Question 1

Planned decreases in marketing expenditures may indirectly affect the number of salespeople need.

Accepted Answer

If the company is planning to decrease its marketing expenditures, it may result in a decrease in the number of leads generated, which in turn may decrease the number of salespeople required to handle those leads.

Question 2

A personal history analysis usually is better adapted for use by a firm with a large sales force that has been in business for several years rather than for newer companies with small sales forces.

Accepted Answer

A personal history analysis is typically used to identify the common characteristics of successful salespeople within a company. This type of analysis is more useful for firms with a large sales force that has been in business for several years because they have a larger sample size of successful salespeople to analyze. Newer companies with smaller sales forces may not have enough data to conduct an accurate analysis or may not have enough successful salespeople to compare against.

Question 3

The hiring process should not require that a hiring agent convince the applicant that the company offers good opportunities because the applicant should already know this.

Accepted Answer

It is important for the hiring agent to communicate the company's values, culture, and opportunities to potential applicants. This helps the applicant make an informed decision about whether the company aligns with their career goals and values.

Question 4

Discrimnation charges can be based primarily on the sources that are used to recruit salespeople.

Accepted Answer

Discrimination charges can be based on several factors, including the sources used to recruit salespeople. If a company uses recruiting sources that disproportionately exclude certain protected classes, it could lead to discrimination charges. For example, if a company only recruits from predominantly white neighborhoods, it may be accused of discriminating against people of color.

Question 5

A well prepared description will usually include "job demands" such as the amount of travel,autonomy and stress,and the duties and responsibilities related to the job.

Accepted Answer

A well-prepared job description includes job demands such as travel, autonomy, stress, duties, and responsibilities related to the job.

Question 6

The easiest way a firm can protect itself against discrimination charges with regard to the sources fir its recruiting is to recruit from the same source all of the time.

Accepted Answer

Recruiting from the same source all the time can lead to a lack of diversity and potential discrimination claims. To protect against discrimination charges, firms should use a diverse range of sources and methods for recruiting.

Question 7

Determining the qualifications needed to fill a sales job is one of the easier parts of the selection function.

Accepted Answer

Determining the qualifications needed for a sales job can be complex and require analysis of the job role, industry, organization culture, and market. It involves identifying the necessary skills, experience, education, and personality traits that will allow the candidate to be successful in the position. Therefore, it is not usually considered an easy task in the selection function.

Question 8

Not all companies should use team-building as part of their recruiting criteria.

Accepted Answer

While team-building can be a valuable skill for many workplaces, it may not be necessary or relevant for all companies or job roles. Other factors, such as individual skill sets and job qualifications, may be more important in the recruiting process for certain companies.

Question 9

When a sales executive designs a good program for screening and selecting people,that executive has fulfilled his or her responsibility for staffing the sales force.

Accepted Answer

Designing a good program for screening and selecting people is an important part of staffing the sales force, but it does not fulfill the executive's entire responsibility. Staffing also involves training, evaluating, and possibly terminating employees, among other duties.

Question 10

A job description is probably the most important single tool used in operating a sales force.

Accepted Answer

A job description clearly defines the roles and responsibilities of the sales force, which helps in effective management and efficient utilization of resources. It also sets performance standards and helps in recruiting the right candidates for the job. Therefore, it is an essential tool for running a successful sales force.

Question 11

It is a good policy for a company to hire significantly more sales reps than is needed,with the intent of weeding out the poor performers as time goes by.

Accepted Answer

It is not a good policy for a company to hire significantly more sales reps than is needed with the intent of weeding out the poor performers as it can waste resources, time and money. Instead, the company should have a thorough and effective recruitment process to hire the right number of sales reps with the necessary skills and experience to perform well in their roles. Furthermore, the company should have a system in place to train and develop their sales reps, provide them with incentives and motivate them to perform at their best.

Question 12

Regarding the law and sales force selection,the burden of proof generally rests with the company to show that it is complying with the regulations.

Accepted Answer

The burden of proof generally rests with the company to show that it is complying with the regulations in sales force selection. This is because the company has the responsibility to ensure that its selection process does not discriminate against any protected groups. If a complaint is brought against the company, the burden of proof is on the company to show that it did not engage in discriminatory practices.

Question 13

The Equal Employment Opportunity Commission (EEOC)regulations regarding hiring salespeople apply only to firms with 25 or more employees.'

Accepted Answer

The EEOC regulations regarding hiring salespeople apply to all firms, regardless of size.

Question 14

A job description is critically important as part of the selection process,but normally it is not used in other areas of running a sales force.

Accepted Answer

A job description serves as a guide for hiring and selecting the right candidates for a sales force, but it can also be used in other areas such as performance evaluations, goal setting, and training and development. Therefore, it is not correct to say that a job description is only used in the selection process.

Question 15

A good selection process can improve the company's profitability by reducing turnover cost.

Accepted Answer

A good selection process is essential for hiring the right employees who fit well within the company's culture and have the necessary skills and qualifications for the job. This can lead to greater job satisfaction and employee retention, reducing the cost and disruption of turnover. Ultimately, having a stable, skilled, and engaged workforce can improve the company's productivity and profitability.

Question 16

The laws and guidelines regarding affirmative action require employers to make additional efforts to recruit,employ,and promote qualified members of groups formerly excluded.

Accepted Answer

Affirmative action is a policy designed to redress past discrimination against specific groups by giving them preferential treatment in hiring and other aspects of employment. It requires employers to make additional efforts to recruit, employ, and promote qualified members of groups that have been historically excluded, such as women, minorities, and people with disabilities. Therefore, the statement is true.

Question 17

The job description is only useful for companies which are recruiting continuously.

Accepted Answer

The job description can also be useful for companies that are not continually recruiting as it can be used as a reference or guideline for future recruitment needs. It can also be used as a tool for evaluating employee performance and determining job duties and responsibilities.

Question 18

The sales force selection process should be easier in the 2000s because there is a much greater supply of qualified applicants than has been available in the past.

Accepted Answer

This statement is false. While there may be more potential candidates available due to the rise of online job postings and social media recruitment, the process of identifying the most qualified candidates still requires careful consideration and strategic selection methods. The increased volume of applicants can actually make the selection process more complex and time-consuming.

Question 19

When preparing a job analysis for sales positions,a company should include its sales reps among those being interviewed.

Accepted Answer

Including sales reps in the job analysis process for sales positions can provide valuable insights into the daily tasks, responsibilities, and skills required for success in the role. They can also offer feedback on the company's existing sales tactics and strategies.

Question 20

Recruiting is difficult because only 1 in 100 candidates qualified.

Accepted Answer

The statement is not necessarily true or false as it depends on the specific job position and qualifications required. Some positions may have a higher or lower number of qualified candidates.

Quiz 5: Profiling and Recruiting Salespeople