Job Fair 2023-24 Job Vacancy, Patna - Recruitment - Quikr
Business Development Executive - Patna
Job details
Salary
₹16,000 - ₹18,000 a month
Benefits & Perks
Food provided
Job Type
Full-time
Regular / Permanent
Qualifications
Hindi (Required)
Odia (Required)
Benefits
Pulled from the full job description
Food provided
Full Job Description
NJP Healthcare is a prime manufacturer and supplier of herbal ingredients like Giloy extract powder, Neem seed Oil (Taila), Rose Ark (Distillate) and Ashwagandha Raw Powder (Churna). We are seeking a talented and dynamic Business Development Executive to further develop our business in the Bihar, Chhattisgarh, Jharkhand and Odisha market across doctors and companies.
Our Website: www.njphealthcare.com
Job Responsibilities:
Building business relationships with current and potential clients. Developing Sales leads by identifying new business opportunities & visiting industrial areas. Successfully create a business with new and existing customer accounts. Understanding client needs and offering solutions and support. Build rapport and establish long term relationships with customers.
Collaborating with management on sales goals, planning, and forecasting; maintaining short- and long-term business development plans. Work on assigned leads and generate referrals from every visit. Communicate with customers by phone and by email to understand their needs. Understand the product line and the applications across various industries. Provide accurate, complete and comprehensive responses to bid and sales leads. Closing the lead into sales. Lead Generation (Bihar, Chhattisgarh, Jharkhand and Odisha). Identifying, qualifying, and securing business opportunities; coordinating business generation activities; developing targeted sales strategies. Supporting sales and lead generation efforts with day to day correspondence.
Meeting Ayurvedic doctors to promote NJP Healthcare and approach them to provide regular supply of our materials. Visiting Herbal products Manufacturing Sites and Company Head Offices to provide our materials for the use in their Consumer Products. Visiting and Attending industry trade fairs and meets.
Applicant Requirements:
Superb interpersonal, communication, and collaboration skills. Must have excellent communication skill verbal & Written. Needs to be smart and presentable. Must have the ability to call, connect, and interact with potential customers.
Must have experience in Lead Generation. Proficient with LinkedIn & Cold Calling.
Knowledge of basic computer skills. Well versed with MS Word, Excel, PowerPoint.
Fluent in Email Communication.
Ready for field work when required.
Target oriented, Have Aggressive approach.
Interested in B2B sales.
Fluency in English and Hindi is a must.
Needs to be comfortable with travelling across Bihar, Chhattisgarh, Jharkhand and Odisha.
Excellent analytical and time-management skills.
Ability to work independently.
Candidate should have good knowledge of Herbal Industry, Raw Materials sales.
Relevant work experience in herbal extracts will be preferred.
Job Types: Full-time, Regular / Permanent
Salary: ₹16,000.00 - ₹18,000.00 per month
Benefits:
Food provided
Schedule:
Day shift
Supplemental pay types:
Commission pay
Performance bonus
Language:
Hindi (Required)
Odia (Required)
Assistant Manager
Position Overview
Position Title: Business Associate Manager
Department: Business Associate Model – Agency Sales
Level/ Band: Assistant Manager / Manager
Role Summary:
Identify, recruit and build a team of business associates and advisors to drive business objectives on a month on month basis, as per the standards laid down by the organization from time to time.
Organizational Relationships
Reports To: Branch Manager
Supervises: NA
Job Dimensions
Geographic Area Covered: Defined Branch
Stakeholders - Internal: Agency Sales Training,Branch Operations, Distribution Operations.
External: BAs and Advisors.
Key Result Areas
Recruit Business Associate and advisors
Coordinate for the regulatory trainings
Manage daily, weekly and monthly choreography
Conduct daily, weekly and monthly Business Associate meetings
Income and Goal setting exercise for the month
Joint field work along with business associates and advisors to source insurance policy
Drive business submission and issuances
Clearence of pending cases for documentation and medicals as a part of the issuance process
Train distribution on getting higher first time right % submission
Achieve monthly objectives and targets
Motivate advisors and business associates for various contest and sales enablers
Daily update about the status of business and applicability in contest
Maintain healthy relationship with all stakeholders like customers and distributors
Work on opportunity of cross sell and upsell
Focussed effort to drive renewal premium collection.
Competencies
• Business Acumen: (Ability to align with the organization's vision with a fair understanding of the insurance industry, regulations, and the agency business model in order to deliver month on month business objectives.
Has a fair understanding of own role and utilizes required skills and knowledge in one's own area of work to meet targets. Has a fair knowledge about company and competitor's products. Has a fair knowledge of the insurance industry, regulations and financial markets Understands the requirements of the customer and consumer to facilitate need based selling and emphasize on selling solutions. Need to develop fair understanding of BA model, leader compensation and Agent commission.
• Building and Managing Relationships: (The capability to identify, recruit and nurture, business associates and advisors and then maintain relationships with various stakeholders (internal and external) to achieve the desirable outcomes).
Empathizes and supports distribution every possible way and drive them for higher productivities by managing their choreography and other engagement methods. Responds to queries from distributors and internal customers and keeps superiors informed about own actions and their context. Builds and maintains healthy relations with the distributors and internal customers to ensure seamless execution.
• Drive for Results and Agility: (Building an achievement orientation, with extraordinary levels of energy and efforts while being accountable for one's actions and decisions in an agile environment)
Reviews performance against goals and takes effective action to achieve them. Synergizes high performance oriented systems and processes to yield the desired results with agility. Sets clear expectations with the team to deliver performance oriented goals. Communicates consistently with the team of business associates and advisors motivates them for achievement of monthly objectives, increase participation in company initiatives, monthly, weekly and daily choreography etc.
Skills Required
Technical
Good Knowledge of MS Office / MS Excel
Behavioral
Essential
Drive for result (achievement of targets)
Communication skills
Teamwork Skills
Influencing skills
Relationship Building skills
Desired
Creative thinking skills
Incumbent Characteristics
Essential
Qualification: Graduate
Experience: 7 -10 years’ sales management experience.
Desired
Qualification: MBA / PG
Experience: 3 to 4 years’ insurance industry exposure.
Branch Manager
Patna, Bihar
₹401 a day
You must create an Indeed account before continuing to the company website to apply
Job Description
Position Overview
Position Title: Branch Manager
Department: Business Associate Model
Level/ Band: 401/Manager
Role Summary:
Responsible for achieving business targets for the branch through building a sustainable and productive distribution force.
Manage smooth business functioning, and successful implementation of various tactical and strategic business initiatives as other key responsibilities.
Effective management of sales managers in the office leading to creation of a cohesive business unit along with other functional representatives in the branch to create a robust and successful business unit.
Manage team of business associate manager and business associates
Drive distribution engagement through choreography and training
Work on cross sell and upsell campaigns and drive distribution for maximizing sales
Ability to track local competition and align monthly business activities to achieve sales objectives
Drive productivities of emplyees and distribution
Organizational Relationships
Reports To: Cluster Head
Supervises: Business Associates Managers
Job Dimensions
Geographic Area Covered:
Internal Stakeholders: Business Associates Managers, Agency Sales Training, Branch Operations, Distribution Operations.
External: Business Associates/Advisors/Customers.
Key Result Areas
Strategic Business Development
Identify potential catchments areas and develop distribution in them
Build Distribution through business associates
Business Development
Drive recruitment of BAs through the BAMs
Drive recruitment initiatives through activities and through BAs Drive Growth in Distribution through NAAFs, NLAs and New BAs
Drive growth in business through Agent Activity, Case Size and Case Rate of the branches individually and the Region as a whole.
Team Management
Coach, Train and support the reporting Managers
Monitor and review their performance
Lead by example in all spheres and direction setting
Review and track the growth of managers to ensure that they achieve their individual budget
Maintain utmost levels of responsiveness to requirements from the Cluster Head/ DOAs and National Head.
Ensure Compliance
Ensure compliance to internal sales process & other compliance standards
MIS & Reporting
Maintain required trackers & reports to be submitted to various stakeholders
Risk
Participate in risk mitigation plans, contingency planning, business continuity programs by executing and reporting within defined timelines. Highlight and recommend process gaps, flaws and process changes.
Skills Required
Technical
Product/Subject matter expertise
Team Management skills
Mentoring skills
Business perspective & planning
Performance Management skills
Insurance industry awareness
Interviewing skills
Self management
Problem solving skills
Peer level co-ordination and influencing skills
Behavioral
Essential
Interpersonal skills
Communication skills
Supervising/Leadership skills
Teamwork Skills
Influencing skills
Relationship Building skills
Decision making skills
Desired
Creative thinking skills
Competencies
• Business Acumen and Strategic Orientation: (Ability to align with the organization's vision with a fair understanding of the insurance industry, regulations, financial markets and the agency business model in order to deliver profitable and sustainable business growth.)
Reviews and works towards productivity enhancement of the Business Associate Manager. Has an in-depth understanding of one's own and team goals and drives the team to achieve the desired targets. Demonstrates a good understanding and focuses on the profitability and viability of the branch through drive of profitable product mix.. Ensures and actively monitors the involvement of the branch employees in Choreography. Develop in-depth understanding of BA model, BA compensation and Agent commission.
• Building and Managing Relationships: (The capability to initiate, nurture, maintain and manage business relationships with various stakeholders (internal and external) to achieve the desirable outcomes)
Directly conveys own thoughts on how things should be done and ensures subordinates feel comfortable to share their views. Shares relevant ideas/ information/views openly and directly and assumes different roles in a team to enable team performance. Effectively communicates and cascades various business initiatives to downline in order to drive business results. Sets boundaries for subordinates within which they decide the best course of action to meet customer needs. Builds and maintains effective relationships with high performing and capable distributors for business growth. Networks across geography and channels to expand distribution.
• People Development: (Focus on identifying, developing, recognizing high potentials and building the high performing distribution in order to help individuals and teams, maximize their potential to achieve the business goals)
Gives team members opportunities to practice new skills and capabilities. Coaches based on developmental need of self, individuals and distribution. Is constantly in touch with team and distribution and effectively cascades key business highlights. Focus on development through structured choreography approach. Is able to adapt person -specific approach while dealing with various team members. Encourages recognition and rewards based on meritocracy and achievements.
• Drive for Results and Agility: (Building an achievement orientation, with extraordinary levels of energy and efforts while being accountable for one's actions and decisions in an agile environment)
Reviews performance against goals and takes effective action to achieve them. Synergizes high performance oriented systems and processes to yield the desired results with agility. Sets clear expectations with the team to deliver performance oriented goals. Takes responsibility of one's own and teams decisions and actions. Communicates consistently with the team members and motivates team members for target achievement.
Incumbent Characteristics
Essential
Qualification: Graduate
Experience: 7 -10 years Sales management in Life Insurance
Desired
Qualification: PG / MBA
You can search for relevant jobs in your city and locality. Even better is to search for jobs by type like Full Time, Part Time, Summer Trainees - Interns, Work ...
Job Fair jobs available in Bihar on Indeed.com. ... HRSenior Recruitment Specialist. Chemist Box Pvt Ltd. Patna, Bihar. ₹5,25,000 - ₹6,50,000 a year.
Job fair recruitment: A planning guide for employers
Job fairs are like speed dating for recruiting. At a set time and place, companies and job seekers meet and try to find out if they’ll match. To make sure you promote yourself at a job fair and attract the most qualified candidates, take some time to plan your job fair recruitment strategy.
Here’s our planning guide to help you get started:
Before participating in a job fair
To make the most out of a job fair, select the optimal event based on your hiring needs and plan your participation. Start by making some decisions:
1. Decide on your recruitment goal
Depending on your industry, current hiring needs and the type of candidate you’d like to recruit, choose or plan a job fair that will be worth your time, effort and money. For example:
Host an industry-specific job fair (e.g. tech or hospitality) to help boost your employer brand among candidates who are interested in your field.
If you’re hiring for entry-level roles or offering paid internships, it’s best to attend or host a college job fair or career day.
To connect with military candidates and family members, attend veterans job fairs.
2. Pick your team
Choose team members who’ll best represent your company during this event. Consider:
Choose team members who’ll best represent your company during this event. Consider:
Recruiters and HR staff. They network as part of their jobs. They’re best positioned to initiate discussions with candidates, present your business in the best light and manage administrative tasks (e.g. gather resumes or contact details.) They can also help coordinate interviews.
Hiring managers. They can screen and interview candidates on-site. They can also describe the scope of responsibilities for any positions they’re hiring for and answer questions from job seekers.
Other team members. Employees can provide an authentic account of what your work culture is like. If you’re attending or hosting a job fair event at a college, consider bringing coworkers who are alumni. Students might find it easier to relate to them.
Once you’ve decided which event you want to participate in and who will attend, contact the event organizers. You will likely need to pay a participation fee and provide some information about your company and your job openings. Organizers might also ask for your logo so that they prepare your booth and include your company in advertisements for the event.
Looking for more ways to source candidates, online and offline? Download a free copy of our candidate sourcing ebook.
Source and attract more candidates
Workable helps you build and promote your brand where your next candidates are. You’re always top of mind, whether they’re actively looking or not.
How to prepare for a job fair
Order marketing material
Coordinate with external or internal designers to make sure you create an attractive booth with banners and pictures of your company. Also, order:
Name tags for each of your team members
Brochures with information about your company
Business cards with recruiters’ contact details
If you want to offer giveaways to attendees, opt for something that’s out of the ordinary. Pens and stickers with your logo are nice, but won’t help your company stand out. Instead, choose something that represents your company culture.
Here, at Workable we believe that hiring shouldn’t be a pain for companies or candidates. So, we offer anti-stress coloring books to job fair attendees:
Prepare your questions
You will have limited time with each job seeker, so prepare your questions in advance. Here’s what to ask:
Role-specific questions. These will help you learn if candidates have the minimum requirements for your open roles (e.g. “Do you have experience with X software?”)
Questions about interests and career goals. Use these to learn if candidates would be compatible with your company in the long-run. (e.g. “What’s your area of expertise and what would you like to learn more about?”)
Questions about your company. These questions will help you identify candidates who are already familiar with your brand and are interested in joining your team (e.g. “What do you know about our company?”)
Advertise the event
A few weeks before the job fair, put the word out that your company is hiring and participating in the event. Post details on your social media pages. Job seekers who are familiar with your brand or would like to learn about you will know which booth to visit.
Note that if you’re participating in a closed event, like a college career day, you likely can’t invite people. But, you can still advertise on social media to let attendees know where to look for you. Also, consider posting pictures while you’re there, to build your brand.
During the job fair
On the day of the event, arrive at the venue early to set up your booth. If appropriate, bring laptops so that candidates can look at your website and get a better idea of your mission and products.
To make the most out of your participation in a job fair:
Speak to as many job seekers as possible. You’ll increase the chances of finding qualified candidates.
Keep interviews within specific timeframes. Long queues will turn candidates off. Consider assigning someone on your job fair team the role of the interview coordinator to make sure conversations are structured and brief.
Write down notes during interviews. It’s difficult to remember candidates after job fairs unless you take brief notes as you talk to them.
Gather candidates’ resumes and contact details. You could also prompt them to apply for the job on your careers page, and ask them to mention that you met at the XYZ job fair.
Let candidates know of next steps. Inform qualified candidates when to expect hearing back from you (e.g. “We’ll call you by the end of next week to schedule an in-person interview.”) And tell candidates who’re not a good match at the moment, that you’ll contact them when there’s a suitable open position.
Answer candidates’ questions. Job seekers want to know about your company as much as you want to know about them. So make sure you provide them with interesting information (e.g. about your teams, open roles and future plans.)
After the job fair
Contact attendees
Job fairs are only the first step of your hiring process. So, don’t leave qualified candidates waiting. The sooner you contact candidates, the more likely they’ll remember you.
Contact job fair candidates to coordinate next steps. Those might include:
Completing a detailed application form
Participating in a screening call to discuss a position’s details
Completing an assignment so you can assess their skills
Coming in for an interview at your offices
Measure results
Follow up with the event team to discuss overall impressions and high-potential candidates. Decide whether this job fair was beneficial to your recruiting efforts and talk about ways to improve your strategy for next time.
To better understand the benefit vs. cost of your job fair, it’s helpful to measure key recruiting KPIs and compare them with other recruiting strategies. Ask questions like:
How many candidates did we source during the event?
How many of them were qualified?
How many did we interview in our company?
How many did we hire?
What was the overall time-to-hire?
Where do job fair events fall in our list of best sources of hire?
Frequently asked questions
What makes a great job fair?
Organizing a successful job fair requires attention to detail, creativity, and strategic planning so you can find and connect with qualified candidates. A job fair is an opportunity for prospective employers to find a capable workforce by talking face-to-face with candidates and getting to know each candidate more thoroughly than a job posting site.
What should be included in a job fair?
The job fair checklist for employers should include company literature and job applications on hand to engage with candidates. Staff the event with knowledgeable employees who are able and willing to answer questions from attendees about the company and about potential job openings.
What are the most common questions to ask candidates at a job fair?
There are several common questions recruiters ask candidates at a job fair, like: Tell me something about yourself. How did you hear about this position? Why do you want to work here? Why did you decide to apply for this position? What is your greatest strength? What are your strengths and weaknesses? What do you know about this company/organization?
