Deck 7: Recruiting and Selecting Personnel

Question 1

Working knowledge in sales refers to the ability to identify customer types and the sequences of successful selling behaviors.

Answer 1

True

Question 2

Hiring salespeople who have a different perspective than that of your company culture will always improve an organization because they bring a new cultural perspective.

Answer 2

False

Question 3

One way to determine necessary job qualifications is by examining the specific behaviors and traits of the best salespeople in the sales force.

Answer 3

True

Question 4

The pressure to fill open territories as quickly as possible often makes the selection of good salespeople difficult.

Question 5

One of the best ways to identify salesperson critical success factors is to send an observer into the field to see what is going on.

Question 6

A job analysis should be realistic, focusing on what is actually done rather than what someone thinks the job should be under ideal conditions.

Question 7

Recruiting and selection should start with a clear statement of the necessary qualifications a candidate must possess.

Question 8

The process of aligning a company's recruiting strategies to its core culture should help attract and retain higher performing salespeople as compared to those companies whose recruiting processes are reactive and culturally disconnected.

Question 9

Recruiting and selection should start with identifying the best source of good candidates.

Question 10

Personality traits such as sales adaptiveness and optimism have been positively correlated to success in sales.

Question 11

A job description spells out the working relationships that surround each sales position.

Question 12

A good job analysis should focus on what the average salesperson's day-to-day activities.

Question 13

The most important personal attribute in hiring a salesperson is if the person has a high level of empathy toward others.

Question 14

The Age Discrimination in Employment Act prohibits discrimination against people ages 40 -70.

Question 15

The Rehabilitation Act prohibits discrimination based on physical or mental handicaps.

Question 16

While job qualifications focus on the activities and responsibilities of the job, a job description refers to key elements necessary to perform the job successfully.

Question 17

The qualifications necessary to succeed in one sales job will be the same for other sales positions.

Question 18

Research suggests that the most important quality in successful salespeople is empathy.

Question 19

Most companies tend to over invest in recruiting because costs associated with sales recruiting are difficult to quantify.

Question 20

Extraverted salespeople tend to perform better in commission-based sales positions.

Question 21

Ads in national news print have a tendency to streamline the recruiting process by providing candidates who are overqualified.

Question 22

The personal interview is a crucial part of the selection process for most sales positions.

Question 23

The formula for determining the number of recruits is:
R = H / (S x A)
Where
H = required number of hires
S = percentage of recruits selected
A = percentage of those selected who accept

Question 24

Effective employment agencies save the sales manager time and money in identifying viable candidates.

Question 25

According to surveys, it is likely that over half of applicants for will have fabricated something about their educational backgrounds.

Question 26

Under the Credit Reporting Act, it is necessary to inform applicants that a credit check is being conducted.

Question 27

Hiring experienced salespeople is used when the firm needs new salespeople to be productive in a short amount of time.

Question 28

Although testing can be an effective way to distinguish among candidates, today it is not legal because it has been used to discriminate against minority groups.

Question 29

Application blanks gather personal history data in a standardized format.

Question 30

Hiring experienced salespeople from the competition can be unprofitable because of the costs associated with attracting and retraining the person.

Question 31

Because interviewing is an objective process, it is usually a very good predictor of future job performance.

Question 32

Because college graduates are of above average intelligence and poise, they are typically easier to train and coach than other recruits.

Question 33

The law states that employers have the option, but are not required, to provide reasonable accommodations for handicapped new hires.

Question 34

If conducted correctly, testing is usually a more objective measure of management potential as compared to interviews.

Question 35

Although a fairly good source of sales trainees has been from educational institutions, there is now a trend toward hiring fewer college graduates for sales jobs.

Question 36

If applicants are financially responsible, they are also more likely to be responsible on the job.

Question 37

An application blank should not include questions about the applicant's martial status, and age, exceeding 18 years.

Question 38

Current employees in other functional areas of the company often make good candidates for sales jobs.

Question 39

The personal interview is considered an error-free selection tool for top salespeople since it is conducted face-to-face.

Question 40

The use of psychological and achievement tests in the selection of salespeople is illegal.

Question 41

According to a survey of ___________, sales managers should hire people who are loyal to the customer, willing to fight for them, thoroughness, and follow through on promises.

A) chief executive officers
B) vice presidents of marketing
C) marketing researchers
D) purchasing agents
E) salespeople

Question 42

As the Vice President of Sales, you understand the importance of hiring the right person. If you were going to give advice and counsel to your sales managers about the possible costs associated with a poor hiring decision which of the following would you include?

A) absenteeism
B) poor customer service
C) lost profits
D) higher initial training costs
E) all of the above

Question 43

Sales managers can and do have an important influence on the performance of a sales force. Based on research studies, which of the following personality traits have not been consistently found to be related to sales performance?

A) extraversion
B) conscientiousness
C) empathy
D) integrity
E) all of the above have been consistently related to sales performance

Question 44

The average size of your sales force is 200. Out of that 200, 10 leave every six months for jobs with other companies. The annual sales force turnover rate is:

A) 20%
B) 15%
C) 10%
D) 5%
E) 25%

Question 45

Selection of good salespeople obviously represents an important opportunity to gain a competitive advantage. However, it has been estimated that over half of all people in sales positions are not suited for such a career. Which of the following is a reason for the underperformance by sales managers in this area?

A) When unemployment is low, managers are less likely to make a hiring mistake due to the large number of applicants they receive.
B) Many managers over analyze the candidates' qualifications and experiences.
C) Many companies do not provide effective interviewing training for key line managers who complete the interviewing process.
D) When unemployment is high, managers are less vulnerable to making a hiring mistake from the large number of applicants they receive.
E) None of the above.

Question 46

If 10 people leave for jobs with other companies, 3 retire, 8 are assigned to larger territories, and 3 are promoted to sales management positions, what is the turnover rate for this past year if the average size of the sales force was 65 people?

A) 15%
B) 20%
C) 25%
D) 32%
E) 37%

Question 47

Besides observing what salespeople do on the job, additional information in analyzing sales jobs can best be obtained by:

A) conversing with the personnel department.
B) analyzing financial reports.
C) interviewing sales managers and customers.
D) reviewing the general organization structure.
E) looking at job descriptions at other firms in the same industry.

Question 48

As a new sales manager, you want to make a good impression on the other members of your hiring team. When a question was raised as to what qualifications the team should look for in a candidate, you remember from your sales management class that the most consistent finding across studies is that highly successful salespeople have:

A) an ability to ignore buyer nonverbal communication.
B) excellent time and territory management skills.
C) an ability to speak quickly.
D) a knack for organizing fun outings with clients.
E) an aversion for turning in paperwork on time.

Question 49

A job description is useful in recruiting because it:

A) helps the firm prepare a list of job qualifications.
B) shows prospects exactly what is expected from field representatives.
C) facilitates hiring the right people.
D) all of the above.
E) both a and b of the above.

Question 50

In analyzing sales jobs it is an observer's duty to record the amount of time salespeople spend in all areas except:

A) talking to customers.
B) traveling.
C) record keeping.
D) attend meetings. all of the above need to be analyzed

Question 51

As a wily veteran sales manager, you understand that there are certain opportunity costs with a poor hiring decision. These opportunity costs include all of the following except:

A) dissatisfied customers.
B) reduction of operating costs.
C) lost sales.
D) increased market shares for competitors.
E) sales management problems.

Question 52

Recently, a sales manager posted a job description as the merchandising of sales promotions to store managers. However, the high performing salespeople actually spent their time stocking shelves and checking inventory. The salespeople hired to sell to store managers were unhappy when they found out that the job is really that of a glorified stock clerk. This sales manager failed to conduct:

A) an analysis of the company culture.
B) an analysis of the recruits' job qualifications.
C) an analysis of the recruits' reasons for wanting the job.
D) a job analysis.
E) a thorough interview.

Question 53

According to a survey of purchasing agents, if you were to hire salespeople that had the most valued traits from a buyer's perspective, a candidate would have which of the following traits?

A) imagination.
B) diplomacy in dealing with operating departments.
C) knowledge of the product line.
D) thoroughness/follow-through.
E) all of the above.

Question 54

All of the following represent (indicate) the best ways that a sales manager can analyze a selling position except:

A) interview customers.
B) record the amount of time salespeople spend setting up displays and attending meetings.
C) interview the sales manager.
D) interview sales managers in other industries.
E) none of the above.

Question 55

As the new sales manager, your first task is to hire a salesperson for an open territory. You quickly realize that previous managers in your job have not conducted a job description. Therefore, you have to create one from scratch. You remember from your sales management class that a written job description should include:

A) the role of the salesperson in relation to other channel members.
B) to whom the salesperson reports.
C) how the salesperson interacts with other staff marketing people.
D) all of the above.
E) both a and b of the above.

Question 56

A company sells supercomputers. Given the highly technical nature of the product, which of the three candidates would make the best sales person?

A) an engineer with an MBA.
B) a former PC salesperson with a liberal arts major and "in-house" technical training.
C) a company trained technician with 5 years of industry experience.
D) based on this information, it is uncertain who will perform better.

Question 57

As discussed in the text, Federated's job description spells out:

A) the company's contract with the AFL-CIO.
B) a proclamation in favor of "right to work" laws.
C) the details of the compensation system.
D) essential communication and sales skills.
E) the job of the personnel administrator.

Question 58

All of the following are directly involved in the sequence of steps that a sales manager uses in acquiring salespeople except:

A) perform a scholastic analysis of universities used in recruiting.
B) validate the recruiting process.
C) determine sales qualifications.
D) select prospects.
E) all of the above are involved in the sequence.

Question 59

Since selling is a white collar job, a physical examination is usually not required.

Question 60

You are looking to hire a salesperson for an open territory. Given the low salesperson turnover over the past few years, you've decided to conduct a job analysis and rewrite the job description. To obtain the best possible candidate, the job description should not include:

A) to whom the salesperson reports.
B) how the salesperson interacts with other marketing staff people.
C) the customers to be called on by the salesperson.
D) only the attractive aspects of the job.
E) it should include all of the above.

Question 61

The following laws are designed to prevent employment discrimination except:

A) the Civil Rights Act of 1964.
B) Age Discrimination in Employment Act (1967).
C) the 25th Amendment to the United States Constitution.
D) Rehabilitation Act (1973).
E) Vietnam Veteran's Readjustment Assistance Act (1974).

Question 62

You want to provide some strong evidence to your boss for why you want to limit your initial hiring efforts to present office and factory employees for the entry-level sales opening. Which of the following would you not cite as part of your rationale to your boss?

A) They are familiar with the company's products and procedures.
B) They have established job histories with the firm.
C) They usually consider a transfer to the sales department to be a promotion.
D) They do not require as much training as prospects recruited from outside sources.
E) I would cite all of the above in my rationale.

Question 63

An analysis of past recruiting records indicated that only 1 in 5 recruits are selected for sales positions and that of those selected 60% decline an offer. If the firms want to hire 5 new people, at least how many people should they recruit?

A) 8 people
B) 13 people
C) 42 people
D) 63 people
E) 96 people

Question 64

Classified ads have the advantage(s) of:

A) attracting only qualified candidates.
B) reaching a wide audience.
C) attracting candidates who are not actively looking for a job.
D) all of the above.
E) both b and c of the above.

Question 65

Employment agencies provide value to a number of the hiring steps. However, which of the following activities do employment agencies not explicitly participate in?

A) screening applicant resumes
B) interviewing applicants
C) the final selection
D) agencies will participate in all of the above

Question 66

An analysis of Northwestern Mutual's past recruiting records indicated that 80% of people recruited are not found to be qualified for a sales position at Northwestern. Of the people to which Northwestern makes a job offer, up to 40% will decline the offer. If the firm wants to hire 48 new people, at least how many people should they recruit?

A) 80 people
B) 100 people
C) 150 people
D) 400 people
E) 600 people

Question 67

Analysis of past recruiting records indicate that only 1 in 5 recruits are selected for sales positions and that of those selected only 50% accept an offer. If the firm wants to hire 5 new people, at least how many people should they recruit?

A) 10 people
B) 20 people
C) 36 people
D) 50 people
E) none of the above are correct

Question 68

You have been a recruiter for the Bert Lance restaurant supply chain for the past four years. Based on your knowledge and experiences, which of the following is/are false?

A) The primary problem in personality traits as recruiting criteria is knowing which traits are important to a particular job.
B) Empathy, as a personality trait, will enable your salespeople to better understand and relate to the feelings of the customer.
C) Ego drive, as a personality trait, satisfies personal needs for accomplishment.
D) Empathy and ego drive can compensate for the lack of other important personality traits, as personal characteristics can be improved with formal education and sales training programs.
E) Both a and d of the above are false.

Question 69

Guidelines explaining the discriminatory laws have been issued by:

A) FCC
B) ADA
C) AMA
D) FAA
E) BMOC

Question 70

As an executive with Apsi-Chem, a major supplier of fertilizer in Colorado, you decide to create an application blank in order to provide your sales managers with standardized information on candidates. In order to avoid being sued for discriminatory hiring practices, questions concerning the following variables could be asked:

A) sex or age exceeding 18 years.
B) resident status.
C) marital status.
D) reasons for dishonorable military discharge
E) none of the above.

Question 71

The personal interview is a standard part of the selection process for all sales positions, since interpersonal style is considered important in sales. Hence, the sales manager will be attempting to assess the candidates' in the interview.

A) ability to think quickly
B) speaking voice
C) reasons for leaving previous employers
D) appearance
E) all of the above

Question 72

A convenient and quick way for recruiters to gather previous employment data in a standardized format is:

A) an interview of the recruits' references.
B) an application blank.
C) during the interview.
D) all of the above.

Question 73

An excellent source of sales trainees is educational institutions. However, according to the text, one disadvantage of recruiting sales trainees from reputable colleges is that college students:

A) do not know how to budget their time.
B) lack perseverance.
C) expect to be promoted to management positions quickly.
D) generally do not possess oral and written skills.
E) lack maturity.

Question 74

Advantages of interviewing include all of the following except:

A) allow managers to follow up on information collected from application blanks.
B) directly sort out applicants who have no desire for the job.
C) are more objective than aptitude tests and application blanks.
D) allow managers to observe the applicant's conversation ability and appearance.
E) being a two-way communication procedure for the purpose of exchanging information.

Question 75

The employment agency does everything for a sales manager except:

A) hiring.
B) interviewing.
C) screen resumes.
D) advertising.
E) both a and d of the above.

Question 76

Recruiting is the process through which businesses locate and attract qualified applicants for sales positions. If you are the CEO of a small start-up business with limited training resources and have decided to build your own sales force, which of the following is most likely to be your source of sales trainees?

A) your present customers
B) salespeople with industry experience
C) business associates
D) sales executive clubs
E) newspaper advertising

Question 77

A well-written ad usually identifies all of the following except:

A) the company.
B) product.
C) location.
D) the background and experience needed to fill the job.
E) all of the above are typically included in a well-written ad.

Question 78

Recruiting salespeople from one's competitors or customers is a fairly widespread practice because:

A) a firm not in a position to provide extensive training can often acquire exceptional people from major firms with excellence training programs.
B) a firm can reasonably expect that it will pick up some of the new salesperson's old customers.
C) a firm may acquire the salesperson, trade secrets, and/or new product information from competitors all at the same time.
D) all of the above.
E) both a and b of the above.

Question 79

The Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the 1973 Vocational Rehabilitation Act are essentially designed to:

A) make it illegal to use as job qualifications any attributes that result in discrimination against people of a given race, religion, nationality, sex, or age.
B) make it legal to use information about personal characteristics such as race, religion, nationality, sex, or age when making hiring decisions.
C) Recommend how employers should provide a safe and healthful workplace with adequate protection against hazards that are likely to cause serious physical impairment or death.
D) Provide legal protection to companies hiring practices in case of a wrongful termination lawsuit.
E) None of the above.

Question 80

As the sales manager, you have just finished establishing your firm's procedures for selecting salespeople. Assuming that you have followed a typical sequential filtering process and assuming the following numbers for each step in the process, 1 = interviews
2 = examinations
3 = evaluating application blanks
4 = background checks
Then the correct procedure your recruiters will follow is:

A) 2, 1, 3, 4.
B) 3, 1, 2, 4.
C) 4, 1, 2, 3.
D) 1, 2, 3, 4.
E) The sequence of the steps does not matter.