Deck 11: Recruiting and Selecting Sales-people

Question 1

Jeff is the HR manager for an industrial supply company.He is often included in recruiting and selection of salespeople but knows:

A)He is included only to appease upper management.
B)He is included because he needs to explain benefits.
C)His insights will determine the final selection.
D)He is not as knowledgeable about the job as the sales manager.

Answer 1

D

Question 2

Regardless of who is responsible for recruiting salespeople,certain procedures should be followed to make sure candidates have:

A)An appropriate college degree.
B)Appropriate social skills.
C)An aptitude for the job and the potential to be successful.
D)Sufficient income to remain solvent until commission checks are received.

Answer 2

C

Question 3

Danielle is in charge of recruiting a new salesperson.She sets as her goal:

A)To find as many applicants as possible.
B)To find as many qualified applicants as possible.
C)To attract a few good applicants.
D)Hiring only relatives of current employees.

Answer 3

C

Question 4

During the evaluation stage,managers must be especially careful not to:

A)Interview too many people.
B)Violate equal employment opportunity laws.
C)Overlook promising candidates.
D)Select their favorite candidates.

Question 5

Lance has been directed to conduct a thorough job analysis before recruiting new salespeople.Lance will likely determine what ____________________ are involved in the job to be filled.

A)Activities.
B)Tasks.
C)Responsibilities.
D)All of the choices are correct.

Question 6

As part of conducting a job analysis,Ingrid is interviewing the current salesperson.Ingrid should ask the salesperson:

A)When he or she will be leaving?
B)What he or she actually does?
C)Where he or she received their education?
D)None of the choices are correct.

Question 7

Which of the following is typically NOT part of a sales job description?

A)The nature of the product(s)to be sold.
B)The mental and physical demands.
C)The past sales and commission history.
D)the types of customers to be called on.

Question 8

In deciding on selection criteria,companies with many salespeople will sometimes:

A)Evaluate the personal histories of existing salespeople.
B)Include the sales force in the selection process.
C)Avoid use of internal applicants in order to avoid company conflicts.
D)All of the choices are correct.

Question 9

When a multi-disciplinary team is involved in hiring salespeople,the final say in determining who is hired usually is made by:

A)The sales manager.
B)Experienced salespeople.
C)The HR manager.
D)The CEO.

Question 10

A sales manager can use a job description to guide recruiting efforts and later as:

A)A job analysis.
B)An internal resource allocation device.
C)Standards for evaluating performance.
D)All of the choices are correct.

Question 11

The number and level of people involved in recruiting and selecting salespeople depends on:

A)Equal employment opportunity laws.
B)The effectiveness of the human resources department.
C)The size of the sales force and kind of selling involved.
D)All of the choices are correct.

Question 12

In most organizations ___________ are primarily responsible for hiring new salespeople.

A)Human resources departments.
B)Field sales managers.
C)Top sales executives.
D)Vice-president for recruitment.

Question 13

The most difficult part of the sales recruitment and selection process is:

A)Writing the job description.
B)Determining the qualifications of prospective employees.
C)Conducting the job analysis.
D)Finding a pool of applicants.

Question 14

Existing job descriptions should not automatically be used when recruiting and selecting new salespeople because of possible changes in the:

A)Job.
B)Customers.
C)Competition.
D)All of the choices are correct.

Question 15

Ellen is in the process of recruiting new salespeople.She has conducted a job analysis and written a job description.Next,she should:

A)Develop a job qualifications statement.
B)Re-write the job description.
C)Review external selection procedures.
D)Conduct an environmental scan.

Question 16

After establishing policy concerning who is responsible for recruitment and selection,the next step in the recruitment process is:

A)Writing a job description.
B)Finding a pool of applicants.
C)Conducting reference checks.
D)Conducting a thorough job analysis.

Question 17

Tom is conducting a job analysis.He should start with collecting information from:

A)Competitors.
B)The job occupant and sales manager.
C)The HR department.
D)Advertisements written by other firms seeking salespeople.

Question 18

After conducting a job analysis for a new sales position,a sales manager or HR specialist will next:

A)Develop a job qualifications statement.
B)Write a job description.
C)Review internal selection procedures.
D)Conduct an environmental scan.

Question 19

By telling the potential salesperson what will be expected before employment,a well-written job description:

A)Increases the rep's chances of success.
B)Encourages everyone to apply.
C)Increases role ambiguity.
D)Reduces the need for job analysis.

Question 20

The first decision in recruitment and selection is:

A)Deciding who is responsible for hiring new salespeople.
B)Establishing policies.
C)Analyzing the job.
D)Evaluating applicants.

Question 21

Which of the following is NOT an external source of sales recruits?

A)Ads.
B)Recruiting agencies.
C)Colleges.
D)International divisions of the company.

Question 22

For recruiting salespeople,the Internet is best used for:

A)Everything.
B)Screening candidates.
C)Attracting young people.
D)Facilitating the interviewing process.

Question 23

Terry is recruiting new salespeople and is considering placing an ad in the industry magazine.She wants to place an open ad for all of the following reasons EXCEPT:

A)It will give Terry the opportunity to explain the attractive features of the position.
B)It will generate a more select pool of high-quality candidates.
C)It will reduce selection costs.
D)It will avoid any ethical questions concerning possible deception.

Question 24

One of the limitations associated with recruiting from within a company is:

A)Animosity from the supervisors in other departments losing personnel to sales.
B)People in nonsales departments have different kinds of sales experience.
C)Too much technical knowledge of the product among nonsales people.
D)All of the choices are correct.

Question 25

Purchasing agents can be a good source of sales recruit referrals because they:

A)Have been in the business a long time.
B)Have so many contacts with production and development people.
C)Know what impresses them in salespeople who call on them.
D)All of the choices are correct.

Question 26

People in nonsales departments sometimes have ____________ and are a common source of sales recruits.

A)Production mentality.
B)Latent talent.
C)Advertising creativity.
D)None of the choices are correct.

Question 27

In writing the job qualification statement,Marion clearly states the educational and experience requirements for the sales position.She hopes this will:

A)Encourage everyone to apply.
B)Discourage unqualified people from applying.
C)Comply with EEO laws.
D)Attract graduates from her college.

Question 28

The advantage of recruiting salespeople from current company employees is:

A)Company employees have established performance records
B)Recruits from inside the company require more orientation and training
C)Recruiting from within can impair company morale.
D)All of the choices are correct.

Question 29

Research has shown that ______________ are the worst predictor of a potential salesperson's future job performance.

A)Applications.
B)Evaluations based on personal interviews.
C)Reference checks.
D)Psychological tests.

Question 30

When a company expands globally,sales recruiting:

A)Becomes easier.
B)Problems magnify.
C)Should use the same process as conducted domestically.
D)Should use the same process as conducted domestically adapting only for differences in employment law.

Question 31

In deciding on selection criteria,companies with many salespeople will sometimes evaluate the personal histories of existing salespeople to determine what traits differentiate good and poor performances,assuming:

A)All salespeople are equal in capability.
B)A cause-and-effect relationship between traits and performance.
C)Sales managers cannot identify which salespeople are poor performers.
D)Statistical association but not causation.

Question 32

Self-selection by prospective employees is:

A)Illegal.
B)Not illegal but an unethical business practice.
C)Accomplished during the interview stage.
D)The most efficient means of selection.

Question 33

Brad is recruiting new salespeople and is considering placing an ad in the industry magazine.He wants to place an open ad because:

A)It will contain only minimal information.
B)It will maximize the number of candidates.
C)It will only be opened by a few people.
D)It will generate a more select pool of high-quality candidates.

Question 34

Research has shown that ______________ are the best predictors of a potential salesperson's future job performance.

A)Applications.
B)Personal interviews.
C)Reference checks.
D)Psychological tests.

Question 35

Which of the following is a good source of sales recruits without negative attitudes toward selling careers?

A)Elite colleges.
B)High schools.
C)Technical schools with sales training programs.
D)All of the choices are correct.

Question 36

Ron is recruiting new salespeople and is considering placing an ad in the industry magazine.He wants to place a blind ad because:

A)It will contain only minimal information.
B)It will maximize the number of candidates.
C)It will give Ron the opportunity to explain the attractive features of the position.
D)All of the choices are correct.

Question 37

Jared is recruiting new salespeople and one of the applicants is a salesperson for a direct competitor.Jessica recognizes the advantage of hiring this candidate is:

A)Reduce learning curve.
B)Motivation for existing staff members.
C)Experience.
D)All of the choices are correct.

Question 38

Recruiting communications should point out:

A)Only the attractive aspects of the job.
B)Only the unattractive aspects of the job.
C)The qualifications and likely compensation.
D)The type of sales but not the type of products.

Question 39

Jamodd is recruiting new salespeople and one of the applicants is a salesperson for a direct competitor.Jamodd recognizes the advantage of hiring this candidate is:

A)The corporate culture he or she will bring.
B)The potential for a noncompete clause.
C)Experience.
D)Credibility with customers.

Question 40

When hiring a salesperson from a competitor,there is greatest potential for:

A)Short-term benefits.
B)Long-term benefits.
C)Both long and short-term benefits.
D)None of the above.

Question 41

When Lora interviews sales candidates,she intentionally will use silence to see how the candidate responds.Lora is using a ___________ interviewing technique.

A)Stress.
B)Structured.
C)Unstructured.
D)Case study.

Question 42

Psychological tests that assess candidate's interest in,or ability to perform certain tasks and activities are___________________ tests.

A)Intelligence.
B)Aptitude.
C)Personality.
D)Correspondence.

Question 43

By telling the potential salesperson what will be expected before employment,a well-written job description increases a rep's chances of success.

Question 44

Psychological tests that assess candidate's mental ability to perform a job successfully are ___________________ tests.

A)Intelligence.
B)Aptitude.
C)Personality.
D)Correspondence.

Question 45

Competitors are rarely used as a source for new salespeople.

Question 46

Interviews work best when:

A)Performed under stress.
B)Used with other assessment tools.
C)When conducted by HR specialists.
D)The candidate is unknown.

Question 47

The first decision in recruitment and selection is analyzing the job.

Question 48

Sales recruiters often do not use psychological tests because:

A)They doubt the validity of such tests.
B)They do not always produce consistent scores.
C)They may be viewed as an invasion of privacy.
D)All of the choices are correct.

Question 49

An effective recruiting effort should not discourage unqualified people from applying.

Question 50

Though it has been shown to be an effective recruit evaluation tool,the least used tool is:

A)Applications.
B)Evaluations based on personal interviews.
C)Reference checks.
D)Psychological tests.

Question 51

To avoid bias in recruitment and selection when conducting a job analysis,current job occupants should not be observed or interviewed.

Question 52

Zan has decided he wants to pursue a career in sales and has arranged a series of interviews.The next thing he should do is:

A)Consult with his role partners to see if this is a good decision.
B)Prepare for each interview by learning about the company.
C)Develop a detailed job analysis.
D)Expand his internal sources of sales competency.

Question 53

One disadvantage for HR specialists involved is recruiting and selection is they are typically not as knowledgeable about the job demands.

Question 54

When interviewing for a sales position,you are:

A)Studying sales interviewing.
B)Preparing to buy the products the company sells.
C)Selling yourself.
D)All of the choices are correct.

Question 55

After establishing policy concerning who is responsible for recruitment and selection,the next step in the recruitment process is conducting a thorough job analysis.

Question 56

The final decision of who is hired is usually made by the sales manager.

Question 57

When conducting a job analysis,information should be collected from people doing the job and the sales manager.

Question 58

When interviewing candidates,questions about race,sex,age,or national origin should:

A)Only be asked if necessary for the job requirements.
B)Be avoided.
C)Not be necessary since they will have been answered on the application form.
D)All of the choices are correct.

Question 59

When finding and attracting a pool of applicants,the goal is to attract as many qualified applicants as possible.

Question 60

Sales recruiters sometimes use unstructured interviews because they:

A)Provide consistency when comparing candidates.
B)Allow the candidate to talk freely yielding insights into his or her character and motivations.
C)Are easier to conduct than structured interviews.
D)Avoid the potential for bias in interviewing.

Question 61

What tasks need to be carried out during the evaluation stage of recruitment and selection?

Question 62

In sales recruiting,what does it mean to be "penny wise but pound foolish?"

Question 63

What personal traits have been found to be associated with salespeople who fail?

Question 64

Jamod is recruiting new salespeople and one of the applicants is a salesperson for a direct competitor.What are the advantages of hiring this candidate?

Question 65

After establishing policies concerning responsibility for recruitment and selection,what tasks should be addressed next?

Question 66

What types of psychological tests can a recruiting company use and why should they consider using them?

Question 67

Arlene is in charge of recruitment.Where should she look for a pool of applicants?

Question 68

How can a well-written job description help a sales manager in areas beyond recruiting?

Question 69

What activities are involved in evaluating applicants?

Question 70

Jessica is recruiting new salespeople and one of the applicants is a salesperson for a direct competitor.What are the disadvantages of hiring this candidate?

Question 71

Why should existing job descriptions not be automatically used when recruiting and selecting new salespeople?

Question 72

Why is recruiting and selecting salespeople important?

Question 73

When establishing policies concerning responsibility for recruitment and selection,what questions should be addressed?

Question 74

What are the advantages of recruiting salespeople from current company employees?

Question 75

What dimensions and requirements are typically included in sales job descriptions?