Question 1

References need not be checked because as one sales manager puts it, "Even the losers have three good references so I don't bother checking them."

Accepted Answer

This statement is false. Checking references is an important step in the hiring process to ensure the candidate's qualifications and experience match what they have claimed. It is not safe to assume that every candidate will have three good references or that they will provide accurate information without verification.

Question 2

A valid reference check may be useful in helping a company prevent a lawsuit resulting from a negligent hire.

Accepted Answer

Conducting valid reference checks can reveal important information about a candidate's job history, performance, and behavior that may not be apparent through interviews or resumes. This can help a company avoid hiring someone who may pose a risk to the company or its employees, and can therefore help prevent potential lawsuits resulting from a negligent hire.

Question 3

When questioning references, avoid questions concerning arrests.

Accepted Answer

Questions about arrests can be seen as discriminatory and may also be illegal depending on the jurisdiction. It is better to focus on job-related questions when questioning references.

Question 4

Requiring the job candidate to pass a physical examination is often a formal condition of employment.

Accepted Answer

Many jobs require employees to pass a physical examination as a condition of employment, especially if the job involves physical labor or potential health risks. This is often done to ensure that the employee is physically capable of performing the job duties and to minimize the employer's liability.

Question 5

A company can test for drug use if the applicant is informed of the test prior to taking it, if the results are kept confidential, and drug testing is reasonably related to potential job functions.

Accepted Answer

This statement is true according to most drug testing laws and regulations in the United States. However, specific laws and regulations may vary by state and country.

Question 6

When conducting a background check it is good advice to be wary of first-party references.

Accepted Answer

First-party references are provided by the job candidate themselves and may not be completely objective or accurate. It is best to seek out third-party references such as former supervisors, colleagues or clients to get a more objective view of the candidate's work history and performance.

Question 7

The radial search for referrals is a method of reference checking that requires getting additional references from the second-party references.

Accepted Answer

The answer of The radial search for referrals is a...

Question 8

Some candidates may be "put on hold" until the top candidates have made their decisions about accepting the position.

Accepted Answer

This is a common practice among employers to ensure that they have the best possible candidate for the job. They may wait for top candidates to make their decisions before moving on to other applicants.

Question 9

In communicating with those offered jobs, it is now appropriate for the sales manager to "sell" the prospective salesperson on joining the firm.

Accepted Answer

Yes, it is appropriate for the sales manager to use persuasive and appealing language to convince the prospective salesperson to join the firm. This can include highlighting the opportunities for growth, the company culture, and the benefits of the job.

Question 10

A market bonus is a one-time payment to highly qualified salespeople that recognizes an existing imbalance in supply and demand in a given labor market.

Accepted Answer

A market bonus is specifically designed to attract or retain highly talented salespeople who are in great demand in their industry. It is a one-time payment that reflects the supply and demand imbalance in the labor market.

Question 11

In the selection process, all job applicants should be treated equally.

Accepted Answer

All job applicants should be given equal consideration based on their qualifications, experience, and skills. Discrimination based on factors such as race, ethnicity, gender, age, religion, or disability is illegal and unethical. The selection process should be fair, transparent, and merit-based.

Question 12

The specific reason for not hiring a candidate must be given, if requested.

Accepted Answer

Employers are not legally required to provide a specific reason for not hiring a candidate in many jurisdictions, and often choose not to do so to avoid potential legal issues.

Question 13

The Civil Rights Act of 1991 prohibits discrimination against people of ages 40 and older.

Accepted Answer

The Civil Rights Act of 1991 primarily addresses equal employment opportunities and compensation discrimination; the Age Discrimination in Employment Act (ADEA) of 1967 is the law that specifically prohibits employment discrimination against persons 40 years of age or older.

Question 14

Although questions related to age, height, and weight should not be asked on a job application, it is perfectly acceptable to request information related to a military discharge and which holidays are observed by candidates.

Accepted Answer

Both parts of the statement are incorrect. Questions related to military discharge are prohibited by federal law under the Uniformed Services Employment and Reemployment Rights Act (USERRA), and it is not necessary or relevant to ask about holidays observed by candidates.

Question 15

When interviewing, you do not have to ask every applicant the same questions.

Accepted Answer

While it's important to maintain consistency in the topics covered to ensure fairness and legal compliance, the specific questions can vary to delve deeper into each candidate's unique background, skills, and experiences.

Question 16

Earnings potential of a job should be stated in terms of what the top producer earns in order to give applicants a feasible figure for which to shoot.

Accepted Answer

Earnings potential should be realistically presented to include a range or average that most employees can expect, not just the top outliers, to provide a more accurate and achievable target for applicants.

Question 17

Misrepresenting the job may lead to later problems from those recruited under false pretenses.

Accepted Answer

Misrepresenting the job may lead to legal issues, dissatisfaction among employees, and a negative impact on the company's reputation. It is important to be transparent and honest while recruiting to avoid any future problems.

Question 18

Demanding an impromptu sales presentation for a convenient item such as a ballpoint pen seems reasonable to a professional salesperson that is accustomed to having to make unplanned presentations.

Accepted Answer

The answer of Demanding an impromptu sales presentation for a...

Question 19

Sales managers that use stress interviewing justify its use, saying that salespeople must be able to think on their feet and react quickly to unanticipated questions from customers.

Accepted Answer

Sales managers believe that stress interviewing can help determine if potential salespeople can handle high-pressure situations and think quickly on their feet, which are important skills for the job.

Question 20

The stress interview may paint an unfavorable image of the company.

Accepted Answer

The stress interview is designed to put candidates under pressure and assess their ability to handle stress. However, it may also create a negative impression of the company in the minds of candidates who feel they were treated unfairly or unprofessionally. This can lead to a poor reputation for the company among job seekers and may make it harder to attract top talent in the future.

Quiz 4: Acquiring Sales Talent: Recruitment and Selection