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FLS Recruitment and Selection Process Insights

The document outlines questions regarding the sourcing and selection process for non-DSF FLS roles at a company. It asks about how requirements are received, the roles and profiles sought, sources of recruitment, screening and data collection processes, and experience with different profiles. It also covers the current selection process, levels of interviews, expectations of sales managers, differences between DM and TPD profiles, awareness of requirements, characteristics evaluated, criteria for final selection, decision maker, most productive profiles, those who stay longer, and what motivates retention.

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Deepti Sinha
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50 views2 pages

FLS Recruitment and Selection Process Insights

The document outlines questions regarding the sourcing and selection process for non-DSF FLS roles at a company. It asks about how requirements are received, the roles and profiles sought, sources of recruitment, screening and data collection processes, and experience with different profiles. It also covers the current selection process, levels of interviews, expectations of sales managers, differences between DM and TPD profiles, awareness of requirements, characteristics evaluated, criteria for final selection, decision maker, most productive profiles, those who stay longer, and what motivates retention.

Uploaded by

Deepti Sinha
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Objective- To find the current sourcing and selection process of the Non-

DSF FLS (DM and TPD)

Questions:
Sourcing:
1) How do we receive the requirements/ vacancies for hiring FLS?
2) What kind of roles do the FLS perform?
3) What kind of profiles do they need/look for FLS?
4) What are the major success factors/ characteristics of a
successful FLS?
5) What are the major factors behind failure/ characteristics of
unsuccessful FLS?
6) What are the different sources where they look for recruitment?
7) What is the current sourcing strategy/process?
8) What is the basic screening process?
9) Which characteristics do they look for in the aspirants under the
following:
Demographics- Age, Gender, Education, Financial
background, Previous work experience, Duration of work in
last 3 companies, Native or not, languages known.
10) What kind of data is collected during the sourcing process?
11) Who collects the data and how?
12) Where to find this data?
13) How is that data used further in the selection process?
14) What is their experience as to which profiles work well and
which ones do not?

Selection:
15) What is the current selection process for the FLS?
16) Who all are involved in the selection process?
17) What are various levels of the selection process?
18) What is the interview process and levels of interview?
19) What are the expectations of the sales managers?
20) How are the profiles required for DM different than those
needed for TPD?
21) Are the people hiring the FLS aware of the
expectations/requirements?
22) What characteristics do you lookout for during the
interview/selection process on the basis of following?
Behaviour- personality traits, interests, passion, goals, past
experience, ability to handle failures.
Cognitive English, maths reasoning, tests currently used,
tests actually required.

23) What is the criteria for final selection?


24) Who takes the final decision?
25) What kind of profiles are most productive?
26) What kind of people prefer to stay with the organisation for a
longer period of time?
27) Which motivates them to stay?

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