Reference no: EM132673679

1. Your organisation is seeking to recruit a new Senior Sales Representative. The role will be reporting to the District Sales Manager, the remuneration will be $75,000. The main purpose to the role is to increase sales of all products by at least 10% each year and introduce new products to customers. The employee must have a good knowledge of health and safety legislative requirements and be an excellent communicator with clients to be able to maintain customer satisfaction. The role requires formal qualifications in sales (essential) and/or management (preferred) as well as 2 years sales experience in the event industry and 5 years overall sales experience in events or a related industry. Design and a job description based upon the need and criteria of your organisation.

2. Using the job description you have created, identify six key selection criteria required for the role.

3. How can job skill requirements impact on the selection process?

4. Your organisation hasapproved the recruitment of several new positions across all divisions of the organisation. Describe the election process that you would use for each role.

a. Corporate receptionist for the sales and marketing team.

b. Stores and Warehousing assistant for the depot.

c. Sales team leader for the sales and marketing team.

d. Accounts payable officer.

e. Human resources assistant.

f. Junior office administrator (traineeship).

5.When creating and disseminating advertisements for positions, what four things should an advertisement state and how does timing impact the effectiveness of an advertisement?

6.What are the five steps involved in processing applications?

7.Using the job description you have already prepared (or a job description that has been provided for you) an advertisement for your job, aiming to attract the type of person you have identified as having the necessary skills and abilities to be successful in the job.
Try to tailor your advertisement to attract the type of person you are looking for. When writing your advertisement, remember to consider the layout and size of the advertisement, and also any corporate logos or designs normally used by the organisation. Take your time and try to produce something really accurate, and attractive.

8.Explain in a short paragraph what you should do to notify unsuccessful applicants after the initial screening stage.

9.Explain how you can notify successful applicants that they have preceded to the interview stage.

10.Explain, why you should document and file all recruitment records and decisions.

11.Describe how you can ensure that you do not breach legislative requirements in the selection process. the type of questions that can and cannot be asked in interviews.