Sales Executive

6 days ago

Pune, India CPM Full time

Manpower Planning
TAT On the day of Requirement shared by Exxon team

  • Identify hiring requirements in consultation with the project/concerned team.

  • Prepare a detailed hiring plan outlining the following:

  • Job Titles and Job Descriptions

  • Locations of Deployment
  • Required Qualifications, Skillsets and Expertise
  • Number of Positions per Role
  • Salary Budgets

Sourcing

  • Determine the appropriate sourcing strategy based on the nature and urgency of each requirement. We should source our candidates from the fields as per below mentioned priorities

Priority No 1- People who have 2-5 years of experience in Retail Lubes Sales with Brands such as Valvoline, Shell, Gulf, Motul, Castrol, Veedol, Total etc.
Priority No 2- If not Lubes, look for individuals who have worked in auto spare part sales of prominent 4W/2W/CV OEMs like Tata, Mahindra, Ashok Leyland, TVS, Hero, Suzuki etc.
Priority No 3- Apart from these, consider people who have worked in Tyres (Apollo, MRF, Bridgestone, CEAT, JK Tyres etc.), Batteries (Amaron, Exide, Luminous, Amara Raja etc.)
Priority No 4- Last choice can be paints, adhesives, seals etc.

  • DSR/ TP to have experience in the below ment

Retail market operations through distributor channel
Following daily Beat plan / PJP
Order taking
Payment collection
Reporting in mobile application
Managing Distributors
Managing Retailers, Mechanics & Consumers
Ability to understand and communicate Products & Promotions
Competition awareness
Industry knowledge

  • Select from a mix of channels, including:

Job Portals
Employee Referrals
Campus Hiring
Local Employment Drives

Screening and Shortlisting

  • Conduct preliminary resume screening to assess alignment with job requirements based on the above sourcing criteria
  • Schedule and conduct initial interviews (telephonic, virtual or face-to-face) to evaluate communication skills, functional knowledge, and overall suitability.
  • Forward shortlisted candidates to the final interviewer/client for the final selection.

Candidate Evaluation Workflow for Field Executive Recruitment:
TaskTimelinesOwnerPost receiving JD, Sharing ProfilesWithin 7 working daysTA TeamFirst ScreeningRecruiter to screen the profiles based on sourcing criteria (in the 7 Days TAT of profile sharing)RecruiterEvaluations at L1 level Within 2 working days from the receipt of feedback from RecruiterDistributor Coordinator/ NPMFeedbackTo be shared within 24 hrs post interviewDistributor Coordinator/ NPMEvaluations at L2 level (EM & Distributor Team)Within 2 working days from the receipt of feedback from DC/NPMSales Advisor / DPFeedbackTo be shared within 24 hrs post L2 interviewSales Advisor / DPEvaluations at L3 level (F2F with Distributor Principal)Within 2-5 working days from the receipt of feedback from Sales AdvisorDistributor PrincipalFeedbackTo be shared within 24 hrs post L3 interviewDistributor PrincipalFinal selection & documentationWithin 2 working days post L3 feedbackTA TeamOffer ReleaseWithin 2 working days post all documents subHR Team

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