Selection and

Training
Presented By - Presented To -
Vishwas ,Amit, Pritam ,Rinku Prof. Dalbir Singh

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Introduction to Selection
Importance & Steps
Methods of Selection
Role & Challenges
Training - Need & Methods
Case Study & Conclusion

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Introduction to Selection
1. Selection is the process of choosing the right candidate for a sales
role.

2. It ensures that the best talent is recruited to achieve sales goals.

3. A well-structured selection process reduces hiring errors.

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 Importance of Selection in Sales

1. Ensures high sales performance.

2. Reduces training costs.

3. Improves customer satisfaction.

4. Lowers employee turnover.

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Steps in the Selection Process
1. Preliminary Screening
2. Application Form Review
3. Selection Tests
4. Interview
5. Reference Check
6. Medical Examination
7. Final Selection & Offer

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 Step 1- Preliminary Screening

1. First stage to filter unqualified candidates.

2. Initial conversation to check basic qualifications.

3. Conducted over a phone call or short meeting.

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 Step 2 - Application Form Review

1. The candidate submits a resume and application form.

2. HR reviews qualifications, experience, and skills.

3. Shortlisting is done based on job criteria.

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 Step 3 - Selection Tests
Used to assess skills, knowledge, and personality.

Common types:

1. Aptitude Test
2. Personality Test
3. Sales Situational Test

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 Step 4 - Interview Process
Most critical step in selection.

Types of Interviews:

1. Structured (predefined questions)

2. Unstructured (open-ended discussion)
3. Panel Interview (multiple interviewers)

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 Step 5 - Reference Check

1. Verifying past job performance.

2. Contacting previous employers or colleagues.

3. Checking for authenticity of claims.

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 Step 6 - Medical Examination

1. Ensures the candidate is physically and mentally fit.

2. Important for field sales roles with travel requirements.

3. Reduces health-related attrition.

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 Step 7 - Final Selection & Offer

1. The most suitable candidate is chosen.

2. Offer letter is given with salary and job details.

3. Candidate officially joins the company.

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 Selection Methods
1. Interviews – One-on-one or panel discussions to
check communication, confidence, and knowledge.

2. Written Tests – Simple exams to assess logical

thinking, problem-solving, and sales skills.

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 Selection Methods
3.Psychometric Tests – Personality quizzes that
measure confidence, motivation, and teamwork
skills.

4. Situational Judgment Tests (SJTs) – Real-life

sales scenarios where candidates choose the best
response.

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 Selection Methods
5. Assessment Centers – A mix of activities like
role-playing and problem-solving to test different
skills.

6. AI-Based Screening – Using computers to quickly

check resumes and shortlist the best candidates.

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 Challenges in the Selection Process
1. High competition for skilled candidates.

2. Difficulty in assessing sales potential.

3. Costly and time-consuming process.

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Best Practices for Effective Selection
1. Use multiple selection methods.

2. Standardize the interview process.

3. Focus on cultural fit and adaptability.

4. Use data-driven decision-making.

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Role of Technology in Selection

1. AI-based resume screening.

2. Online aptitude and psychometric tests.

3. Virtual interviews for remote hiring.

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Ethical Considerations in Selection
1. Avoid bias and discrimination.

2. Maintain confidentiality of candidate

information.

3. Ensure fairness in the process.

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Impact of Poor Selection on Sales Performance
1. Leads to low productivity and missed sales
targets.

2. Results in poor customer relationships due to

ineffective salespeople.

3. Creates a negative work environment affecting

team morale.
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 TRAINING
Act of Increasing the Knowledge & Skills of an employee for performing
particular job.

Major outcome of training - Learning.

A trainee learns New skills and useful knowledge during the training
that nd useful helps him Improve Performance

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 TRAINING-PURPOSE\ NEED
Latest Developments

New Employees

Existing Employees

Fills the gap

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 Methods of Training

On-the-Job Training Off-the-Job

Methods Training Methods

Lectures
Job Instruction Training

Apprenticeship Simulations

Case Study
Job Rotation
Seminar
Coaching
workshop
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 On The Job Training Methods
On the Job Training

Job Instruction Training (JIT)

Earning while doing

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 On The Job Training Methods

Job Rotation

Teaches current employees how to do various jobs over time.

The employee will rotate around to different jobs within the organization,
performing various different tasks unrelated to his original job.

Coaching

A more experienced or skilled individual provides an employee with advice and

guidence.

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 Off The job Training Methods

Off the Job

Learning by Gaining Knowledge

Lectures
A direct method of instruction that involves a verbal presentation
instructor to a large audience.

The instructor organises the material and gives it to a group of trainees in the
form of talk.

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 Off The job Training Methods
Simulations (Vestibule Training)

A kind of training created to mirror real-life situations.

Duplicate the actual work environment .

Skilled personnel, including those who work with equipment and machinery, receive
job education training in a location other than the main manufacturing facility.

Case Study

A method which provides descriptive situations which stimulate trainees to make

decisions.

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 Seminar
Conducted for academic purpose .

Usually conducted on a particular topic

People gathered at a place and Present and Present and discuss their research
findings or work.

Done for one or two days .

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 Workshop
A group of people are given training

Using tools and equipments

Done to development new skills

Done for one or two days .

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 Starbucks, a global leader in the coffee industry, is known for its strong focus on
employee selection and training. The company refers to its employees as “partners”
and invests heavily in recruitment and development to ensure high service standards
and employee satisfaction.

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Selection Process at Starbucks
Step 1: Job Posting & Application

Step 2: Resume Screening

Step 3: Initial Interview (Phone/Video/Walk-in

Step 4: In-Person Interview

Step 5: Job Offer & Background Check

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2. Training Process at Starbucks
a) Barista Training Program

b) Soft Skills & Customer Service Training

c) Ethical & Corporate Responsibility Training

d) Leadership & Career Development Training

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⚠ High training costs due to continuous development
programs.

⚠ Pressure on employees to maintain service speed and

quality.

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3. Impact of Starbucks’ Selection & Training Process

✅ Low employee turnover due to strong engagement and

development opportunities.

✅ High customer satisfaction from well-trained baristas.

Prip
✅ Consistent global service quality across Starbucks stores.
✅ Promotes diversity and inclusion in hiring and training.

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Starbucks' effective selection and training processes ensure
it hires the right people and provides them with the
necessary skills for success.

By investing in training, Starbucks maintains customer

service excellence, employee satisfaction, and brand
consistency worldwide.

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