Question 1

Software makes it possible to screen resumes electronically.

Accepted Answer

A) True 
 B)False  True

Question 2

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

Accepted Answer

A) True 
 B)False  True

Question 3

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

A) True 
 B)False  False

Question 4

By setting specific objectives for recruiting and selection, sales managers can channel resources into priority areas and improve organizational and salesforce effectiveness.

Accepted Answer

A) True 
 B)False

Question 5

When selection tests are used, the hiring decision should be based solely on the test results.

Accepted Answer

A) True 
 B)False

Question 6

The most often encountered form of intensive interviewing is the

Accepted Answer

A)  multiple, sequential method. 
B)  group interview of a single job candidate. 
C)  group interview of several job candidates. 
D)  stress interview. 
E)  assessment center. 
A)  multiple, sequential method. 
B)  group interview of a single job candidate. 
C)  group interview of several job candidates. 
D)  stress interview. 
E)  assessment center.

Question 7

Which of the following is not a general objective of recruitment and selection?

Accepted Answer

A)  Determining present and future needs in terms of numbers and types of salespeople. 
B)  Reducing the number of underqualified or overqualified candidates. 
C)  Determining the accounts to which salespeople will be assigned. 
D)  Evaluating the effectiveness of recruiting sources and evaluation techniques. 
E)  Increasing the number of qualified applicants at a specified cost. 
A)  Determining present and future needs in terms of numbers and types of salespeople. 
B)  Reducing the number of underqualified or overqualified candidates. 
C)  Determining the accounts to which salespeople will be assigned. 
D)  Evaluating the effectiveness of recruiting sources and evaluation techniques. 
E)  Increasing the number of qualified applicants at a specified cost.

Question 8

Ads posted on national job Web sites tend to run significantly more than similar offline classified ads.

Accepted Answer

A) True 
 B)False

Question 9

Individuals hired as a result of an employee referral tend to stay in their position longer than those hired from other sources.

Accepted Answer

A) True 
 B)False

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) True 
 B)False

Question 11

____________ is giving the recruit an accurate portrayal of the job.

Accepted Answer

A)  Achieving congruence 
B)  Achieving realism 
C)  Achieving self-esteem 
D)  Achieving accuracy 
E)  Initiation to task 
A)  Achieving congruence 
B)  Achieving realism 
C)  Achieving self-esteem 
D)  Achieving accuracy 
E)  Initiation to task

Question 12

A job description can be used to clarify duties and thereby reduce role ambiguity.

Accepted Answer

A) True 
 B)False

Question 13

The purpose of the Fair Employment Opportunity Act of 1972 was to

Accepted Answer

A)  prohibit discrimination based on age, race, color, religion, sex, or national origin. 
B)  require that men and women be paid the same amount for performing similar job duties. 
C)  require firms to hire and promote handicapped persons if the firm employs 50 or more employees. 
D)  prohibit discrimination against people of ages 40 and older. 
E)  found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act. 
A)  prohibit discrimination based on age, race, color, religion, sex, or national origin. 
B)  require that men and women be paid the same amount for performing similar job duties. 
C)  require firms to hire and promote handicapped persons if the firm employs 50 or more employees. 
D)  prohibit discrimination against people of ages 40 and older. 
E)  found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act.

Question 14

All of the following topics are open to charges of discrimination except

Accepted Answer

A)  age or date of birth. 
B)  previous job experience. 
C)  marital status. 
D)  person to notify in case of an emergency. 
E)  type of military discharge. 
A)  age or date of birth. 
B)  previous job experience. 
C)  marital status. 
D)  person to notify in case of an emergency. 
E)  type of military discharge.

Question 15

Which of the following is not a recommended suggestion for improving the usefulness of tests to sales managers as selection tools?

Accepted Answer

A)  Sales managers should construct tests for the purpose of selecting salespeople. 
B)  If psychological tests are used, the standards of the American Psychological Association should be met. 
C)  Utilize tests that have been based on a job analysis for the particular job in question. 
D)  Select a test that minimizes the applicant's ability to anticipate desired responses. 
E)  Do not base the hiring decision solely on test results. 
A)  Sales managers should construct tests for the purpose of selecting salespeople. 
B)  If psychological tests are used, the standards of the American Psychological Association should be met. 
C)  Utilize tests that have been based on a job analysis for the particular job in question. 
D)  Select a test that minimizes the applicant's ability to anticipate desired responses. 
E)  Do not base the hiring decision solely on test results.

Question 16

The third step in the process of recruiting and selecting salespeople is

Accepted Answer

A)  selection. 
B)  prospecting. 
C)  recruiting. 
D)  planning. 
E)  hiring. 
A)  selection. 
B)  prospecting. 
C)  recruiting. 
D)  planning. 
E)  hiring.

Question 17

According to the text, which of the following is not one of the key questions asked by those reluctant to use selection tests?

Accepted Answer

A)  Can selection tests really predict future job performance? 
B)  Can selection tests give an accurate, job-related profile of the candidate? 
C)  Are selection tests affordable? 
D)  What are the legal liabilities arising from using selection tests? 
E)  None of the above. 
A)  Can selection tests really predict future job performance? 
B)  Can selection tests give an accurate, job-related profile of the candidate? 
C)  Are selection tests affordable? 
D)  What are the legal liabilities arising from using selection tests? 
E)  None of the above.

Question 18

According to one study of executives, more than one third believed that failing to achieve congruence is one of the top reasons for a failed hire.

Accepted Answer

A) True 
 B)False

Question 19

According to the text, advantages of using expatriates to staff the international salesforce include all of the following except

Accepted Answer

A)  provides training for promotion 
B)  greater home-country control 
C)  high product knowledge 
D)  low turnover rates 
E)  ability to provide good follow-up service 
A)  provides training for promotion 
B)  greater home-country control 
C)  high product knowledge 
D)  low turnover rates 
E)  ability to provide good follow-up service

Question 20

Sales recruits are often first screened on the basis of a review of a resume or a job application.

Accepted Answer

A) True 
 B)False

Software makes it possible to screen resumes electronically.

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

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.

By setting specific objectives for recruiting and selection, sales managers can channel resources into priority areas and improve organizational and salesforce effectiveness.

When selection tests are used, the hiring decision should be based solely on the test results.

The most often encountered form of intensive interviewing is the

Which of the following is not a general objective of recruitment and selection?

Ads posted on national job Web sites tend to run significantly more than similar offline classified ads.

Individuals hired as a result of an employee referral tend to stay in their position longer than those hired from other sources.

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.

____________ is giving the recruit an accurate portrayal of the job.

A job description can be used to clarify duties and thereby reduce role ambiguity.

The purpose of the Fair Employment Opportunity Act of 1972 was to

All of the following topics are open to charges of discrimination except

Which of the following is not a recommended suggestion for improving the usefulness of tests to sales managers as selection tools?

The third step in the process of recruiting and selecting salespeople is

According to the text, which of the following is not one of the key questions asked by those reluctant to use selection tests?

According to one study of executives, more than one third believed that failing to achieve congruence is one of the top reasons for a failed hire.

According to the text, advantages of using expatriates to staff the international salesforce include all of the following except

Sales recruits are often first screened on the basis of a review of a resume or a job application.

Overview of Personal Selling

Organizational Strategies and the Sales Function

Sales Organization Structure and Salesforce Deployment

Continual Development of the Salesforce:

Sales Leadership, Management, and Supervision

Motivation and Reward System Management

Evaluating the Effectiveness of the Organization

Evaluating the Performance of Salespeople

Developing Forecasts

Filters

Exam 4: Acquiring Sales Talent: Recruitment and Selection

Software makes it possible to screen resumes electronically.

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

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.

By setting specific objectives for recruiting and selection, sales managers can channel resources into priority areas and improve organizational and salesforce effectiveness.

When selection tests are used, the hiring decision should be based solely on the test results.

The most often encountered form of intensive interviewing is the

Which of the following is not a general objective of recruitment and selection?

Ads posted on national job Web sites tend to run significantly more than similar offline classified ads.

Individuals hired as a result of an employee referral tend to stay in their position longer than those hired from other sources.

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.

____________ is giving the recruit an accurate portrayal of the job.

A job description can be used to clarify duties and thereby reduce role ambiguity.

The purpose of the Fair Employment Opportunity Act of 1972 was to

All of the following topics are open to charges of discrimination except

Which of the following is not a recommended suggestion for improving the usefulness of tests to sales managers as selection tools?

The third step in the process of recruiting and selecting salespeople is

According to the text, which of the following is not one of the key questions asked by those reluctant to use selection tests?

According to one study of executives, more than one third believed that failing to achieve congruence is one of the top reasons for a failed hire.

According to the text, advantages of using expatriates to staff the international salesforce include all of the following except

Sales recruits are often first screened on the basis of a review of a resume or a job application.

Overview of Personal Selling

Organizational Strategies and the Sales Function

Sales Organization Structure and Salesforce Deployment

Continual Development of the Salesforce:

Sales Leadership, Management, and Supervision

Motivation and Reward System Management

Evaluating the Effectiveness of the Organization

Evaluating the Performance of Salespeople

Developing Forecasts

Filters