Question 1

A good recruiting policy to follow is to continue looking for applicants even when there are no current openings on the sales force.

Accepted Answer

A) True 
 B)False

Question 2

Determining the qualifications needed to fill a sales job is one of the easier parts of the selection function.

Accepted Answer

A) True 
 B)False

Question 3

When a sales executive designs a good program for screening and selecting people,that executive has fulfilled his or her responsibility for staffing the sales force.

Accepted Answer

A) True 
 B)False

Question 4

It is a mistake to try to get good production or office workers to move into a company's sales force.

Accepted Answer

A) True 
 B)False

Question 5

A company should not recruit salespeople who are presently employed by its customers.

Accepted Answer

A) True 
 B)False

Question 6

What are the common mistake(s)made by firms recruiting salespeople at universities?

Accepted Answer

A) Failure to identify selection criteria. 
B) Attending job fairs instead of recruiting. 
C) Emphasizing job specifications which are not important to the students. 
D) Providing internships. 
E) All of these. 
A) Failure to identify selection criteria. 
B) Attending job fairs instead of recruiting. 
C) Emphasizing job specifications which are not important to the students. 
D) Providing internships. 
E) All of these.

Question 7

A job description for salespeople is least likely to be used when:

Accepted Answer

A) Establishing a territorial structure for the sales force. 
B) Determining the company's sales potential in new markets. 
C) Establishing a sales training program. 
D) Deciding on the method of supervising the salespeople. 
E) Designing an expense-payment plan for salespeople. 
A) Establishing a territorial structure for the sales force. 
B) Determining the company's sales potential in new markets. 
C) Establishing a sales training program. 
D) Deciding on the method of supervising the salespeople. 
E) Designing an expense-payment plan for salespeople.

Question 8

A good job description usually explains:

Accepted Answer

A) The steps to take in preparing a job analysis. 
B) To whom the salesperson reports. 
C) The tasks to be performed by the rep in the job. 
D) All of these. 
E) Only two of A-B-C are correct. 
A) The steps to take in preparing a job analysis. 
B) To whom the salesperson reports. 
C) The tasks to be performed by the rep in the job. 
D) All of these. 
E) Only two of A-B-C are correct.

Question 9

Which of the following is the most accurate generalization regarding the recruitment and selection of a sales force?

Accepted Answer

A) The process involves two major steps - recruit a group of applicants and then decide for which sales jobs they're best suited. 
B) A good recruiting system operates continuously,and not just when vacancies occur. 
C) Recruiting should be limited to one or two good sources. 
D) You should not recruit more applicants than there are jobs to fill. 
E) Top management should be involved in all stages of the process. 
A) The process involves two major steps - recruit a group of applicants and then decide for which sales jobs they're best suited. 
B) A good recruiting system operates continuously,and not just when vacancies occur. 
C) Recruiting should be limited to one or two good sources. 
D) You should not recruit more applicants than there are jobs to fill. 
E) Top management should be involved in all stages of the process.

Question 10

Companies that are looking for high-caliber salespeople should not use employment agencies as a recruiting source.

Accepted Answer

A) True 
 B)False

Question 11

To determine the qualifications needed to fill a sales job,management is least likely to use an analysis of:

Accepted Answer

A) Organizational structure used in the sales department. 
B) The job description. 
C) Personal histories of past and present sales representatives. 
D) Exit interviews. 
E) What factors caused salespeople to fail. 
A) Organizational structure used in the sales department. 
B) The job description. 
C) Personal histories of past and present sales representatives. 
D) Exit interviews. 
E) What factors caused salespeople to fail.

Question 12

Which of the following best illustrates the strategic integration of sales force selection with other aspects of sales force management?

Accepted Answer

A) For standardization purposes the company uses the same supervisory techniques on all newly hired reps,regardless of their experience. 
B) Management motivates older salespeople in the same way it motivates newly hired,younger people. 
C) If a company has no sales training program,it should not hire inexperienced students who just graduated from college. 
D) Management furnishes company-owned cars for all of its sales reps. 
E) If a company promotes from within,it should hire older,experienced salespeople. 
A) For standardization purposes the company uses the same supervisory techniques on all newly hired reps,regardless of their experience. 
B) Management motivates older salespeople in the same way it motivates newly hired,younger people. 
C) If a company has no sales training program,it should not hire inexperienced students who just graduated from college. 
D) Management furnishes company-owned cars for all of its sales reps. 
E) If a company promotes from within,it should hire older,experienced salespeople.

Question 13

All of the following are used to develop a profile of the successful salesperson except:

Accepted Answer

A) Marital status and number of children living at home which measures personal flexibility. 
B) Employment selection records which register application blanks and interview results. 
C) Progress of sales ability which could include criteria such as sales volume percent of sales quota attained,gross margin,and missionary selling activities. 
D) General appearance ratings of neatness and appropriate dress for use in measuring personality traits. 
E) Differences between good and poor performances in such qualifications as age at time of hiring,previous sales experience,or level of education. 
A) Marital status and number of children living at home which measures personal flexibility. 
B) Employment selection records which register application blanks and interview results. 
C) Progress of sales ability which could include criteria such as sales volume percent of sales quota attained,gross margin,and missionary selling activities. 
D) General appearance ratings of neatness and appropriate dress for use in measuring personality traits. 
E) Differences between good and poor performances in such qualifications as age at time of hiring,previous sales experience,or level of education.

Question 14

The probability of hiring ineffective salespeople increases when a company selects from:

Accepted Answer

A) A very large group of applicants. 
B) People working within the firm. 
C) Competitors' sales forces. 
D) A very small group of applicants. 
E) Older people who have been selling for many years. 
A) A very large group of applicants. 
B) People working within the firm. 
C) Competitors' sales forces. 
D) A very small group of applicants. 
E) Older people who have been selling for many years.

Question 15

Not all companies should use team-building as part of their recruiting criteria.

Accepted Answer

A) True 
 B)False

Question 16

The job description for a certain sales job is not likely to be used for:

Accepted Answer

A) Forecasting sales in a salesperson's territory. 
B) Determining the content of a sales training program. 
C) Evaluating a sales representative's performance. 
D) Designing a sales compensation plan. 
E) Setting quotas for a salesperson. 
A) Forecasting sales in a salesperson's territory. 
B) Determining the content of a sales training program. 
C) Evaluating a sales representative's performance. 
D) Designing a sales compensation plan. 
E) Setting quotas for a salesperson.

Question 17

A disadvantage of using graduating college students as a recruiting source for sales jobs is that these people often:

Accepted Answer

A) Bear an unfavorable attitude and impression toward the field of selling. 
B) Do not have the perseverance needed in selling. 
C) Lack the necessary social graces. 
D) Are not as adaptable as more experienced salespeople. 
E) Do not have the background to enter a training program. 
A) Bear an unfavorable attitude and impression toward the field of selling. 
B) Do not have the perseverance needed in selling. 
C) Lack the necessary social graces. 
D) Are not as adaptable as more experienced salespeople. 
E) Do not have the background to enter a training program.

Question 18

Recruiting is difficult because only 1 in 100 candidates qualified.

Accepted Answer

A) True 
 B)False

Question 19

The job description is only useful for companies which are recruiting continuously.

Accepted Answer

A) True 
 B)False

Question 20

One advantage of recruiting sales representatives from within the company is that these people:

Accepted Answer

A) Are likely to be technically acquainted with the product,and are familiar with the company's policies and philosophies. 
B) Will not require any further training. 
C) Can be paid less money than recruits from outside. 
D) Can go immediately into the field and sell. 
E) Know the market better than do recruits from other sources. 
A) Are likely to be technically acquainted with the product,and are familiar with the company's policies and philosophies. 
B) Will not require any further training. 
C) Can be paid less money than recruits from outside. 
D) Can go immediately into the field and sell. 
E) Know the market better than do recruits from other sources.

A good recruiting policy to follow is to continue looking for applicants even when there are no current openings on the sales force.

Determining the qualifications needed to fill a sales job is one of the easier parts of the selection function.

When a sales executive designs a good program for screening and selecting people,that executive has fulfilled his or her responsibility for staffing the sales force.

It is a mistake to try to get good production or office workers to move into a company's sales force.

A company should not recruit salespeople who are presently employed by its customers.

What are the common mistake(s)made by firms recruiting salespeople at universities?

A job description for salespeople is least likely to be used when:

A good job description usually explains:

Which of the following is the most accurate generalization regarding the recruitment and selection of a sales force?

Companies that are looking for high-caliber salespeople should not use employment agencies as a recruiting source.

To determine the qualifications needed to fill a sales job,management is least likely to use an analysis of:

Which of the following best illustrates the strategic integration of sales force selection with other aspects of sales force management?

All of the following are used to develop a profile of the successful salesperson except:

The probability of hiring ineffective salespeople increases when a company selects from:

Not all companies should use team-building as part of their recruiting criteria.

The job description for a certain sales job is not likely to be used for:

A disadvantage of using graduating college students as a recruiting source for sales jobs is that these people often:

Recruiting is difficult because only 1 in 100 candidates qualified.

The job description is only useful for companies which are recruiting continuously.

One advantage of recruiting sales representatives from within the company is that these people:

The Field of Sales Force Management

Strategic Sales Force Management

Personal Selling Process

Sales Force Organization

Selecting and Hiring Applicants

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 5: Profiling and Recruiting Salespeople

A good recruiting policy to follow is to continue looking for applicants even when there are no current openings on the sales force.

Determining the qualifications needed to fill a sales job is one of the easier parts of the selection function.

When a sales executive designs a good program for screening and selecting people,that executive has fulfilled his or her responsibility for staffing the sales force.

It is a mistake to try to get good production or office workers to move into a company's sales force.

A company should not recruit salespeople who are presently employed by its customers.

What are the common mistake(s)made by firms recruiting salespeople at universities?

A job description for salespeople is least likely to be used when:

A good job description usually explains:

Which of the following is the most accurate generalization regarding the recruitment and selection of a sales force?

Companies that are looking for high-caliber salespeople should not use employment agencies as a recruiting source.

To determine the qualifications needed to fill a sales job,management is least likely to use an analysis of:

Which of the following best illustrates the strategic integration of sales force selection with other aspects of sales force management?

All of the following are used to develop a profile of the successful salesperson except:

The probability of hiring ineffective salespeople increases when a company selects from:

Not all companies should use team-building as part of their recruiting criteria.

The job description for a certain sales job is not likely to be used for:

A disadvantage of using graduating college students as a recruiting source for sales jobs is that these people often:

Recruiting is difficult because only 1 in 100 candidates qualified.

The job description is only useful for companies which are recruiting continuously.

One advantage of recruiting sales representatives from within the company is that these people:

The Field of Sales Force Management

Strategic Sales Force Management

Personal Selling Process

Sales Force Organization

Selecting and Hiring Applicants

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