Question 1

What is one way a company can encourage its employees to refer their friends who are excellent candidates for sales positions?

Accepted Answer

A) Give extra vacation time to employees who give the names of qualified friends and family members. 
B) Offer a bonus to employees whose friends are hired and stay for at least a year. 
C) Encourage employees to invite friends and family members to company events. 
D) Request referrals to friends during employees' annual or semi-annual reviews. 
E) Ask employees to mention the company to career development offices at the colleges or universities they attended. 
A) Give extra vacation time to employees who give the names of qualified friends and family members. 
B) Offer a bonus to employees whose friends are hired and stay for at least a year. 
C) Encourage employees to invite friends and family members to company events. 
D) Request referrals to friends during employees' annual or semi-annual reviews. 
E) Ask employees to mention the company to career development offices at the colleges or universities they attended.

Question 2

A structured interview allows the manager and others involved in the hiring process to compare an applicant's answers to a standard set of questions to the answers given to those questions by other applicants.

Accepted Answer

A) True 
 B)False

Question 3

What is the purpose of doing a personal interview with a candidate? What can be learned in a personal interview that can't be gleaned from applications and resumes?

Accepted Answer

Managers have the chance to learn about

Question 4

A company with a history of hiring salespeople should be able to determine a formula based on this history that tells the manager how many applicants the manager needs to attract for every sales position the company needs to fill.

Accepted Answer

A) True 
 B)False

Question 5

If a company is not finding enough applicants for sales positions,it is likely that:

Accepted Answer

A) they are not the leaders in the industry 
B) they need to offer more training for new hires 
C) they have no analyzed the job effectively enough 
D) the applicants they do find are of good quality 
E) the sources they are using are a bad fit 
A) they are not the leaders in the industry 
B) they need to offer more training for new hires 
C) they have no analyzed the job effectively enough 
D) the applicants they do find are of good quality 
E) the sources they are using are a bad fit

Question 6

What is the first step in the process of selecting a candidate for a sales position?

Accepted Answer

A) giving the candidate tests 
B) interviewing the candidate personally 
C) checking the candidate's background information 
D) having the candidate fill out an application form 
E) conducting a physical exam,if necessary 
A) giving the candidate tests 
B) interviewing the candidate personally 
C) checking the candidate's background information 
D) having the candidate fill out an application form 
E) conducting a physical exam,if necessary

Question 7

Is the cost to the company of hiring a wrong person for a sales position high or low? Why?

Accepted Answer

The cost to the company is hig

Question 8

Why is it important for sales managers to check references on job applicants?

Accepted Answer

A) Applicants lie routinely on job applications and managers should just account for this in their hiring process. 
B) Applicants who do not have excellent grades in college will not be able to handle the pace of sales. 
C) Applicants who lie about their backgrounds may not be trustworthy as employees. 
D) A company may be liable for the criminal actions of an employee if they did not check the references of the employee before hiring him or her. 
E) The reference that a job applicant lists will be people who are likely to say only positive things about him or her,so calling references is not an effective way of determining a candidate's true character. 
A) Applicants lie routinely on job applications and managers should just account for this in their hiring process. 
B) Applicants who do not have excellent grades in college will not be able to handle the pace of sales. 
C) Applicants who lie about their backgrounds may not be trustworthy as employees. 
D) A company may be liable for the criminal actions of an employee if they did not check the references of the employee before hiring him or her. 
E) The reference that a job applicant lists will be people who are likely to say only positive things about him or her,so calling references is not an effective way of determining a candidate's true character.

Question 9

List the steps to selecting a candidate for a sales position.

Accepted Answer

1.Candidate completes applicat

Question 10

To streamline the hiring and selection process,sales managers should use a matrix to:

Accepted Answer

A) evaluate the sources of job applicants and their criteria 
B) rank employees hired over the previous ten years 
C) record information about different newspapers 
D) submit corporate listings to collegiate job fairs 
E) list the employees they would like to be evaluated by the human resources department 
A) evaluate the sources of job applicants and their criteria 
B) rank employees hired over the previous ten years 
C) record information about different newspapers 
D) submit corporate listings to collegiate job fairs 
E) list the employees they would like to be evaluated by the human resources department

Question 11

A company with a high turnover rate of salespeople should examine why so many people are leaving.

Accepted Answer

A) True 
 B)False

Question 12

Diversity in hiring is important to make the sales force match the customer base.By the year 2050,what percent of Americans will be from a non-Anglo background?

Accepted Answer

A) 80 
B) 75 
C) 60 
D) 55 
E) 50 
A) 80 
B) 75 
C) 60 
D) 55 
E) 50

Question 13

Why should a company analyze its turnover rate?

Accepted Answer

A) A low turnover rate shows that a company is not running as efficiently as it could be,and some employees should be let go. 
B) A low turnover rate indicates that the company is too generous with employees or is not requiring enough of them. 
C) A high turnover rate indicates that the company has an underdeveloped or unnecessary product,and it should spend more money on research and development. 
D) A high turnover rate costs a company money in hiring processes and training,so analyzing the rate allows companies to fix problems to save money. 
E) A high turnover rate highlights problems with the chain of command,and a company should consider flattening the organization. 
A) A low turnover rate shows that a company is not running as efficiently as it could be,and some employees should be let go. 
B) A low turnover rate indicates that the company is too generous with employees or is not requiring enough of them. 
C) A high turnover rate indicates that the company has an underdeveloped or unnecessary product,and it should spend more money on research and development. 
D) A high turnover rate costs a company money in hiring processes and training,so analyzing the rate allows companies to fix problems to save money. 
E) A high turnover rate highlights problems with the chain of command,and a company should consider flattening the organization.

Question 14

Which of the following is an uncontrollable reason for sales force turnover?

Accepted Answer

A) marriage 
B) retirement 
C) transfer 
D) promotion 
E) termination 
A) marriage 
B) retirement 
C) transfer 
D) promotion 
E) termination

Question 15

The purpose of a detailed job analysis by a manager is to:

Accepted Answer

A) have everything about a job in writing so employees can not later sue the company if they are terminated 
B) streamline processes that an employee does repeatedly 
C) codify the necessary skills and qualities for the job so a manager can hire a candidate with those skills and qualities 
D) make sure duties and processes are documented so that a replacement can step in quickly when an employee quits 
E) discover if there are job functions that are not being adequately covered by employees 
A) have everything about a job in writing so employees can not later sue the company if they are terminated 
B) streamline processes that an employee does repeatedly 
C) codify the necessary skills and qualities for the job so a manager can hire a candidate with those skills and qualities 
D) make sure duties and processes are documented so that a replacement can step in quickly when an employee quits 
E) discover if there are job functions that are not being adequately covered by employees

Question 16

Which of the following sources of external applicants is an excellent source of almost exclusively entry-level applicants?

Accepted Answer

A) internet job sites (such as Monster and Career Builder) 
B) trade shows 
C) college career fairs 
D) recruiters 
E) referrals 
A) internet job sites (such as Monster and Career Builder) 
B) trade shows 
C) college career fairs 
D) recruiters 
E) referrals

Question 17

What are the advantages and disadvantages of hiring internal candidates for sales positions?

Accepted Answer

Advantages are that the candidate alread

Question 18

The annual percentage of employees that leave a company,for whatever reason,is called the:

Accepted Answer

A) attrition rate 
B) turnover rate 
C) variable rate 
D) controllable rate 
E) uncontrollable rate 
A) attrition rate 
B) turnover rate 
C) variable rate 
D) controllable rate 
E) uncontrollable rate

Question 19

What is the difference between a structured interview and a semi-structured interview? Which type works better for which type of candidates?

Accepted Answer

A structured interview is an interview t

Question 20

Companies spend time and money searching for external candidates because:

Accepted Answer

A) internal candidates do not have the diversity required for a sales force 
B) internal candidates cost more money in salaries and commissions than do external candidates 
C) companies are required by law to conduct searches for external candidates for sales positions 
D) external candidates tend to be more qualified than internal candidates,and there are more external candidates available 
E) external candidates do not have preexisting misconceptions about the company 
A) internal candidates do not have the diversity required for a sales force 
B) internal candidates cost more money in salaries and commissions than do external candidates 
C) companies are required by law to conduct searches for external candidates for sales positions 
D) external candidates tend to be more qualified than internal candidates,and there are more external candidates available 
E) external candidates do not have preexisting misconceptions about the company

What is one way a company can encourage its employees to refer their friends who are excellent candidates for sales positions?

A structured interview allows the manager and others involved in the hiring process to compare an applicant's answers to a standard set of questions to the answers given to those questions by other applicants.

What is the purpose of doing a personal interview with a candidate? What can be learned in a personal interview that can't be gleaned from applications and resumes?

A company with a history of hiring salespeople should be able to determine a formula based on this history that tells the manager how many applicants the manager needs to attract for every sales position the company needs to fill.

If a company is not finding enough applicants for sales positions,it is likely that:

What is the first step in the process of selecting a candidate for a sales position?

Is the cost to the company of hiring a wrong person for a sales position high or low? Why?

Why is it important for sales managers to check references on job applicants?

List the steps to selecting a candidate for a sales position.

To streamline the hiring and selection process,sales managers should use a matrix to:

A company with a high turnover rate of salespeople should examine why so many people are leaving.

Diversity in hiring is important to make the sales force match the customer base.By the year 2050,what percent of Americans will be from a non-Anglo background?

Why should a company analyze its turnover rate?

Which of the following is an uncontrollable reason for sales force turnover?

The purpose of a detailed job analysis by a manager is to:

Which of the following sources of external applicants is an excellent source of almost exclusively entry-level applicants?

What are the advantages and disadvantages of hiring internal candidates for sales positions?

The annual percentage of employees that leave a company,for whatever reason,is called the:

What is the difference between a structured interview and a semi-structured interview? Which type works better for which type of candidates?

Companies spend time and money searching for external candidates because:

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

What is one way a company can encourage its employees to refer their friends who are excellent candidates for sales positions?

A structured interview allows the manager and others involved in the hiring process to compare an applicant's answers to a standard set of questions to the answers given to those questions by other applicants.

What is the purpose of doing a personal interview with a candidate? What can be learned in a personal interview that can't be gleaned from applications and resumes?

A company with a history of hiring salespeople should be able to determine a formula based on this history that tells the manager how many applicants the manager needs to attract for every sales position the company needs to fill.

If a company is not finding enough applicants for sales positions,it is likely that:

What is the first step in the process of selecting a candidate for a sales position?

Is the cost to the company of hiring a wrong person for a sales position high or low? Why?

Why is it important for sales managers to check references on job applicants?

List the steps to selecting a candidate for a sales position.

To streamline the hiring and selection process,sales managers should use a matrix to:

A company with a high turnover rate of salespeople should examine why so many people are leaving.

Diversity in hiring is important to make the sales force match the customer base.By the year 2050,what percent of Americans will be from a non-Anglo background?

Why should a company analyze its turnover rate?

Which of the following is an uncontrollable reason for sales force turnover?

The purpose of a detailed job analysis by a manager is to:

Which of the following sources of external applicants is an excellent source of almost exclusively entry-level applicants?

What are the advantages and disadvantages of hiring internal candidates for sales positions?

The annual percentage of employees that leave a company,for whatever reason,is called the:

What is the difference between a structured interview and a semi-structured interview? Which type works better for which type of candidates?

Companies spend time and money searching for external candidates because:

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