Topic: BAT-TRADE MARKETING REPRESENTATIVE SHORTLISTING

THE WORD LONGLSTING MEANS CONSIDERATION FOR THE JOB PRIOR SHORTLISTING.HOUSE HOPE IS CLEARED.IT IS A RECRUITMENT TEARM

A long-list for something such as a job or a prize is a large group that has been chosen from all the people who applied for the job, or all the people or things that are competing for the prize. The successful ones from this group are chosen to go on the shortlist.

got the same mail,pls can anyone help us with their interview format?

PLs got mine any with useful infor help out mail to [email protected]

pls house any infor assist. got the same mail.

Originally Posted by herberto

THE WORD LONGLSTING MEANS CONSIDERATION FOR THE JOB PRIOR SHORTLISTING.HOUSE HOPE IS CLEARED.IT IS A RECRUITMENT TEARM

So, its not 'uhuru' yet! well, lets watch and pray. God will surely do it! Anybody with info pls supply the house. ...enjoy!!!

we are still waiting for help from the house...those that did the test last year should kindly help us ooh

Our Recruitment Process




In the interest of the successfully fulfilling our company’s ambitious objectives, our Human Resources (HR) strategy aims to ensure that vacancies are filled by the best suited and most talented candidates. The attainment of this goal is supported by our sophisticated selection process, which focuses primarily on the expertise factor.

During the first phase of the selection process, the HR department shortlists the candidates pursuant to the needs of the individual units and then uses the technique that is best suited to appraising the knowledge and skills necessary for the given job. The line managers play an important role in this phase, while HR supports selection.

The representatives of various functions are involved in the highly comprehensive selection process. In the interest of providing an objective assessment of the candidate’s knowledge and skills, several persons are requested to take part in the assessment process, and we are therefore convinced that our decisions are well-founded and objective.

We maintain continuous dialogue with the candidates during the various phases of the selection process, and if requested, we provide them with detailed feedback.

Selection techniques
We typically use multiple selection techniques in the course of our recruitment processes. Our most frequently used methods are as follows:

Curriculum Vitae (CV)
Based on the CVs at its disposal, HR conducts a pre-selection by identifying and rejecting those candidates who obviously do not meet the requirements necessary for the given job. We inform these candidates of our decision by mail.

Testing
In the interest of prompt and objective filtering, the staff members of HR hold examinations to facilitate the selection process with tests. The tests are conducted and assessed, and feedback is provided, exclusively by specified trained HR personnel.

Interview
The head of the unit concerned or the head of HR, conducts an interview to ascertain competence and/or the candidate’s level of specialist knowledge.

Assessment Centre
Between four and six experienced members of our Assessment Centre (AC), jointly decide on the suitability of candidates. The assessment is based on the standard of performance displayed by the candidates in completion of between three and six tasks and on the basis of the assessment criteria related to the position applied for. The assessment criteria serve to provide as true a picture as possible of the candidate’s leadership and managerial skills.

The assessment focuses primarily on the candidate’s attitude and behaviour.

Typical tasks of the Assessment Centre:

Presentation task
Role playing
Team exercises
Fact finding exercises



i hope this will help.

@vozkini..this is very ok..but i feel is a general recruitment process nt 4 wat we applied for, not disregarding dat these processes are authentic. i believe there is a special process 4 dis particular vacancy, owing 4rm the job function/requirement.
Thanks.

i got the message too.. on Tuesday from e-mail......i wish all best of luck ooooooo.

a tip i got from someone with experience is that we might want to prepare for an interview as well as review shl direct questions
http://www.shldirect.com/example_questions.html and http://www.shldirect.com/practice_tests.html

also this vacancy is for experience hands, not entry level/management trainee. job description here:

BAT is recruiting for a Trade Marketing
Job Title: Trade Marketing Representative

Remuneration:
TBA

Reports to:
Area Manager

Principal Accountabilities:
Operational/ Technical/ Professional Accountabilities
Execute the marketing activities in the outlets located within the territory in order to meet customer and consumer objectives as described in the cycle plan
Train customers if necessary, providing required material and instructions
Negotiate retail touchpoints (i.e. positioning, visibility, investment) based on communication strategy following guidelines set by the TM&D Communications Manager
Develop and adhere to a well-defined work programme and route plan as agreed with Area Manager

Leadership Accountabilities
Actively participate in business development projects (e.g., trade incentive schemes, internal brand awareness campaigns, etc.)
Support change management projects within Marketing Team
Ensure attendance of all approved training programmes and show visible application of acquired knowledge

Management Accountabilities
Ensure that objectives in terms of availability, visibility, volume, margin, quality (e.g., RQI) and customer price of products are achieved for the territory
Provide data and maintain accurate records on competitor’s moves and sales and distribution performance in order to guarantee that Area Manager, Business Development Manager and Distribution Manager are fully informed at all times
Manage all assigned funds, materials and equipment in a secure and efficient manner in order to maximise the use of organisation assets
Monitor brand’s performance in the outlets (BAT’s and competitors’)

Relationship Accountabilities
Engage local government officials, transport/ traffic agencies and other stakeholders to avoid disruption of BAT operations in the territory
Support DSS representatives to achieve high performance by establishing a constructive feedback process
Improve the company’s corporate image by operating at the highest business ethics, environmental, health and safety standards using the IMS as a guide

Innovation Accountabilities
Gather/ provide ideas on how to develop retail touchpoints

Knowledge, Skills and Experience:
First degree or equivalent in Marketing, Social sciences or related qualification from a reputable higher institution.
Excellent written and verbal communication (in English).
High degree of Computer literacy and competency in the use of Microsoft Office tools and Lotus Notes.
Prior experience in Trade Marketing, Brand and Trade Programmes deployment.
Minimum 3 years relative work experience in an FMCG retail Company.
Knowledge of the FMCG industry in the retail environment.
Negotiating and influencing skills.
Outstanding interpersonal skills with the ability to develop and maintain relationships with Clients, external suppliers and commercial partners.
Self starter, keen and confident to use own initiative

Key Outputs:
Key Success Factors

The most important metrics by which successful performance will be judged are, for respective territory:
• Customer satisfaction targets
• Timely development/ implementation of trade marketing activities
• Real vs. plan financial execution
• Accurate and well maintained outlet classification record

Additionally, this jobholder shares accountabilities with other areas (for respective territory) in terms of:
• Sales volume
• Market share
• Brand portfolio financials (e.g., P&L, margin)