Question 1

Is there a way a company can determine how many applicants it needs to attract to fill the open sales positions is has? Discuss this idea.

Accepted Answer

Yes.a company should look at its hiring history for similar positions and find out the percentage of applicants that they ultimate made job offers to.Then,look at the percentage of candidates who were offered jobs that accepted the offer.Multiply the two percentages together.Then take the number of positions that need to be filled,and divide it by that number (the multiplied percentages).That tells how many applicants they will need to fill those positions.

Question 2

Hiring good salespeople is a simple matter of placing some ads and then picking the best people who send in resumes.

Accepted Answer

A) True 
 B)False  False

Question 3

A company can figure out how many applicants it will likely need to fill the number of sales positions it needs to fill by:

Accepted Answer

A) looking at the number of sales positions it needs to fill,then multiplying that times the number of job applicants it received the last time it filled a sales position 
B) looking at the number of applicants it has received,then calculating the ratio of good applicants to bad applicants,and dividing that by the number of positions it needs to fill 
C) looking at the percentage of applicants that have experience and multiplying that by the percentage of applicants that have the degree of education requested,and dividing that number into the number of positions they have to fill 
D) looking at the percentage of applicants it has traditionally offered positions to,and multiplying that by the percentage of those applicants who have accepted those positions,and dividing that number into the number of positions they have to fill. 
E) looking at the percentage of new hires that stay with the company for more than a year and multiplying that times the number of applicants they have received for the last sales position they advertised,then dividing that number into the number of positions they have to fill 
A) looking at the number of sales positions it needs to fill,then multiplying that times the number of job applicants it received the last time it filled a sales position 
B) looking at the number of applicants it has received,then calculating the ratio of good applicants to bad applicants,and dividing that by the number of positions it needs to fill 
C) looking at the percentage of applicants that have experience and multiplying that by the percentage of applicants that have the degree of education requested,and dividing that number into the number of positions they have to fill 
D) looking at the percentage of applicants it has traditionally offered positions to,and multiplying that by the percentage of those applicants who have accepted those positions,and dividing that number into the number of positions they have to fill. 
E) looking at the percentage of new hires that stay with the company for more than a year and multiplying that times the number of applicants they have received for the last sales position they advertised,then dividing that number into the number of positions they have to fill D

Question 4

Discuss some of the difficulties that can occur during the hiring process with candidates from cultural backgrounds other than the background of the manager.

Accepted Answer

Candidates may not give the same kinds o

Question 5

A sales manager needs to know if a salesperson can lift 40-pound boxes of product as part of the sales process.What is a legal way the manager can determine this during the interview process?

Accepted Answer

A) Look at the applicant and make a judgement based on how strong the applicant looks. 
B) Require the applicant to take a physical examination as part of the application process. 
C) Ask a private search firm to obtain the applicant's medical records. 
D) Ask the applicant,"Do you have strong arms?" 
E) Ask the applicant,"The job requires routinely lifting 40-pound boxes.Would you be able to do that consistently?" 
A) Look at the applicant and make a judgement based on how strong the applicant looks. 
B) Require the applicant to take a physical examination as part of the application process. 
C) Ask a private search firm to obtain the applicant's medical records. 
D) Ask the applicant,"Do you have strong arms?" 
E) Ask the applicant,"The job requires routinely lifting 40-pound boxes.Would you be able to do that consistently?"

Question 6

Explain some common hiring mistakes a manager can make.

Accepted Answer

A manager can rush to hire someone,not r

Question 7

The difference between internal candidates and external candidates is that:

Accepted Answer

A) internal candidates are candidates that already work for the company,while external candidates come from outside the company 
B) internal candidates are candidates that come from outside the company,while external candidates already work for the company 
C) internal candidates are candidates that have sales experience,while external candidates are candidates without sales experience 
D) internal candidates are candidates without sales experience,while external candidates are candidates that have sales experience 
E) internal candidates come from the same branch or division of the company,while external candidates come from a different division of the same company 
A) internal candidates are candidates that already work for the company,while external candidates come from outside the company 
B) internal candidates are candidates that come from outside the company,while external candidates already work for the company 
C) internal candidates are candidates that have sales experience,while external candidates are candidates without sales experience 
D) internal candidates are candidates without sales experience,while external candidates are candidates that have sales experience 
E) internal candidates come from the same branch or division of the company,while external candidates come from a different division of the same company

Question 8

Of all the ways to attract applicants for positions,advertising in the newspaper is still the best way.

Accepted Answer

A) True 
 B)False

Question 9

All of the following are elements that are likely to appear in a job description EXCEPT:

Accepted Answer

A) the age of the ideal candidate 
B) the products or services the employee will be selling 
C) the tasks and responsibilities of the job 
D) the relationship between the employee and others in the organization 
E) the compensation method and amount 
A) the age of the ideal candidate 
B) the products or services the employee will be selling 
C) the tasks and responsibilities of the job 
D) the relationship between the employee and others in the organization 
E) the compensation method and amount

Question 10

A job analysis is an analysis of the:

Accepted Answer

A) job market in the company's industry 
B) national employment rates 
C) employees in the same job function within a company,comparing their performances 
D) ways a given job in a company could be made more efficient 
E) duties,behaviors,and activities of a person in a sales position 
A) job market in the company's industry 
B) national employment rates 
C) employees in the same job function within a company,comparing their performances 
D) ways a given job in a company could be made more efficient 
E) duties,behaviors,and activities of a person in a sales position

Question 11

Managers who rush through the hiring process and assume that they can fix any problems with a candidate during the training process:

Accepted Answer

A) have never gone through the process of attempting to train subpar employees 
B) may find that the problems cannot be corrected and the hire is a mistake 
C) will have to fire that employee eventually for incompetence 
D) should not be in a managerial position with the company 
E) need to be supervised closely by the human relations department 
A) have never gone through the process of attempting to train subpar employees 
B) may find that the problems cannot be corrected and the hire is a mistake 
C) will have to fire that employee eventually for incompetence 
D) should not be in a managerial position with the company 
E) need to be supervised closely by the human relations department

Question 12

Discuss the differences between the kinds of applicants that will come in from a newspaper ad vs.postings on online job boards.Do these differences indicate anything about future job performance?

Accepted Answer

In general,applicants who apply online f

Question 13

Why is there such a high turnover rate in sales,relative to other job positions?

Accepted Answer

The turnover rate in sales is high becau

Question 14

Hiring the wrong people to fill sales positions is not a high-stakes mistake,because the bad hires will still learn everything they need to know in training.

Accepted Answer

A) True 
 B)False

Question 15

What are some benefits of hiring people referred to the company by friends or relatives?

Accepted Answer

Assuming the company trusts the moral ch

Question 16

Why is it so vital for a manager to be thoughtful and perform a job analysis when hiring for a new sales position?

Accepted Answer

A job analysis tells the manager exactly

Question 17

All of the following are questions that are illegal to ask a job applicant EXCEPT:

Accepted Answer

A) "Are you married?" 
B) "What religion are you?" 
C) "Were you ever in the army?" 
D) "Are you a man or a woman?" 
E) "How old are you?" 
A) "Are you married?" 
B) "What religion are you?" 
C) "Were you ever in the army?" 
D) "Are you a man or a woman?" 
E) "How old are you?"

Question 18

What is a potentially difficult issue that must be navigated when a company hires salespeople from diverse backgrounds?

Accepted Answer

A) Candidates from other cultural backgrounds may not be as qualified as the candidates who come from the majority cultural background. 
B) Candidates from other cultural backgrounds often have worked harder to get where they are and need to be recognized for that in the workplace. 
C) Candidates from other cultural backgrounds may not make the expected responses or body language during the interview process. 
D) Companies cannot expect the same level of sales performance from these candidates so their evaluation methods must be different. 
E) Companies may have to change their corporate cultures to put more emphasis on unfamiliar holidays and customs. 
A) Candidates from other cultural backgrounds may not be as qualified as the candidates who come from the majority cultural background. 
B) Candidates from other cultural backgrounds often have worked harder to get where they are and need to be recognized for that in the workplace. 
C) Candidates from other cultural backgrounds may not make the expected responses or body language during the interview process. 
D) Companies cannot expect the same level of sales performance from these candidates so their evaluation methods must be different. 
E) Companies may have to change their corporate cultures to put more emphasis on unfamiliar holidays and customs.

Question 19

How can managers use the information a job applicant puts on the application during the interview?

Accepted Answer

A) The manager can try to assess if the applicant has written correct information by observing the applicant's body language. 
B) The manager can compare the applicant's resume and application to see if they match. 
C) The manager can verify the applicant's dates of employment by calling former employers. 
D) The manager can avoid asking questions about any topics that may be sensitive to the applicant,like gaps in employment history. 
E) The manager can ask questions following up on things the applicant has written. 
A) The manager can try to assess if the applicant has written correct information by observing the applicant's body language. 
B) The manager can compare the applicant's resume and application to see if they match. 
C) The manager can verify the applicant's dates of employment by calling former employers. 
D) The manager can avoid asking questions about any topics that may be sensitive to the applicant,like gaps in employment history. 
E) The manager can ask questions following up on things the applicant has written.

Question 20

The turnover rate for salespeople is:

Accepted Answer

A) approximately the same as the turnover rate for employees as a whole 
B) slightly higher than the turnover rate for employees as a whole 
C) much higher than the turnover rate for employees as a whole 
D) slightly lower than the turnover rate for employees as a whole 
E) much lower than the turnover rate for employees as a whole 
A) approximately the same as the turnover rate for employees as a whole 
B) slightly higher than the turnover rate for employees as a whole 
C) much higher than the turnover rate for employees as a whole 
D) slightly lower than the turnover rate for employees as a whole 
E) much lower than the turnover rate for employees as a whole

Is there a way a company can determine how many applicants it needs to attract to fill the open sales positions is has? Discuss this idea.

Hiring good salespeople is a simple matter of placing some ads and then picking the best people who send in resumes.

A company can figure out how many applicants it will likely need to fill the number of sales positions it needs to fill by:

Discuss some of the difficulties that can occur during the hiring process with candidates from cultural backgrounds other than the background of the manager.

A sales manager needs to know if a salesperson can lift 40-pound boxes of product as part of the sales process.What is a legal way the manager can determine this during the interview process?

Explain some common hiring mistakes a manager can make.

The difference between internal candidates and external candidates is that:

Of all the ways to attract applicants for positions,advertising in the newspaper is still the best way.

All of the following are elements that are likely to appear in a job description EXCEPT:

A job analysis is an analysis of the:

Managers who rush through the hiring process and assume that they can fix any problems with a candidate during the training process:

Discuss the differences between the kinds of applicants that will come in from a newspaper ad vs.postings on online job boards.Do these differences indicate anything about future job performance?

Why is there such a high turnover rate in sales,relative to other job positions?

Hiring the wrong people to fill sales positions is not a high-stakes mistake,because the bad hires will still learn everything they need to know in training.

What are some benefits of hiring people referred to the company by friends or relatives?

Why is it so vital for a manager to be thoughtful and perform a job analysis when hiring for a new sales position?

All of the following are questions that are illegal to ask a job applicant EXCEPT:

What is a potentially difficult issue that must be navigated when a company hires salespeople from diverse backgrounds?

How can managers use the information a job applicant puts on the application during the interview?

The turnover rate for salespeople is:

Introduction to Sales Management

The Sales Function and Multi-Sales Channels

Leadership and the Sales Executive

Ethics,the Law,and Sales Leadership

Business-To-Business B2bsales and Customer Relationship Management

Leveraging Information Technologies

Designing and Organizing the Sales Force

Training and Developing the Sales Force

Supervising,managing,and Leading Salespeople

Setting Goals and Managing the Sales Forces Performance

Motivating and Rewarding Salespeople

Turning Customer Information Into Sales Knowledge

Assessing the Performance of the Sales Force and the People Who Comprise It

Internal and External Cultural Forces

Filters

Exam 8: Recruiting and Selecting the Right Salespeople

Is there a way a company can determine how many applicants it needs to attract to fill the open sales positions is has? Discuss this idea.

Hiring good salespeople is a simple matter of placing some ads and then picking the best people who send in resumes.

A company can figure out how many applicants it will likely need to fill the number of sales positions it needs to fill by:

Discuss some of the difficulties that can occur during the hiring process with candidates from cultural backgrounds other than the background of the manager.

A sales manager needs to know if a salesperson can lift 40-pound boxes of product as part of the sales process.What is a legal way the manager can determine this during the interview process?

Explain some common hiring mistakes a manager can make.

The difference between internal candidates and external candidates is that:

Of all the ways to attract applicants for positions,advertising in the newspaper is still the best way.

All of the following are elements that are likely to appear in a job description EXCEPT:

A job analysis is an analysis of the:

Managers who rush through the hiring process and assume that they can fix any problems with a candidate during the training process:

Discuss the differences between the kinds of applicants that will come in from a newspaper ad vs.postings on online job boards.Do these differences indicate anything about future job performance?

Why is there such a high turnover rate in sales,relative to other job positions?

Hiring the wrong people to fill sales positions is not a high-stakes mistake,because the bad hires will still learn everything they need to know in training.

What are some benefits of hiring people referred to the company by friends or relatives?

Why is it so vital for a manager to be thoughtful and perform a job analysis when hiring for a new sales position?

All of the following are questions that are illegal to ask a job applicant EXCEPT:

What is a potentially difficult issue that must be navigated when a company hires salespeople from diverse backgrounds?

How can managers use the information a job applicant puts on the application during the interview?

The turnover rate for salespeople is:

Introduction to Sales Management

The Sales Function and Multi-Sales Channels

Leadership and the Sales Executive

Ethics,the Law,and Sales Leadership

Business-To-Business B2bsales and Customer Relationship Management

Leveraging Information Technologies

Designing and Organizing the Sales Force

Training and Developing the Sales Force

Supervising,managing,and Leading Salespeople

Setting Goals and Managing the Sales Forces Performance

Motivating and Rewarding Salespeople

Turning Customer Information Into Sales Knowledge

Assessing the Performance of the Sales Force and the People Who Comprise It

Internal and External Cultural Forces

Filters