Deck 4: Acquiring Sales Talent: Recruitment and Selection

Question 1

Which of the following is not one of the changes expected to impact salesforces today?

A) Salesforces will contain more elderly salespeople.
B) Sales managers will face challenges associated with acquiring talent for an international salesforce.
C) Sales managers will be involved with recruiting and selecting for team selling.
D) Salesforces will be reduced or eliminated as companies continue to search for ways to cut costs.
E) Salesforces will contain a higher proportion of women.

Answer 1

D

Question 2

In most sales organizations, __________ have the ultimate responsibility for recruiting and selection.

A) district sales managers
B) regional sales managers
C) sales managers with direct supervisory responsibility
D) SBU managers
E) vice presidents of sales

Answer 2

C

Question 3

Potential problems associated with inadequate recruitment and selection include all of the following except

A) inadequate sales coverage and lack of customer follow up.
B) higher turnover rates.
C) difficulty in establishing enduring relationships with customers.
D) increased training costs to overcome deficiencies.
E) reduced capability to evaluate sales performance.

Answer 3

E

Question 4

Perhaps the most significant managerial problem that can arise from improper recruiting and selection of salespeople is

A) total salesforce performance is suboptimal.
B) a higher turnover rate.
C) inadequate sales coverage and lack of customer follow up.
D) increased training costs to overcome deficiencies.
E) difficulty in establishing good customer relationships.

Question 5

Salesforce socialization refers to

A) the encouragement salespeople get to socialize with their colleagues after work hours.
B) the process by which salespeople acquire the knowledge, skills, and values essential to perform in their role as salespeople.
C) the overall social values held by the firm about contemporary issues affecting the firm.
D) the salesperson's education concerning the ways other salespeople handle role conflict and role ambiguity.
E) the process by which all new members of a firm's salesforce learn to coordinate their efforts with those of other employees in an effective manner.

Question 6

____________ is giving the recruit an accurate portrayal of the job.

A) Achieving congruence
B) Achieving realism
C) Achieving self-esteem
D) Achieving accuracy
E) Initiation to task

Question 7

____________ is matching the capabilities of the recruit with the needs of the organization.

A) Achieving congruence
B) Achieving realism
C) Achieving self-esteem
D) Achieving accuracy
E) Initiation to task

Question 8

One suggested way of achieving realism in the recruiting and selection process is to

A) ask the job candidate to participate in a stress interview.
B) conduct extensive role playing during the interview process.
C) offer a job preview through a field visit with a salesperson.
D) use a multiple, sequential interview process.
E) use the computer for matchmaking.

Question 9

The first step of the recruitment and selection process for salespeople involves all of the following activities except

A) establishing job qualifications.
B) setting recruiting and selection objectives.
C) conducting a job analysis.
D) locating prospective candidates.
E) developing a recruiting and selection strategy.

Question 10

The first step in the process of recruiting and selecting salespeople is

A) selection.
B) prospecting.
C) recruitment.
D) planning.
E) hiring.

Question 11

The second step in the process of recruiting and selecting salespeople is

A) selection.
B) prospecting.
C) recruitment.
D) planning.
E) hiring.

Question 12

All of the following are elements of the third and final step of the recruiting and selection process, except

A) background investigation.
B) physical exam.
C) screening resumes and job applications.
D) locating prospective job candidates.
E) testing.

Question 13

The third step in the process of recruiting and selecting salespeople is

A) selection.
B) prospecting.
C) recruiting.
D) planning.
E) hiring.

Question 14

A job analysis is

A) an investigation of the tasks, duties, and responsibilities of the job.
B) an analysis of the amount of stress inherent in the job.
C) a rating assigned to a particular job, indicating what grade and salary is appropriate.
D) an investigation into the job history of the applicant to uncover any fraud or incompetence.
E) a breakdown of the job into specific tasks, enumerating the times that each task is performed during a certain time period.

Question 15

Determining whether or not the job's selling tasks will include responsibilities for opening new accounts as well as maintaining existing accounts is part of this step of the recruiting and selection process:

A) determining job qualifications.
B) writing the job description.
C) setting objectives.
D) conducting a job analysis.
E) formulating strategies.

Question 16

Common sales job qualifications address all of the following except

A) sales experience.
B) ability to manage others.
C) educational level.
D) willingness to travel.
E) willingness to relocate.

Question 17

Today's salesperson is expected to

A) analyze data.
B) think strategically.
C) learn the business.
D) work independently.
E) all of the above.

Question 18

The Miller Heiman Group, a sales consultancy firm, believes salespeople of the future will need to possess all of the following except

A) production management skills.
B) business and commercial insight.
C) analytical thinking skills.
D) financial analysis skills.
E) project management skills.

Question 19

Research shows that more successful salespeople have all the following characteristics except

A) are more motivated.
B) the ability to build trust quickly.
C) a willingness to ask for commitments.
D) more acute problem solving and organizational skills.
E) a desire to avoid teamwork.

Question 20

In general, when sending salespeople on international assignments, it is helpful if they are

A) patient.
B) flexible.
C) confident.
D) persistent.
E) all of the above.

Question 21

The __________ for salespeople is likely to contain the job title, duties, tasks and responsibilities of the salesperson.

A) job analysis
B) job qualifications
C) job description
D) job title
E) job outline

Question 22

A written job description might include all of the following, except

A) job title.
B) customer types.
C) significant job related demands (e.g., mental stress).
D) job related benefits (e.g., insurance, retirement).
E) types of products to be sold.

Question 23

Which of the following is not a general objective of recruitment and selection?

A) Determining present and future needs in terms of numbers and types of salespeople.
B) Reducing the number of underqualified or overqualified candidates.
C) Determining the accounts to which salespeople will be assigned.
D) Evaluating the effectiveness of recruiting sources and evaluation techniques.
E) Increasing the number of qualified applicants at a specified cost.

Question 24

Which of the following is not an issue in recruiting and selection strategy formulation?

A) How the recruiting and selection will be done.
B) How long will be allowed for the candidate to accept or reject an offer.
C) Who is responsible for writing the job description.
D) How efforts with intermediaries such as employment agencies and college placement centers will be optimized.
E) What the most likely sources for qualified applicants are.

Question 25

According to the text, with regards to recruiting and selection strategy, which of the following is false?

A) Recruitment and selection activities occur only when a job vacancy occurs.
B) A decision must be made regarding how the job will be portrayed, particularly in advertisements.
C) Recruiting needs and activities must be coordinated with employment agencies and college placement centers.
D) When developing an international salesforce, the sales manager must consider the type of salesperson best suited for selling outside the home country.
E) The length of time a candidate will be given to accept a job offer must be considered.

Question 26

Compared with other means of recruiting, employee referrals generally

A) have the highest applicant to hire conversion rate.
B) begin their position more quickly.
C) have greater job satisfaction and longer tenure.
D) are hired more quickly and less expensively.
E) all of the above are true.

Question 27

Employees, such as salespeople, are a good source of job referrals because

A) if they like someone they are probably going to be able to work effectively with them.
B) they meet many other salespeople while making sales calls.
C) most salespeople have a natural talent for recruiting and selection.
D) they have a good understanding of the type of person sought for a sales position.
E) they appreciate an opportunity to help a friend get a job.

Question 28

According to the text, all of the following are methods for enhancing employee referral programs except

A) publicly recognizing successful referrals.
B) making the referral process a mandatory part of one's job.
C) regularly providing incentives and promptly rewarding successful referrals.
D) offering a proactive program that encourages employee participation.
E) providing feedback concerning the status of referrals to those making them.

Question 29

Internal sources of sales recruits include all of the following except

A) announcing sales job openings through newsletters.
B) use of a private employment agency.
C) posting sales job openings on bulletin boards.
D) announcing sales job openings in meetings.
E) use of an employee referral program.

Question 30

According to the text, advantages of using expatriates to staff the international salesforce include all of the following except

A) provides training for promotion
B) greater home-country control
C) high product knowledge
D) low turnover rates
E) ability to provide good follow-up service

Question 31

According to the text, advantages of using host-country nationals to staff the international salesforce include all of the following except

A) easy and inexpensive to hire
B) greater home-country control
C) significant market knowledge
D) speak the native language
E) cultural understanding

Question 32

According to the text, which of the following is a disadvantage of using host-country nationals to staff the international salesforce?

A) They need extensive product training.
B) They involve the highest maintenance costs.
C) There is low promotion potential for salespeople.
D) It is potentially difficult for salespeople to adapt to new environments.
E) There is high turnover.

Question 33

External sources of sales recruits include all of the following except

A) advertisements.
B) private employment agencies.
C) colleges and universities.
D) company newsletters.
E) professional societies.

Question 34

Which of the following is not a recommendation when writing for an online recruitment ad?

A) Keep it brief.
B) Include key words and phrases.
C) Avoid using crossheadings and bullet points.
D) Use plain English and avoid long sentences.
E) Make use of a link to give additional information to keep your word count down.

Question 35

Which of the following is not an advantage of recruiting online?

A) potential for fast turnaround
B) potential cost savings relative to newspaper
C) many job seekers use the Internet
D) it reaches all demographics on an equally proportional basis
E) all of the above are advantages of recruiting online

Question 36

Research suggests that printed advertising material should

A) provide important information regarding the job.
B) be distinctive and stand out from others through physical representation or the presentation of unusual information.
C) focus on job candidates' needs and interests.
D) emphasize unique aspects of the job.
E) do all of the above.

Question 37

The fee charged by a private employment agency is typically

A) 50 percent of the first year earnings of the person hired.
B) 100 percent of the first month earnings of the person hired.
C) 5 to 10 percent of the first year earnings of the person hired.
D) 15 to 35 percent of the first year earnings of the person hired.
E) 20 to 30 percent of the first year earnings of the person hired.

Question 38

Which of the following is not an advantage of a company specific job application form?

A) By studying the handwriting of the various applicants, managers can observe the attention to detail and neatness of the applicant.
B) Personal information, such as age and marital status that applicants have not included in their resumes can be requested.
C) The comparison of multiple candidates is facilitated since the information on each is presented in the same sequence.
D) The form can be designed to gather all pertinent information and exclude unnecessary information.
E) The form can be designed to meet antidiscriminatory legal requirements.

Question 39

Unlike a static application form, this method has the advantage of actively reminding candidates to finish answering the questions and to collect incomplete information.

A) Phone call
B) Email
C) Text message
D) Chatbot
E) Online application form

Question 40

The __________ is usually designed to get an in-depth look at the candidate.

A) intensive interview
B) resume review
C) job application
D) letter of reference
E) selection test

Question 41

The most often encountered form of intensive interviewing is the

A) multiple, sequential method.
B) group interview of a single job candidate.
C) group interview of several job candidates.
D) stress interview.
E) assessment center.

Question 42

Asking candidates to tell you about their strengths and weaknesses will provide information about their

A) social skills.
B) insight.
C) motivation.
D) stability.
E) initiative.

Question 43

When different interviewers rate the same applicant differently, this is an example of

A) multiple personalities.
B) applicant misrepresentation.
C) interviewer bias.
D) incompetent interviewers.
E) assessment incongruence.

Question 44

___________ questions are phrased in the form of a job-related problem and presented to the applicant for a solution.

A) Competency-based
B) Open-ended
C) Hypothetical
D) Probing
E) Close-ended

Question 45

____________ questions are follow-up questions to dig deeper for information.

A) Competency-based
B) Open-ended
C) Hypothetical
D) Probing
E) Close-ended

Question 46

____________ questions are generally answered with a single word, such as yes or no.

A) Competency-based
B) Open-ended
C) Hypothetical
D) Probing
E) Close-ended

Question 47

According to the text, which of the following is not one of the key questions asked by those reluctant to use selection tests?

A) Can selection tests really predict future job performance?
B) Can selection tests give an accurate, job-related profile of the candidate?
C) Are selection tests affordable?
D) What are the legal liabilities arising from using selection tests?
E) None of the above.

Question 48

To improve the usefulness of tests as selection tools, sales managers should follow this suggestion:

A) Sales managers should construct the tests since they have the most in-depth understanding about the position.
B) Sales managers should utilize tests that are based on a compilation of several sales jobs so that it is not too narrow in its focus.
C) Sales managers should base the hiring decision on the test results.
D) Sales managers should select tests that allow the applicant to anticipate the desired responses.
E) Sales managers should, in psychological testing, adhere to the standards of the American Psychological Association.

Question 49

Which of the following is not a recommended suggestion for improving the usefulness of tests to sales managers as selection tools?

A) Sales managers should construct tests for the purpose of selecting salespeople.
B) If psychological tests are used, the standards of the American Psychological Association should be met.
C) Utilize tests that have been based on a job analysis for the particular job in question.
D) Select a test that minimizes the applicant's ability to anticipate desired responses.
E) Do not base the hiring decision solely on test results.

Question 50

A company that asks candidates to engage in group discussions, business game simulations, presentations, and role play exercises, so that members of management may evaluate their performance capabilities is probably using this method of selection:

A) selection testing.
B) stress interview.
C) assessment center.
D) group interviewing.
E) evaluation center.

Question 51

A background investigation is generally performed

A) after the initial interview.
B) before the intensive interview.
C) after the intensive interview.
D) after resume screening, but before any interviewing.
E) after the job has been accepted by the candidate.

Question 52

When questioning references, questions concerning all of the following should be avoided except

A) age.
B) arrests.
C) religion.
D) education.
E) marital status.

Question 53

All of the following are true concerning drug testing as a condition for employment except

A) the company should first develop a written policy stating when and how the testing will be performed.
B) the need for drug testing should be related to potential job functions.
C) only select applicants should be tested.
D) applicants should be informed of the test before taking it.
E) results of the drug test should be kept confidential.

Question 54

Which of the following is not recommended as a technique for getting valid information in a background check?

A) identify an individual's worst job.
B) obtain a numerical scale reference rating.
C) check for idiosyncrasies.
D) check financial and personal habits.
E) use the critical incident technique.

Question 55

Which of the following statements is true regarding the market bonus?

A) Firms offering a market bonus receive twice as many applicants for job openings.
B) Bonuses offered for relocation are not necessary, especially since there seems to be a current sentiment for a more mobile lifestyle.
C) Experienced salespeople will not accept a job offer unless they receive a market bonus.
D) The market bonus is most effective when hiring college graduates straight off the campus.
E) Using the market bonus could be a reasonable alternative if the supply-demand imbalance is thought to be temporary.

Question 56

The purpose of the Fair Employment Opportunity Act of 1972 was to

A) prohibit discrimination based on age, race, color, religion, sex, or national origin.
B) require that men and women be paid the same amount for performing similar job duties.
C) require firms to hire and promote handicapped persons if the firm employs 50 or more employees.
D) prohibit discrimination against people of ages 40 and older.
E) found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act.

Question 57

The purpose of the Civil Rights Act of 1964 was to

A) prohibit discrimination based on age, race, color, religion, sex, or national origin.
B) require that men and women be paid the same amount for performing similar job duties.
C) require firms to hire and promote handicapped persons if the firm employs 50 or more employees.
D) prohibit discrimination against people of ages 40 and older.
E) found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act.

Question 58

The fifth and fourteenth amendments to the U.S. constitution

A) prohibit discrimination based on age, race, color, religion, sex, or national origin.
B) require that men and women be paid the same amount for performing similar job duties.
C) require firms to hire and promote handicapped persons if the firm employs 50 or more employees.
D) prohibit discrimination against people of ages 40 and older.
E) provide equal protection standards to prevent irrational or unreasonable selection methods.

Question 59

The Immigration and Reform Control Act (IRCA) of 1986

A) prohibits discrimination based on age, race, color, religion, sex, or national origin.
B) prohibits the employment of illegal aliens.
C) requires firms to hire and promote handicapped persons if the firm employs 50 or more employees.
D) prohibits discrimination against people of ages 40 and older.
E) found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act.

Question 60

All of the following topics are open to charges of discrimination except

A) age or date of birth.
B) previous job experience.
C) marital status.
D) person to notify in case of an emergency.
E) type of military discharge.

Question 61

Which of the following is not considered one of the basic rules of the job interview?

A) Questions should focus on job-related topics, such as job requirements and applicant qualifications and credentials.
B) You must ask every applicant the same questions.
C) Good questions are based on the job description and advertised position requirements.
D) Good questions are understandable and succinct.
E) With regards to religion and disability, reasonable accommodations must be made to the interviewee, even at the pre-employment stage.

Question 62

Which of the following statements regarding the stress interview is false?

A) It is designed to put job candidates under extreme, unexpected psychological duress for the purpose of seeing how they will react.
B) It may create an unfavorable image of the company.
C) It may alienate some of the better candidates.
D) It appears to be a risky and ethically questionable approach.
E) It may be a form of discrimination in some cases, in which its use would make it illegal.

Question 63

Salesforces today are likely to contain a higher proportion of minorities.

Question 64

One potential problem associated with inadequate recruiting and selection is higher turnover rates.

Question 65

Salesforce performance will suffer if recruitment and selection are poorly executed.

Question 66

Estimates suggest that it costs a firm anywhere from one third to five times a worker's annual salary to replace a bad hire.

Question 67

Salesforce socialization begins when the sales recruit is hired by the firm and extends for as long as one month.

Question 68

Job satisfaction and performance are related to the realism and congruence achieved during the recruiting and selection process.

Question 69

According to one study of executives, more than one third believed that failing to achieve congruence is one of the top reasons for a failed hire.

Question 70

Firms may provide recruits with an informational video during recruiting efforts to help them achieve realism and congruence.

Question 71

According to the text, about seventy five percent of new hires turn out to be a bad choice.

Question 72

A job analysis is a written summary of the job.

Question 73

A job analysis defines the expected behavior of salespeople.

Question 74

Sales managers generally have no input into the job analysis.

Question 75

Job qualifications define the expected behavior of salespeople.

Question 76

One common sales job qualification is the ability to work well under close supervision.

Question 77

Salespeople should be emotionally intelligent, possessing the capacity to identify and manage their own emotions as well as others'.

Question 78

Research has found that more successful salespeople tend to have a strong ego drive.

Question 79

A job description can be used to clarify duties and thereby reduce role ambiguity.

Question 80

In general, when sending salespeople on international assignments it is helpful if they are culturally empathetic.