference check is from a previous employer, it would be useful to gather information regarding job title, job description, duration of employment, salary and allowances, benefits provided, rate of absence, and willingness of the previous employer to rehire the candidate.

Dear [Name of Applicant], thank you for your application for the position mentioned above. We are happy to inform you that you have been chosen for the role of field merchandise publicity executive. As part of this position, you will report directly to The Regional Director.
As the field merchandise publicity executive, your monthly salary upon starting will be RsA 12,000/- (Rupees Twelve Thousand Only). You will undergo a probationary period lasting six months. After successfully completing this period and undergoing a review, you will be eligible for additional allowances and benefits in line with our organization's policies.

Regular public presentation appraisals will be conducted to assess your suitability. Your

payments will be made on or before the . I will have to assume that you have not accepted this job offer if I do not hear from you before