Hiring salesmen who know the market
The candidates to look for already know the beat: they have sold a similar category to the same kirana stores and chemists. Competing distributors, other product categories and retailers' own staff are the usual sources, along with referrals from your own salesmen. Look for comfort with the local language, a two-wheeler and a licence, familiarity with order booking apps, and a record of collecting payments on time. A vacant beat loses orders every day, so keep one requisition open for relievers at all times.
The ride-along interview
A salesman's interview belongs in the market. After a short conversation at the office, send the candidate with a supervisor on half a beat. Watch how he greets the retailer, checks stock on the shelf, suggests the scheme of the month and asks for payment. Write what you saw into the candidate's screening notes, so the sales manager decides on evidence and not only on a CV. For supervisor and accountant roles with longer written histories, the resume match score, with its skills and experience breakdown, helps sort applicants first.
Drivers, helpers and godown staff
For delivery drivers, check a valid licence for the vehicle class and its expiry, and ask past employers about driving and cash handling; then take a short drive with the godown in-charge. For loaders and pickers, a trial of picking a list of items from the godown shows speed and accuracy better than any interview. Ask for age proof from every candidate for godown work, since the job involves heavy lifting.
Keeping hiring ahead of the season
Raise requisitions in the Recruitment Hub in July and August for festival stocking, and in January or February for summer if you distribute beverages or ice cream. Put the careers page QR code up at the godown and share the link with referrers, so candidates apply through one multi-step form. Interview times are picked by candidates from the slots you offer, offers are sent with an online accept or decline link, and whoever accepts moves into onboarding. The recruitment funnel shows whether hiring is keeping pace with the season.
How to set it up in ZeniaHR
- Open a requisition for each vacant beat, delivery route and godown role, stating the openings.
- Display the careers page QR code at the godown and share the link with referrers, so all candidates use one form.
- Write ride-along and driving test observations into screening notes as candidates move across the pipeline board.
- Reserve the resume match score for supervisor and accountant roles with longer written experience.
- Make offers on the accept or decline page online, then carry each accepted candidate into onboarding with the offer details.
Read more about recruitment in ZeniaHR.
Roles this applies to
See recruitment for fmcg distributors and dealers in a demo
We set up your locations, shifts and rules on a video call and show it running for your team. Free for your first 50 employees.
Book a free demoSee pricingFrequently asked questions
How do distributors hire good salesmen?
Hire for market knowledge: candidates who have sold to the same retailers, speak the local language and have a two-wheeler and licence. Test them with a ride-along on half a beat with a supervisor, check references from previous distributors, and fill vacant beats quickly, since each unserved day costs orders.
What should a delivery driver's hiring check include?
A valid licence for the vehicle class with its expiry date, identity and address proof, references from previous employers on driving and cash handling, and a short test drive with the godown in-charge. Keep the licence copy in the employee's documents and record its expiry date.
When do FMCG distributors hire extra staff?
Before festival stocking, typically in July and August for Diwali, and before summer for beverage and ice cream distributors. Hire loaders, drivers and relievers early enough to learn the godown and the routes before the rush, and consider fixed-term contracts for seasonal needs.