Question 1

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

Accepted Answer

A) Increases the rep's chances of success. 
B) Encourages everyone to apply. 
C) Increases role ambiguity. 
D) Reduces the need for job analysis. 
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 2

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

Accepted Answer

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. 
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 3

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

Accepted Answer

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

Question 4

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:

Accepted Answer

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. 
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 5

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

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

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. 
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 7

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

Accepted Answer

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. 
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.

Question 8

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

Accepted Answer

Existing job descriptions should not be

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

Competitors are rarely used as a source for new salespeople.

Accepted Answer

A) True 
 B)False

Question 11

Self-selection by prospective employees is:

Accepted Answer

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

Question 12

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

Accepted Answer

In the second stage,a thorough

Question 13

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

Accepted Answer

There are three types of psychological t

Question 14

Recruiting communications should point out:

Accepted Answer

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. 
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 15

Interviews work best when:

Accepted Answer

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

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

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. 
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 18

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

Accepted Answer

A study by the Klein Institute for Aptit

Question 19

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

Accepted Answer

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

Question 20

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

Accepted Answer

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. 
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.

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

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

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

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:

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

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

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

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

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

Competitors are rarely used as a source for new salespeople.

Self-selection by prospective employees is:

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

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

Recruiting communications should point out:

Interviews work best when:

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

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

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

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

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

Introduction to Relationship Selling

Using Information to Understand Sellers and Buyers

Value Creation in Buyer-Seller Relationships

Ethical and Legal Issues in Relationship Selling

Prospecting and Sales Call Planning

Communicating the Sales Message

Negotiating for Win-Win Solutions

Closing the Sale and Follow-Up

Self-Management: Time and Territory

Salesperson Performance: Behavior,Motivation,and Role Perceptions

Training Sales-People for Sales Success

Sales-Person Compensation and Incentives

Evaluating Sales-Person Performance

Filters

Exam 11: Recruiting and Selecting Sales-people

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

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

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

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:

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

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

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

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

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

Competitors are rarely used as a source for new salespeople.

Self-selection by prospective employees is:

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

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

Recruiting communications should point out:

Interviews work best when:

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

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

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

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

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

Introduction to Relationship Selling

Using Information to Understand Sellers and Buyers

Value Creation in Buyer-Seller Relationships

Ethical and Legal Issues in Relationship Selling

Prospecting and Sales Call Planning

Communicating the Sales Message

Negotiating for Win-Win Solutions

Closing the Sale and Follow-Up

Self-Management: Time and Territory

Salesperson Performance: Behavior,Motivation,and Role Perceptions

Training Sales-People for Sales Success

Sales-Person Compensation and Incentives

Evaluating Sales-Person Performance

Filters