The selection of personnel is an activity that every time acquires major protagonism. The experience has demonstrated that it is necessary to carry out it of the most professional form to optimize the human resources of the company and the management of the talent. A good selection obtains important and profitable results, we think there about the difficulties, legal, human and socio-professional that exist when dismissing a worker, of the importance that has the selection process. In addition this one is accentuated in the commercial area, since true difficulties at the time of finding good salesmen exist.

In order to find to the suitable person each position we have to consider, on the one hand, the individual differences that exist; we think that each individual has physical training conditionses, different attitudes, aptitudes, knowledge and experience; on the other hand we have to consider the differences that the work implies, because according to he is this one, therefore certain requirements will be demanded.

6.1. Description of the job

The description of the jobs is fundamental in the commercial task, since not only is necessary for the selection, but also to value to the equipment, to organize the distribution of tasks, to evaluate the excesses of personnel or the necessity to reduce it. So that the information of the position is adapted must contain:

• Identification of the same.
• Description of the system of work of the commercial department at general and individual level.
• Secondary functions main and that are going away to develop.
• Obligations, authority and responsibility that go associate.
• Conditioners (physical, age, cultural, etc.).
• Formation and necessary experience.
• Difficulties that can arise during the period of formation or in the accomplishment of the work.
• Possible causes of failure.
• Degrees of satisfaction of the work and, therefore, strongpoints facing the motivation.
• Hierarchy of controls.
• Collaborator to its position.
• Valuation of the yield.
• Remuneration.
• Opportunities that the position offers.
• Et cetera.

6.2. Professiogram of a commercial position

Supporting us in the description of the position and the profile of the salesman that we wish, we will draw up the professiogram, that will contain the factors that determine the suitability of the candidate. The professiogram is the graphical result of the analysis of the job that is needed to cover. Its objective is: to define it graphically, to determine the exigencies of the position, to update the knowledge of the same and their frame within the company and to study, from him, the adjustment of each candidate to this profile, establishing comparative systems.

Next I will set out two examples of professiograms, considering that in the reality comes marked by the characteristics from the company and from since it is going away to cover. For each a specific professiogram has to be realized and, therefore, to mark the differences that can exist giving the valuation that we consider suitable to each one of the factors and that, later, will be compared in their totality to the one of the candidate.

Professiogram