Q.Distinguish between internal and external sources of recruitment of salesmen, giving examples of each.

Firms recruit salesmen either from within the organisation (internal sources) or from outside it (external sources), and usually use a combination of both.

Internal sources of recruitment

Internal recruitment fills selling vacancies from people already in the firm.

• Promotion and transfer — suitable employees from other departments (dispatch, correspondence, office) who show selling aptitude are moved into the sales department.
• Recommendation by existing salesmen — present employees recommend friends or relatives they consider suitable.

Merits: economical, quick, the candidates already know the firm and its products, and it improves morale by offering advancement. Limitation: the choice is narrow and may deny the firm fresh talent and new ideas.

External sources of recruitment

External recruitment looks outside the firm for a wider and fresher choice.

• Advertisements in newspapers and trade journals (widest reach).
• Employment exchanges that forward names of registered job-seekers.
• Educational and training institutions (campus recruitment of educated young recruits).
• Placement/employment agencies specialising in supplying candidates.
• Unsolicited applications kept on file for future vacancies.
• Recommendations from customers, dealers or business associates, and sometimes experienced salesmen attracted from rival firms (done ethically).

Merits: wide, fresh choice and new ideas. Limitations: more costly and time-consuming, and the candidates are less familiar with the firm.

Distinction

Most firms use a combination of both so that they enjoy a wide, good-quality pool without depending on any single source.

Do not simply list sources without classifying them as internal or external. Remember that recommendation by existing salesmen is an internal source, while recommendation by outside customers/dealers is external.