Deck 8: Recruiting and Selecting the Sales Force

Question 1

Which of the following statements about recruiting inaccurate:

A) many sales managers start recruiting only after someone leaves, but that limits the pool of candidates you can screen and interview
B) many sales managers are well trained in recruitment, so they readily know the best sources to find qualified candidates
C) managers who constantly recruit have a useful backlog of prescreened candidates to choose from
D) a problem with waiting to recruit until you have an opening is that you can fall prey to a sense of desperation and hire too quickly without proper screening

Answer 1

many sales managers are well trained in recruitment, so they readily know the best sources to find qualified candidates

Question 2

Before a sales manager can search for a particular type of salesperson, he or she must know something about the sales job to be filled. A job analysis identifies the duties, requirements, responsibilities, and conditions involved in the sales job. What is the first step in conducting the job analysis?

A) determine the duties and responsibilities that are expected from the salesperson
B) analyze the environment in which the salesperson is to work
C) make sales calls with several salespeople to observe and record the various tasks of the job
D) prepare a preliminary job description based on the sales manager's concept of what the job entails

Answer 2

analyze the environment in which the salesperson is to work

Question 3

Before a sales manager can search for a particular type of salesperson, he or she must know something about the sales job to be filled. A job analysis identifies the duties, requirements, responsibilities, and conditions involved in the sales job. What is the second step in conducting the job analysis?

A) determine the duties and responsibilities that are expected from the salesperson
B) analyze the environment in which the salesperson is to work
C) make sales calls with several salespeople to observe and record the various tasks of the job
D) prepare a preliminary job description based on the sales manager's concept of what the job entails

Answer 3

determine the duties and responsibilities that are expected from the salesperson

Question 4

The first step in systematic process for recruiting salespeople is to:

A) attract a pool of sales recruits
B) conduct a job analysis
C) prepare a job description
D) identify sales job qualifications

Question 5

The third step in systematic process for recruiting salespeople is to:

A) identify sales job qualifications
B) conduct a job analysis
C) prepare a job description
D) attract a pool of sales recruits

Question 6

The fourth step in systematic process for recruiting salespeople is to:
Recruitment process

A) attract a pool of sales recruits
B) conduct a job analysis
C) select best recruits
D) prepare a job description

Question 7

The fifth step in systematic process for recruiting salespeople is to:

A) identify sales job qualifications
B) conduct a job analysis
C) select best recruits
D) prepare a job description

Question 8

Before a sales manager can search for a particular type of salesperson, he or she must know something about the sales job to be filled. A job analysis identifies the duties, requirements, responsibilities, and conditions involved in the sales job. What is the third step in conducting the job analysis?

A) determine the duties and responsibilities that are expected from the salesperson
B) analyze the environment in which the salesperson is to work
C) make sales calls with several salespeople to observe and record the various tasks of the job
D) prepare a preliminary job description based on the sales manager's concept of what the job entails

Question 9

An astute sales manager ought to know that the job description is one of his or her most important managerial tools because it is used in

A) recruiting candidates for the sales force
B) selecting people for the sales force
C) training salespeople
D) all of the above

Question 10

To ensure that new recruits have aptitude necessary to be successful in a particular type of sales job, which of the following procedures should be followed?

A) conduct a job analysis
B) prepare written job descriptions
C) translate the job description into sales representative qualifications
D) all of the above

Question 11

Since the job description is used in evaluating the salesperson's performance, many of the responsibilities listed on the job description should be stated

A) in qualitative terms
B) in quantitative terms
C) in monetary terms
D) in generalities

Question 12

Anne Dowding is a newly appointed sales manager who is preparing job descriptions for her sales force. In outlining a systematic approach to this task, which of the following categories would least likely be included in the job description?

A) sales activities
B) servicing functions
C) entertainment of customers
D) executive (administrative) functions

Question 13

Probably the most difficult part of the entire recruitment and selection process is

A) finding potential job applicants
B) determining the qualifications needed to fill the sales job
C) selecting the most qualified candidates
D) getting prospective salespersons to apply

Question 14

Regarding the qualifications needed to fill sales jobs, which of the following statements is not accurate?

A) although many studies have tried to determine the most important qualifications needed for sales positions, none have developed an "ideal" list of qualifications.
B) according to a survey of sales executives (cited in the text), "today's salespersons do not match the popular concept of a salesperson."
C) personal histories of salespeople and sophisticated statistical models are increasingly being used to differentiate high performers from low performers and validate the criteria used to select salespeople.
D) specific qualifications such as education and experience should not be included in the job description.

Question 15

All of the following are characteristics of selling except

A) most sales positions require some travel, sometimes overnight
B) most sales jobs do not involve close supervision
C) most people who enter sales have considerable work experience
D) high employee turnover is typically found in sales jobs

Question 16

In a checklist for developing a job description, goodwill refers to which of the following activities?

A) install the product or display
B) build relationships with channel partners
C) develop new prospects and accounts
D) organize field activity for minimum travel and maximum calls

Question 17

In a checklist for developing a job description, sales promotion refers to which of the following activities?

A) report product weaknesses and complaints
B) handle requests for credit
C) train personnel of channel partners
D) investigate lost sales and reason for loss

Question 18

in a checklist for developing a job description, account/territory management refers to which of the following activities?

A) arrange route for best coverage
B) analyze local conditions for customer
C) present survey reports, layouts, and proposals
D) attend sales meetings

Question 19

In a checklist for developing a job description, service functions refer to which of the following activities?

A) build a prospect list
B) maintain loyalty and respect for the company
C) train personnel of channel partners
D) handle adjustments, returns, and allowances

Question 20

"When asked, makes definite choices, lets you know where he or she stands on issues, is not tentative." This critical characteristic and behavior of sales recruits refers to:

A) decisiveness
B) results orientation
C) assertiveness
D) sensitivity

Question 21

"Demonstrated in verbal expression, depth of response, analytical thought process." This critical characteristic and behavior of sales recruits refers to:

A) decisiveness
B) intelligence
C) assertiveness
D) sensitivity

Question 22

"Gets to the point, emphasizes achievement; responses are relevant to interview objectives." This critical characteristic and behaviors of sales recruits refers to:

A) decisiveness
B) results orientation
C) assertiveness
D) sensitivity

Question 23

"Shows poise, self-confidence, and maturity in dress, general demeanor, and degree of relaxation." This critical characteristic and behavior of sales recruits refers to:

A) decisiveness
B) results orientation
C) assertiveness
D) maturity

Question 24

"Is sincere, friendly, tactful, responsive, not aloof." This critical characteristic and behavior of sales recruits refers to:

A) decisiveness
B) results orientation
C) sensitivity
D) assertiveness

Question 25

"Responses are not canned and superficial." This critical characteristic and behavior of sales recruits refers to:

A) decisiveness
B) openness
C) assertiveness
D) sensitivity

Question 26

"Discusses persons and events critically; doesn't allow emotions to cloud perceptions." This critical characteristic and behavior of sales recruits refers to:

A) tough-mindedness[
B) results orientation
C) assertiveness
D) sensitivity

Question 27

The probability of hiring salespeople with inferior selling capabilities increases when recruiting from

A) too few applicants
B) a large pool of applicants
C) a group of applicants who have answered your company's newspaper advertisement
D) persons within the company

Question 28

Most firms turn to _____________ as their first source of new sales recruits.

A) competitors
B) universities
C) non-sales personnel within the company
D) non-competing companies

Question 29

While all of the sources mentioned below provide people for sales jobs, which one provides salespeople who are most ready to start selling?

A) non-competing companies
B) competitors
C) educational institutions
D) personnel from within the company

Question 30

Recruiting efforts differ substantially from company to company, but it can be accurately said about recruiting on college campuses that

A) companies selling highly technical products should only recruit from educational
Institutions
B) college graduates tend to be less adaptable than experienced salespeople without college degrees
C) small firms are more likely to recruit on college campuses than are large firms
D) all of the above are false

Question 31

A major problem in recruiting from college campuses is:

A) setting up interviews
B) students missing interview appointments
C) unfavorable image of sales by students
D) poor interview facilities

Question 32

All of the following are commonly used selection tools except

A) initial screening interviews
B) physical examinations
C) reference checks
D) mental checks

Question 33

Which of the selection tools and/or techniques mentioned in the text are capable of being used effectively alone?

A) application forms
B) in-person interviews
C) telephone interviews
D) none of the above are capable of being used alone

Question 34

The factors to consider when deciding which recruiting sources to use include the following except:

A) sales training provided by the company
B) sources of successful recruits in the past
C) personnel needs of the company
D) all the above

Question 35

The factors to consider when deciding which recruiting sources to use include the following except:

A) recruiting budget
B) legal considerations
C) mindset of current salespeople
D) policy on promoting from within

Question 36

The two most widely used screening tools are

A) testing and application forms
B) reference checks and interviews
C) application forms and resumes
D) physical exams and testing

Question 37

Which of the following is not true of application forms?

A) application forms can help sales managers prepare for personal interviews with candidates.
B) application forms should not be used to form an initial impression of the applicant.
C) application forms help specifically in the preparation of a list of questions to ask during the interview.
D) application forms may give insights into past behavior which may predict future behavior.

Question 38

The first step in systematic process for selecting salespeople is:

A) in-depth interviewing
B) initial screening
C) employment testing
D) reference checking

Question 39

The second step in systematic process for selecting salespeople is:

A) in-depth interviewing
B) initial screening
C) employment testing
D) reference checking

Question 40

The fourth step in systematic process for selecting salespeople is:

A) in-depth interviewing
B) initial screening
C) employment testing
D) reference checking

Question 41

The fifth step in systematic process for selecting salespeople is:

A) making the selection
B) initial screening
C) employment testing
D) follow-up interviewing

Question 42

The sixth step in systematic process for selecting salespeople is:

A) making the selection
B) initial screening
C) employment testing
D) follow-up interviewing

Question 43

The initial screening interview is carried out primarily

A) to go over the application form
B) to aid sales managers in making a decision
C) to eliminate undesirable recruits
D) to gain an in depth understanding of the applicant

Question 44

In looking over application forms before interviewing a sales applicant, a sales manager should look for

A) overall appearance of the application and any blank spots or times that seem inconsistent with the rest of the application
B) indications of job instability and reasons for job changes
C) evidence of career progression and growth
D) all of the above

Question 45

Automated screening techniques such as using the computer for interviews is increasingly being utilized by firms for all of the following reasons except

A) faster gathering and analysis of the data
B) standardization of questions
C) applicants tend to give more truthful answers to machines rather than to people
D) it reduces employee turnover

Question 46

The quality of a reference check is

A) valid
B) reliable
C) questionable
D) accepted

Question 47

In-depth interviewing can be used to gather which of the following types of information not available from other selection tools.

A) job knowledge
B) personal characteristics
C) salary history
D) work experience

Question 48

Compared to an unstructured interview, a structured interview is

A) less effective for initial screening of candidates
B) most useful for probing for in-depth information
C) particularly useful for inexperienced interviewers
D) informal and undirected

Question 49

All of the following are limitations of unstructured interviews except

A) they do not provide a statement for comparison between candidates
B) considerable time may be spent on unimportant issues
C) interviewers must be experienced and well trained
D) they provide little insight into candidate's attitudes and opinions

Question 50

In selecting the most qualified candidates from recruits, it can accurately be said that

A) the quality of reference checks as a selection tool is unquestioned
B) but physical exams or access to medical records are possible only after an offer has been made
C) tests are the lease controversial tools used in the selection process
D) references from teachers and former employers are usually less helpful than other types of references which can be more objective

Question 51

To administer and interpret unstructured interviews, interviewers must be

A) clinical psychologists
B) well trained
C) exhibit leadership traits
D) good communicators

Question 52

Typical probing questions asked in unstructured interviews include the following except

A) questions that determine whether a candidate is self-motivated
B) questions that identify candidates who will work on their own to improve themselves
C) questions that determine the candidate's pattern for winning or recovering from loss
D) none of the above questions are asked in unstructured interviews

Question 53

In preparing for an interview, an applicant should

A) learn about the company
B) try to anticipate questions that might be asked
C) always ask how much the job pays first
D) a and b only

Question 54

Questions typically asked by sales candidates during interviews are usually on all of the following except

A) stability of the economy
B) relocation
C) career paths
D) benefits

Question 55

Which of the following is not true with regard to using employment tests to screen sales applicants?

A) test scores are sometimes used as the sole selection criterion
B) managers sometimes think that the highest score indicates the best prospect
C) potentially successful salespeople may be screened out because they do not fit the stereotype the test is designed to measure
D) tests cannot identify any traits or qualifications (e.g., intelligence, aptitude, personality, honesty, etc.) that other selection tools cannot identify better

Question 56

Many new sales recruits have difficulty with the in-depth personal interview. Because of this fact, Raymond Toumin's older brother has spent time coaching him for his first important interview. Raymond has been advised to be aware of (and definitely avoid) some negative factors that frequently lead to rejection of applicants. Which of the following do not indicate such negative factors?

A) poor appearance, limp handshake, unhappy married life
B) radical ideas, little sense of humor, overbearing attitude
C) failure to express appreciation for interviewer's time, indefinite responses to questions, lack of vitality
D) under-emphasis on money, and a sense of humor

Question 57

There are six basic tests used in the selection process of sales personnel. Which of the following is not such a test?

A) attitude and lifestyle test
B) reflex test
C) personality test
D) knowledge test

Question 58

Employment tests are an objective way to measure traits or characteristics of applicants for sales positions and to increase the chances of selecting good salespeople. _____________ measure what the applicant knows about a certain product, service, market, and the like.

A) intelligence tests
B) knowledge tests
C) sales aptitude tests
D) vocational interest tests

Question 59

Employment tests are an objective way to measure traits or characteristics of applicants for sales positions and to increase the chances of selecting good salespeople. _____________ measure a salesperson's general cognitive ability or intelligence as an indicator of future job performance.

A) sales aptitude tests
B) knowledge tests
C) intelligence tests
D) vocational interest tests

Question 60

Employment tests are an objective way to measure traits or characteristics of applicants for sales positions and to increase the chances of selecting good salespeople. _____________ assume that a person is going to be more effective and stable if he or she has a strong interest in selling.

A) intelligence tests
B) knowledge tests
C) sales aptitude tests
D) vocational interest tests

Question 61

Employment tests are an objective way to measure traits or characteristics of applicants for sales positions and to increase the chances of selecting good salespeople. _____________ measure the behavioral traits the interviewer believes are necessary for success in selling, such as assertiveness, initiative, and extroversion.

A) intelligence tests
B) personality tests
C) sales aptitude tests
D) attitude and lifestyle tests

Question 62

A rough estimate is that it costs companies as much as $________ to make a hiring mistake.

A) $25,000
B) $50,000
C) $75,000
D) $100,000

Question 63

Clarence Newstrom is screening some sales applicants and he wants to determine whether these people have any innate or acquired selling skills. He also wants to know whether they are honest and whether or not they have a strong interest in selling. Which of the following tests should Mr. Newstrom utilize?

A) intelligence tests, knowledge tests, and sales aptitude tests
B) sales aptitude tests, polygraph tests, and vocational interest tests
C) intelligence tests, personality tests, and vocational interest tests
D) sales aptitude tests, personality tests, and polygraph tests

Question 64

There are several key points that should be covered when hiring a salesperson. All of the following are key points except

A) home office building layout
B) compensation
C) territory
D) duties of salesperson

Question 65

A recruit's motivation, job satisfaction, and performance may be influenced by all of the following except

A) the adaptation to work groups and norms
B) his or her age, ethnic background and religion
C) the effective development of job skills
D) the adoption of appropriate role behaviors

Question 66

Initial socialization occurs during recruiting, selecting, and introductory training. During the socialization process, the purpose of recruiting is

A) finding potential job applicants
B) giving recruits details the company's philosophy and the salesperson's role in the organization
C) telling recruits about the company
D) getting recruits to apply

Question 67

_______________ socialization is concerned with making the new salesperson feel that he or she is an integral part of the company.

A) extended
B) initial
C) sales force
D) supplemental

Question 68

Finding potential job applicants, telling them about the company, and getting them to apply refers to the recruitment process.

Question 69

Job analysis is known as the process of identifying the duties, requirements, responsibilities, and conditions of a job.

Question 70

The job description explains to job applicants and current sales personnel what the duties and responsibilities of the sales position are.

Question 71

The characteristics recruits should have to perform a sales job satisfactorily is known as job qualification.

Question 72

In a checklist for developing a job description, account/territory management refers to arrange route for best coverage.

Question 73

In a checklist for developing a job description, service functions refers to handling adjustments, returns, and allowances.

Question 74

In a checklist for developing a job description, goodwill refers to developing new prospects and accounts.

Question 75

"Demonstrated in verbal expression, depth of response, analytical thought process." This critical characteristic and behavior of sales recruits refers to decisiveness.

Question 76

"Gets to the point, emphasizes achievement; responses are relevant to interview objectives." This critical characteristic and behaviors of sales recruits refers to results orientation.

Question 77

"Is animated, positive, spontaneous, fast-paced." This critical characteristic and behavior of sales recruits refers to decisiveness.

Question 78

"Shows poise, self-confidence, and maturity in dress, general demeanor, and degree of relaxation." This critical characteristic and behavior of sales recruits refers to maturity.

Question 79

"Is sincere, friendly, tactful, responsive, not aloof." This critical characteristic and behavior of sales recruits refers to assertiveness.

Question 80

"Responses are not canned and superficial." This critical characteristic and behavior of sales recruits refers to openness.