Question 1

According to the recent research referred to in the textbook,the best predictor of sales job performance is a (an):

Accepted Answer

A) Nondirected interview. 
B) Reference check. 
C) Application blank. 
D) Battery of tests. 
E) Guided interview. 
A) Nondirected interview. 
B) Reference check. 
C) Application blank. 
D) Battery of tests. 
E) Guided interview. D

Question 2

Which of the following socialization procedures is most difficult for a new sales rep?

Accepted Answer

A) Put the reps in a training program as soon as they are hired. 
B) During the selection process,give the reps informational booklets about the company. 
C) As soon as they are hired,send the reps into their territories without any training. 
D) Start indoctrinating the reps during their first day on the job. 
E) None of these is particularly hard on a new rep. 
A) Put the reps in a training program as soon as they are hired. 
B) During the selection process,give the reps informational booklets about the company. 
C) As soon as they are hired,send the reps into their territories without any training. 
D) Start indoctrinating the reps during their first day on the job. 
E) None of these is particularly hard on a new rep. C

Question 3

Properly validated and professionally developed testing programs include:

Accepted Answer

A) Either developing an in-house test with the assistance of an outside company or the use of tests developed by outside consulting firms. 
B) Only those tests developed by consulting firms because of their broad usage base making validation inexpensive. 
C) Uniform testing only because,as testing specialists and managers agree,there are too many variable requirements. 
D) Eliminating the need for proof of the test's validity. 
E) None of these because this type of testing is illegal. 
A) Either developing an in-house test with the assistance of an outside company or the use of tests developed by outside consulting firms. 
B) Only those tests developed by consulting firms because of their broad usage base making validation inexpensive. 
C) Uniform testing only because,as testing specialists and managers agree,there are too many variable requirements. 
D) Eliminating the need for proof of the test's validity. 
E) None of these because this type of testing is illegal. A

Question 4

It is illegal to ask applicants why they left their previous jobs.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following statements about the hiring process is not true?

Accepted Answer

A) The recruits should be ranked according to their desirability as evaluated by the interviewers. 
B) How the recruit feels about the company's job is not important. 
C) If the firm has decided not to hire someone,the candidate should be informed. 
D) All of these are true. 
E) None of these are true. 
A) The recruits should be ranked according to their desirability as evaluated by the interviewers. 
B) How the recruit feels about the company's job is not important. 
C) If the firm has decided not to hire someone,the candidate should be informed. 
D) All of these are true. 
E) None of these are true.

Question 6

The best rationale for developing a team-based interviewing process where existing team members evaluate the applicant is:

Accepted Answer

A) The new recruit can learn the most about the company by listening to the existing team members. 
B) The team members can learn more about the recruit than others in the firm would be able to. 
C) The team members are the best people to evaluate how well the candidate will fit into the team's culture. 
D) The existing team members may be prejudiced against the recruit. 
E) None of these are reasons. 
A) The new recruit can learn the most about the company by listening to the existing team members. 
B) The team members can learn more about the recruit than others in the firm would be able to. 
C) The team members are the best people to evaluate how well the candidate will fit into the team's culture. 
D) The existing team members may be prejudiced against the recruit. 
E) None of these are reasons.

Question 7

Most interviewers would avoid hiring someone who:

Accepted Answer

A) Uses bad language. 
B) Dresses sloppily. 
C) Looks unstylish 
D) Has visible tattoos. 
E) All of these. 
A) Uses bad language. 
B) Dresses sloppily. 
C) Looks unstylish 
D) Has visible tattoos. 
E) All of these.

Question 8

Some ways to improve the validity of interviews as predictors of job performance include all of the following except:

Accepted Answer

A) Multiple interviews with each candidate. 
B) A review of the applicant's resume or application before proceeding to the selection process. 
C) To train interviewers on how to conduct interviews and how to use rating forms. 
D) Restricting the interview process to one interviewer only eliminating confusion. 
E) Use of standardized rating forms which are filled out following each applicant's interview. 
A) Multiple interviews with each candidate. 
B) A review of the applicant's resume or application before proceeding to the selection process. 
C) To train interviewers on how to conduct interviews and how to use rating forms. 
D) Restricting the interview process to one interviewer only eliminating confusion. 
E) Use of standardized rating forms which are filled out following each applicant's interview.

Question 9

As a general rule in an interview for a sales job,which of the following questions are you legally allowed to ask an applicant before hiring the person?

Accepted Answer

A) How old are you? 
B) Are you married? (It's okay to ask a man this question,but not a woman. ) 
C) Have you ever been arrested? 
D) Do you own your own home? 
E) None of these. 
A) How old are you? 
B) Are you married? (It's okay to ask a man this question,but not a woman. ) 
C) Have you ever been arrested? 
D) Do you own your own home? 
E) None of these.

Question 10

The informal,nondirected type of personal interview is a very accurate predictor of performance.

Accepted Answer

A) True 
 B)False

Question 11

The stress interview is:

Accepted Answer

A) A structured interview in which the applicant is intentionally put under stress. 
B) Will never include rude or aggressive behavior from the interviewer. 
C) Will on occasion aggravate the applicant and always tends to make the applicant much more interested in the job. 
D) Intended to give the interviewer some idea of how the candidate will react to stress encountered on the job. 
E) None of these. 
A) A structured interview in which the applicant is intentionally put under stress. 
B) Will never include rude or aggressive behavior from the interviewer. 
C) Will on occasion aggravate the applicant and always tends to make the applicant much more interested in the job. 
D) Intended to give the interviewer some idea of how the candidate will react to stress encountered on the job. 
E) None of these.

Question 12

Which of the following is an important reason companies gives recruits literature about the company even before hiring them?

Accepted Answer

A) So that the recruit can judge whether s/he will fit into the company culture. 
B) So that the recruit can share the information with other people who might be interested in the company. 
C) So that the recruit can learn more about the company. 
D) To keep up with other companies who are doing it. 
E) A and C are both important reasons. 
A) So that the recruit can judge whether s/he will fit into the company culture. 
B) So that the recruit can share the information with other people who might be interested in the company. 
C) So that the recruit can learn more about the company. 
D) To keep up with other companies who are doing it. 
E) A and C are both important reasons.

Question 13

In the selection process,a reference check is of value only when a sales manager is personally acquainted with the person used as a reference.

Accepted Answer

A) True 
 B)False

Question 14

A short application blank ordinarily is used only as an initial screening device.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following normally is not part of the task of selecting applicants for a sales job?

Accepted Answer

A) Having the recruits fill out an application blank. 
B) Advertising to generate applications. 
C) Checking their references. 
D) Extensively interviewing them before hiring. 
E) All of these are part of the selection. 
A) Having the recruits fill out an application blank. 
B) Advertising to generate applications. 
C) Checking their references. 
D) Extensively interviewing them before hiring. 
E) All of these are part of the selection.

Question 16

A generalization regarding the use of application blanks in the sales force selection process is that they:

Accepted Answer

A) Are the best of the selection tools. 
B) Are not used very much by small companies. 
C) Frequently provide a basis for asking questions in an interview. 
D) Are illegal when they are very long. 
E) None of these is correct. 
A) Are the best of the selection tools. 
B) Are not used very much by small companies. 
C) Frequently provide a basis for asking questions in an interview. 
D) Are illegal when they are very long. 
E) None of these is correct.

Question 17

Which of the following is true?

Accepted Answer

A) "Do you get along with people?" is a situation-based interview question. 
B) "What qualities do you think are important for this job?" is a behavior-based interview question. 
C) "Tell me about your greatest failure" is a behavior-based interview question. 
D) " Tell me about your biggest frustration in your current position" is situation-based interview question. 
E) "What is your biggest weakness?" is a stress interview question. 
A) "Do you get along with people?" is a situation-based interview question. 
B) "What qualities do you think are important for this job?" is a behavior-based interview question. 
C) "Tell me about your greatest failure" is a behavior-based interview question. 
D) " Tell me about your biggest frustration in your current position" is situation-based interview question. 
E) "What is your biggest weakness?" is a stress interview question.

Question 18

From a legal point of view,a company must validate its selection tools before using them.

Accepted Answer

A) True 
 B)False

Question 19

Many questions traditionally asked on an application blank either are no longer legally permissible or must be handled with extreme care.

Accepted Answer

A) True 
 B)False

Question 20

After a person has accepted a job offer in a company's sales force,management's next step with that new sales representative should be to:

Accepted Answer

A) Introduce the rep to the company president. 
B) Get the rep started in the training program. 
C) Assimilate the person into the organization. 
D) Introduce him or her to customers in his or her new territory. 
E) Assign the rep a sales quota,and explain it to him or her carefully. 
A) Introduce the rep to the company president. 
B) Get the rep started in the training program. 
C) Assimilate the person into the organization. 
D) Introduce him or her to customers in his or her new territory. 
E) Assign the rep a sales quota,and explain it to him or her carefully.

According to the recent research referred to in the textbook,the best predictor of sales job performance is a (an):

Which of the following socialization procedures is most difficult for a new sales rep?

Properly validated and professionally developed testing programs include:

It is illegal to ask applicants why they left their previous jobs.

Which of the following statements about the hiring process is not true?

The best rationale for developing a team-based interviewing process where existing team members evaluate the applicant is:

Most interviewers would avoid hiring someone who:

Some ways to improve the validity of interviews as predictors of job performance include all of the following except:

As a general rule in an interview for a sales job,which of the following questions are you legally allowed to ask an applicant before hiring the person?

The informal,nondirected type of personal interview is a very accurate predictor of performance.

The stress interview is:

Which of the following is an important reason companies gives recruits literature about the company even before hiring them?

In the selection process,a reference check is of value only when a sales manager is personally acquainted with the person used as a reference.

A short application blank ordinarily is used only as an initial screening device.

Which of the following normally is not part of the task of selecting applicants for a sales job?

A generalization regarding the use of application blanks in the sales force selection process is that they:

Which of the following is true?

From a legal point of view,a company must validate its selection tools before using them.

Many questions traditionally asked on an application blank either are no longer legally permissible or must be handled with extreme care.

After a person has accepted a job offer in a company's sales force,management's next step with that new sales representative should be to:

The Field of Sales Force Management

Strategic Sales Force Management

Personal Selling Process

Sales Force Organization

Profiling and Recruiting Salespeople

Developing, Delivering, and Reinforcing a Sales Training Program

Motivating a Sales Force

Sales Force Compensation

Sales Force Quotas Expenses

Leadership of a Sales Force

Sales Forecasting and Developing Budgets

Sales Territories

Analysis of Sales Volume

Marketing Cost and Profitability Analysis

Evaluating a Salespersons Performance

Ethical and Legal Responsibilities of Sales Managers

Filters

Exam 6: Selecting and Hiring Applicants

According to the recent research referred to in the textbook,the best predictor of sales job performance is a (an):

Which of the following socialization procedures is most difficult for a new sales rep?

Properly validated and professionally developed testing programs include:

It is illegal to ask applicants why they left their previous jobs.

Which of the following statements about the hiring process is not true?

The best rationale for developing a team-based interviewing process where existing team members evaluate the applicant is:

Most interviewers would avoid hiring someone who:

Some ways to improve the validity of interviews as predictors of job performance include all of the following except:

As a general rule in an interview for a sales job,which of the following questions are you legally allowed to ask an applicant before hiring the person?

The informal,nondirected type of personal interview is a very accurate predictor of performance.

The stress interview is:

Which of the following is an important reason companies gives recruits literature about the company even before hiring them?

In the selection process,a reference check is of value only when a sales manager is personally acquainted with the person used as a reference.

A short application blank ordinarily is used only as an initial screening device.

Which of the following normally is not part of the task of selecting applicants for a sales job?

A generalization regarding the use of application blanks in the sales force selection process is that they:

Which of the following is true?

From a legal point of view,a company must validate its selection tools before using them.

Many questions traditionally asked on an application blank either are no longer legally permissible or must be handled with extreme care.

After a person has accepted a job offer in a company's sales force,management's next step with that new sales representative should be to:

The Field of Sales Force Management

Strategic Sales Force Management

Personal Selling Process

Sales Force Organization

Profiling and Recruiting Salespeople

Developing, Delivering, and Reinforcing a Sales Training Program

Motivating a Sales Force

Sales Force Compensation

Sales Force Quotas Expenses

Leadership of a Sales Force

Sales Forecasting and Developing Budgets

Sales Territories

Analysis of Sales Volume

Marketing Cost and Profitability Analysis

Evaluating a Salespersons Performance

Ethical and Legal Responsibilities of Sales Managers

Filters