Exam

Type
Essay
Pages
9
Word Count
4914
School
New York University
Course
Other
Exam
Name___________________________________
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1)
The cost to a company of hiring a wrong salesperson is:
1)
A)
several times more than the salesperson's salary
B)
no more than the cost of hiring a wrong employee for any other job
C)
largely metaphorical, and affects morale more than anything else
D)
enough to put the company in serious financial trouble
E)
an issue sales managers do not need to think about
Answer:
A
2)
The first step a sales manager needs to perform, before he or she can start conducting a job analysis
for available sales positions to fill, is to:
2)
A)
identify the traits a salesperson needs to have to do the job successfully
B)
offer the sales position to one or more applicants
C)
attract enough applicants to have a good pool to interview
D)
determine how many salespeople are needed
E)
offer a position to one or more applicants
Answer:
D
3)
The turnover rate for salespeople is:
3)
A)
approximately the same as the turnover rate for employees as a whole
B)
slightly higher than the turnover rate for employees as a whole
C)
much lower than the turnover rate for employees as a whole
D)
much higher than the turnover rate for employees as a whole
E)
slightly lower than the turnover rate for employees as a whole
Answer:
D
4)
The annual percentage of employees that leave a company, for whatever reason, is called the:
4)
A)
variable rate
B)
attrition rate
C)
uncontrollable rate
D)
controllable rate
E)
turnover rate
Answer:
E
5)
Which of the following is an uncontrollable reason for sales force turnover?
5)
A)
marriage
B)
termination
C)
transfer
D)
promotion
E)
retirement
Answer:
A
1
6)
Why should a company analyze its turnover rate?
6)
A)
A low turnover rate shows that a company is not running as efficiently as it could be, and
some employees should be let go.
B)
A high turnover rate highlights problems with the chain of command, and a company should
consider flattening the organization.
C)
A low turnover rate indicates that the company is too generous with employees or is not
requiring enough of them.
D)
A high turnover rate indicates that the company has an underdeveloped or unnecessary
product, and it should spend more money on research and development.
E)
A high turnover rate costs a company money in hiring processes and training, so analyzing
the rate allows companies to fix problems to save money.
Answer:
E
7)
If a company has a higher turnover rate than the standard turnover rate for its industry, the
company should:
7)
A)
interview sales managers at other companies to figure out how they hire employees that stay
longer
B)
require new hires to sign a contract for at least two years
C)
increase starting salaries for salespeople to retain the ones they hire
D)
examine what makes the company different and work to fix those weaknesses
E)
assume that the industry figures are skewed
Answer:
D
8)
A job analysis is an analysis of the:
8)
A)
ways a given job in a company could be made more efficient
B)
national employment rates
C)
job market in the company's industry
D)
duties, behaviors, and activities of a person in a sales position
E)
employees in the same job function within a company, comparing their performances
Answer:
D
9)
The purpose of a detailed job analysis by a manager is to:
9)
A)
streamline processes that an employee does repeatedly
B)
make sure duties and processes are documented so that a replacement can step in quickly
when an employee quits
C)
codify the necessary skills and qualities for the job so a manager can hire a candidate with
those skills and qualities
D)
have everything about a job in writing so employees can not later sue the company if they are
terminated
E)
discover if there are job functions that are not being adequately covered by employees
Answer:
C
10)
All of the following are elements that are likely to appear in a job description EXCEPT:
A)
the tasks and responsibilities of the job
B)
the relationship between the employee and others in the organization
C)
the products or services the employee will be selling
D)
the compensation method and amount
E)
the age of the ideal candidate
Answer:
E
2
11)
Managers who rush through the hiring process and assume that they can fix any problems with a
A)
should not be in a managerial position with the company
B)
have never gone through the process of attempting to train subpar employees
C)
will have to fire that employee eventually for incompetence
D)
need to be supervised closely by the human relations department
E)
may find that the problems cannot be corrected and the hire is a mistake
Answer:
E
12)
The process firms use to find and hire the best qualified candidates for an open sales position is
A)
hiring
B)
recruiting
C)
marketing
D)
job analysis
E)
networking
Answer:
B
13)
A company can figure out how many applicants it will likely need to fill the number of sales
A)
looking at the number of applicants it has received, then calculating the ratio of good
B)
looking at the percentage of new hires that stay with the company for more than a year and
C)
looking at the percentage of applicants it has traditionally offered positions to, and
D)
looking at the number of sales positions it needs to fill, then multiplying that times the
E)
looking at the percentage of applicants that have experience and multiplying that by the
Answer:
C
14)
If a company is not finding enough applicants for sales positions, it is likely that:
A)
the sources they are using are a bad fit
B)
they are not the leaders in the industry
C)
they need to offer more training for new hires
D)
the applicants they do find are of good quality
E)
they have no analyzed the job effectively enough
Answer:
A
15)
When a an internal candidate is hired into a sales position, the hiring manager now has to:
A)
ask the other salespeople, who may have been external hires, to accept this new co-worker
B)
worry that the employee will want to be promoted or transferred
C)
fill the position that this candidate is vacating to join the sales staff
D)
retrain the employee in company procedures and policies
E)
make sure the employee does not reveal confidential information from the previous position
Answer:
C
3
Exam Name___________________________________ MULTIPLE CHOICE Choose the one alternative that best completes the statement or answers the question 1 The cost to a company of hiring a wrong salesperson is 1 A several times more than the salesperson39s salary B no more than the cost of hiring a wrong employee for any other job C largely metaphorical and affects morale more than anything else D enough to put the company in serious financial trouble E an issue sales managers do not need to think about 2 The first step a sales manager needs to perform before he or she can start conducting a job analysis for available sales positions to fill is to 2 A identify the traits a salesperson needs to have to do the job successfully B offer the sales position to one or more applicants C attract enough applicants to have a good pool to interview D determine how many salespeople are needed E offer a position to one or more applicants 3 The turnover rate for salespeople is 3 A approximately the same as the turnover rate for employees as a whole B slightly higher than the turnover rate for employees as a whole C much lower than the turnover rate for employees as a whole D much higher than the turnover rate for employees as a whole E slightly lower than the turnover rate for employees as a whole 4 The annual percentage of employees that leave a company for whatever reason is called the 4 A variable rate B attrition rate C uncontrollable rate D controllable rate E turnover rate 5 Which of the following is an uncontrollable reason for sales force turnover 5 A marriage B termination C transfer D promotion E retirement 1 6 Why should a company analyze its turnover rate 6 A A low turnover rate shows that a company is not running as efficiently as it could be and some employees should be let go B A high turnover rate highlights problems with the chain of command and a company should consider flattening the organization C A low turnover rate indicates that the company is too generous with employees or is not requiring enough of them D A high turnover rate indicates that the company has an underdeveloped or unnecessary product and it should spend more money on research and development E A high turnover rate costs a company money in hiring processes and training so analyzing the rate allows companies to fix problems to save money 7 If a company has a higher turnover rate than the standard turnover rate for its industry the company should 7 A interview sales managers at other companies to figure out how they hire employees that stay longer B require new hires to sign a contract for at least two years C increase starting salaries for salespeople to retain the ones they hire D examine what makes the company different and work to fix those weaknesses E assume that the industry figures are skewed 8 A job analysis is an analysis of the 8 A ways a given job in a company could be made more efficient B national employment rates C job market in the company39s industry D duties behaviors and activities of a person in a sales position E employees in the same job function within a company comparing their performances 9 The purpose of a detailed job analysis by a manager is to 9 A streamline processes that an employee does repeatedly B make sure duties and processes are documented so that a replacement can step in quickly when an employee quits C codify the necessary skills and qualities for the job so a manager can hire a candidate with those skills and qualities D have everything about a job in writing so employees can not later sue the company if they are terminated E discover if there are job functions that are not being adequately covered by employees 10 All of the following are elements that are likely to appear in a job description EXCEPT 10 A the tasks and responsibilities of the job B the relationship between the employee and others in the organization C the products or services the employee will be selling D the compensation method and amount E the age of the ideal candidate 2 11 Managers who rush through the hiring process and assume that they can fix any problems with a candidate during the training process 11 A should not be in a managerial position with the company B have never gone through the process of attempting to train subpar employees C will have to fire that employee eventually for incompetence D need to be supervised closely by the human relations department E may find that the problems cannot be corrected and the hire is a mistake 12 The process firms use to find and hire the best qualified candidates for an open sales position is called 12 A hiring B recruiting C marketing D job analysis E networking 13 A company can figure out how many applicants it will likely need to fill the number of sales positions it needs to fill by 13 A looking at the number of applicants it has received then calculating the ratio of good applicants to bad applicants and dividing that by the number of positions it needs to fill B looking at the percentage of new hires that stay with the company for more than a year and multiplying that times the number of applicants they have received for the last sales position they advertised then dividing that number into the number of positions they have to fill C looking at the percentage of applicants it has traditionally offered positions to and multiplying that by the percentage of those applicants who have accepted those positions and dividing that number into the number of positions they have to fill D looking at the number of sales positions it needs to fill then multiplying that times the number of job applicants it received the last time it filled a sales position E looking at the percentage of applicants that have experience and multiplying that by the percentage of applicants that have the degree of education requested and dividing that number into the number of positions they have to fill 14 If a company is not finding enough applicants for sales positions it is likely that 14 A the sources they are using are a bad fit B they are not the leaders in the industry C they need to offer more training for new hires D the applicants they do find are of good quality E they have no analyzed the job effectively enough 15 When a an internal candidate is hired into a sales position the hiring manager now has to 15 A ask the other salespeople who may have been external hires to accept this new coworker B worry that the employee will want to be promoted or transferred C fill the position that this candidate is vacating to join the sales staff D retrain the employee in company procedures and policies E make sure the employee does not reveal confidential information from the previous position to a new manager 3 16 The difference between internal candidates and external candidates is that 16 A internal candidates are candidates that come from outside the company while external candidates already work for the company B internal candidates come from the same branch or division of the company while external candidates come from a different division of the same company C internal candidates are candidates that have sales experience while external candidates are candidates without sales experience D internal candidates are candidates without sales experience while external candidates are candidates that have sales experience E internal candidates are candidates that already work for the company while external candidates come from outside the company 17 Companies spend time and money searching for external candidates because 17 A internal candidates cost more money in salaries and commissions than do external candidates B companies are required by law to conduct searches for external candidates for sales positions C internal candidates do not have the diversity required for a sales force D external candidates do not have preexisting misconceptions about the company E external candidates tend to be more qualified than internal candidates and there are more external candidates available 18 What does networking mean in the context of hiring sales employees 18 A connecting jobseekers with each other so they can pool their resources B taking jobsearching classes at local college business departments C connecting potential job candidates to potential employers by introductions from mutual acquaintances D connecting computers and other technology together so everything works seamlessly E taking professional development classes at conferences 19 What is one way a company can encourage its employees to refer their friends who are excellent candidates for sales positions 19 A Give extra vacation time to employees who give the names of qualified friends and family members B Offer a bonus to employees whose friends are hired and stay for at least a year C Ask employees to mention the company to career development offices at the colleges or universities they attended D Request referrals to friends during employees39 annual or semiannual reviews E Encourage employees to invite friends and family members to company events 4 20 What is a way to qualify applicants coming from newspaper advertisements 20 A Focus on placing the ads in newspapers near major universities to attract a more educated applicant base B Place the ads in as many newspapers as possible so you will receive as many applications as possible C Specify in the advertisement that only qualified applicants should send in resumes D Provide specific information about the job duties and personal characteristics needed so that applicants will qualify themselves E Ignore all resumes sent in without cover letters 21 While executive recruiters may prescreen applicants for sales positions what is one disadvantage of using recruiters from the company39s standpoint 21 A The recruiter may try to steal the company39s own employees even as they place candidates with that company B The candidates may not have all the qualities the company requires for an employee in that position C The candidates do not always know which company they39re applying to D The candidates are not always serious about the job as they may have responded to the recruiter39s call out of politeness E The recruiter receives a significant amount of money from the company for placing a candidate 22 Which of the following sources of external applicants is an excellent source of almost exclusively entrylevel applicants 22 A trade shows B internet job sites such as Monster and Career Builder C college career fairs D referrals E recruiters 23 Which of the following is an advantage of finding job applicants at a job fair career conference or trade show 23 A The first contact with the applicant is also an initial personal screening B Applicants who show up in person to a career fair may be more educated than those who search for jobs using recruiters the internet or other methods C The process of asking applicants to fill out applications runs more smoothly at a job fair than in an office setting D It is easier to conduct a group interview when the applicants are all in one place already E Applicants who travel all the way to a conference are less likely to quit if offered the job 24 When searching for candidates to fill a sales position it is more important to find 24 A candidates that have already been screened by a recruiter B goodquality candidates than many candidates C candidates that have been sales managers themselves D many candidates than a few goodquality candidates E candidates with previous experience in sales 5 25 What is the first step in the process of selecting a candidate for a sales position 25 A interviewing the candidate personally B checking the candidate39s background information C conducting a physical exam if necessary D giving the candidate tests E having the candidate fill out an application form 26 How can managers use the information a job applicant puts on the application during the interview 26 A The manager can compare the applicant39s resume and application to see if they match B The manager can verify the applicant39s dates of employment by calling former employers C The manager can avoid asking questions about any topics that may be sensitive to the applicant like gaps in employment history D The manager can try to assess if the applicant has written correct information by observing the applicant39s body language E The manager can ask questions following up on things the applicant has written 27 All of the following are questions that are illegal to ask a job applicant EXCEPT 27 A quotWere you ever in the armyquot B quotHow old are youquot C quotAre you a man or a womanquot D quotWhat religion are youquot E quotAre you marriedquot 28 Research has shown that a better measure of a candidate39s potential for success as a salesperson than personality or aptitude testing is 28 A a personal interview B a physical examination C IQ testing D a written essay E the applicant39s grades in college 29 What does quotstructured interviewquot mean in a hiring context for a sales position 29 A an interview in which the applicant is required to ask questions of the interviewer B an interview in which the interviewer and applicant take turns speaking to each other C an interview in which all the applicants are brought in to the same room and asked questions together D an interview in which an applicant is asked to roleplay a sales situation E an interview in which the applicant is asked questions based on a standardized script 6 30 What is one of the greatest benefits of using a structured interview process for applicants for a sales position 30 A Interviewers do not have to discuss applicants39 hobbies with them B The interviewing process can be delegated to an employee with no interviewing experience C It is easy to record and compare applicants39 responses to evaluate them after the interview D Applicants can find the list of questions to be asked on the internet and can prepare for them E Without having to deviate from a script the interviewer can spend more time observing the applicants39 body langauge 31 Why is it important for sales managers to check references on job applicants 31 A Applicants lie routinely on job applications and managers should just account for this in their hiring process B A company may be liable for the criminal actions of an employee if they did not check the references of the employee before hiring him or her C Applicants who do not have excellent grades in college will not be able to handle the pace of sales D The reference that a job applicant lists will be people who are likely to say only positive things about him or her so calling references is not an effective way of determining a candidate39s true character E Applicants who lie about their backgrounds may not be trustworthy as employees 32 A sales manager needs to know if a salesperson can lift 40pound boxes of product as part of the sales process What is a legal way the manager can determine this during the interview process 32 A Ask the applicant quotThe job requires routinely lifting 40pound boxes Would you be able to do that consistentlyquot B Look at the applicant and make a judgement based on how strong the applicant looks C Require the applicant to take a physical examination as part of the application process D Ask a private search firm to obtain the applicant39s medical records E Ask the applicant quotDo you have strong armsquot 33 All of the following are elements contained in a formal job offer letter EXCEPT 33 A salary B start date C responsibilities of the position D vacation allowance E disciplinary policy 34 After an applicant has accepted a position with a hiring company what is the purpose of sending the new hire employee handbooks and companybranded materials such as pens and apparel and having current employees make contact with the new hire 34 A to show the new hire how he or she will be expected to treat valued customers B to build commitment in the new hire C to ask the new hire to do a sample presentation on the product the first day of work D to make sure the new hire learns all the corporate procedures before coming to work on the first day E to let the new hire know the company has a budget for branded materials 7 35 Diversity in hiring is important to make the sales force match the customer base By the year 2050 what percent of Americans will be from a nonAnglo background 35 A 50 B 75 C 55 D 80 E 60 36 Changes in demographics mean that companies that want to attract and retain excellent candidates will need to institute corporate policies that 36 A support Spanishspeaking salespeople B require a higher percentage of new hires to be nonAnglo people C encourage employees to use public transportation to get to work or drive energyefficient vehicles D provide flexibility and support for nontraditional families and older workers E pay more into Social Security and FICA as the population gets older 37 What is a potentially difficult issue that must be navigated when a company hires salespeople from diverse backgrounds 37 A Candidates from other cultural backgrounds may not be as qualified as the candidates who come from the majority cultural background B Candidates from other cultural backgrounds may not make the expected responses or body language during the interview process C Candidates from other cultural backgrounds often have worked harder to get where they are and need to be recognized for that in the workplace D Companies may have to change their corporate cultures to put more emphasis on unfamiliar holidays and customs E Companies cannot expect the same level of sales performance from these candidates so their evaluation methods must be different 38 All of the following are negative effects of a sales manager39s rushing to hire someone to fill an open sales position EXCEPT 38 A costing the company money for hiring training and then firing an improper candidate B filling job positions with similar candidates instead of encouraging diversity C ending up in a worse position than if the manager hadn39t hired anyone at all for the position D paying the new hire a salary that applies to a different position than the one they were hired for E hiring someone who doesn39t have the ability to do the job well 39 Which of the following is NOT a common hiring mistake made by managers 39 A rushing to hire someone to fill a slot B failing to require applicants to undergo physical exams during the interview process C not analyzing the job properly before looking for someone to fill it D failing to conduct background checks E not finding a large enough applicant pool 8 40 To streamline the hiring and selection process sales managers should use a matrix to 40 A rank employees hired over the previous ten years B record information about different newspapers C submit corporate listings to collegiate job fairs D list the employees they would like to be evaluated by the human resources department E evaluate the sources of job applicants and their criteria TRUEFALSE Write 39T39 if the statement is true and 39F39 if the statement is false 41 Hiring good salespeople is a simple matter of placing some ads and then picking the best people who send in resumes 41 True False 42 A company with a high turnover rate of salespeople should examine why so many people are leaving 42 True False 43 Without doing a detailed job analysis a manager may have a hard time attracting quality applicants and hiring a good salesperson 43 True False 44 A company with a history of hiring salespeople should be able to determine a formula based on this history that tells the manager how many applicants the manager needs to attract for every sales position the company needs to fill 44 True False 45 Internal candidates are always better for sales positions than are external candidates because internal candidates are familiar with the product and company 45 True False 46 Of all the ways to attract applicants for positions advertising in the newspaper is still the best way 46 True False 47 A personal interview starts out with the manager asking routine personal questions about the applicant39s age educational background marital status children religion etc 47 True False 48 A structured interview allows the manager and others involved in the hiring process to compare an applicant39s answers to a standard set of questions to the answers given to those questions by other applicants 48 True False 49 It is important for managers to make an effort to hire diverse candidates so that the company39s sales force reflects the demographics of the general population 49 True False 50 Hiring the wrong people to fill sales positions is not a highstakes mistake because the bad hires will still learn everything they need to know in training 50 True False 9 SHORT ANSWER Write the word or phrase that best completes each statement or answers the question 51 Is the cost to the company of hiring a wrong person for a sales position high or low Why 51 money are lost on the process of recruiting hiring training missed sales bad relationships and firing costs 52 Why is there such a high turnover rate in sales relative to other job positions 52 sometimes take whoever they can find This means the person might not be a good match for a job In addition if training is inadequate the person will not know how to deal with the duties of the job and will leave If many older salespeople are leaving it may be because there is no good career path with a company 53 Why is it so vital for a manager to be thoughtful and perform a job analysis when hiring for a new sales position 53 the manager is rushing and may or may not end up with someone who can do the job Even with good training someone without the basic characteristics and skills for the job will not be a good fit 54 Is there a way a company can determine how many applicants it needs to attract to fill the open sales positions is has Discuss this idea 54 the percentage of applicants that they ultimate made job offers to Then look at the percentage of candidates who were offered jobs that accepted the offer Multiply the two percentages together Then take the number of positions that need to be filled and divide it by that number the multiplied percentages That tells how many applicants they will need to fill those positions 55 What are the advantages and disadvantages of hiring internal candidates for sales positions 55 will need less time in training about those two things In cases of specialized products a candidate who has worked on the technical side of things brings an enormous value as a salesperson with that tech knowledge Disadvantages are that internal candidates probably don39t have any sales experience Also the hiring manager will now have to recruit someone to fill the position the internal candidate is vacating to go into sales 56 What are some benefits of hiring people referred to the company by friends or relatives 56 employee people referred by an employee are likely to be trustworthy and have good working skills as well In addition workplace morale is improved when coworkers form friendships so hiring friends of current employees can increase company morale Offering a bonus to a referring employee if a hired friend stays on for a year or more helps ensure that employees only refer friends who are serious about working for the company 10 57 Discuss the differences between the kinds of applicants that will come in from a newspaper ad vs postings on online job boards Do these differences indicate anything about future job performance 57 and fluency in computer and internet technology while there is no way to know about the technological fluency of applicants who come from newspaper ads This could be an issue in hiring for a position if the sales position requires heavy use of technology CRM systems scheduling software etc and the person needs to be familiar with basic functions and systems 58 List the steps to selecting a candidate for a sales position 58 interview the candidate 4 Verify background information 5 Have physical exam performed if necessary 59 What are some kinds of tests managers may give candidates What is the most recent predictor of success in a sales position 59 intelligence tests psychological tests and ability tests The best recent predictor of success is not a test but the applicant39s college grades 60 What is the purpose of doing a personal interview with a candidate What can be learned in a personal interview that can39t be gleaned from applications and resumes 60 interview as well as ask for more information about attitudes accomplishments and experience and see the candidate39s reactions to certain questions and situations 61 What is the difference between a structured interview and a semistructured interview Which type works better for which type of candidates 61 questions It is best for candidates for sales positions A semiscripted interview is based on a script but the interviewer asks nonscripted followup questions to get more information It is better for higherlevel candidates 62 How can a manager determine if a candidate is lying on a resume or application 62 references and asking those references for the names of other people to check with A manager can also check with the candidate39s college or university about grades and conduct criminal or financial background checks 63 Discuss some of the difficulties that can occur during the hiring process with candidates from cultural backgrounds other than the background of the manager 63 questions they may be more formal in demeanor and interaction they may be more humble and selfeffacing they may not make eye contact and they may not speak unless asked a direct question If a manager is not aware that these are just cultural differences the manager may see the candidate as less qualified 11 64 Explain some common hiring mistakes a manager can make 64 needed for the position by performing a job analysis not attracting enough applicants not planning well for interviews not doing a comprehensive interview and not performing background checks 65 What are the three types of employees a company can hire to represent them in foreign countries Which type tends to have stronger loyalty to the company Which type has better local knowledge 65 have greater loyalty to the company and local nationals have better local knowledge MULTIPLE CHOICE Choose the one alternative that best completes the statement or answers the question 66 Ultimately adequate training for salespeople leads to all of the following EXCEPT 66 A more revenue for the company B more rapid product development C deeper relationships between the company and the customers D better job satisfaction for the salespeople E higher incomes for salespeople 67 The lists of quotbest companies to sell forquot compiled by Selling Power magazine show that companies that are the best to sell for are also companies that 67 A invest in technology B are located on the West Coast C invest in training for salespeople D are in the manufacturing industry E are the best to buy from 68 All of the following are types of training EXCEPT 68 A going to a training center and listening to a live trainer B watching video sessions on the internet C being given feedback and support during the sale process D discussing new product features at weekly sales meetings E calling customers with no supervision 69 All of the following are the ongoing steps to developing an effective training program EXCEPT 69 A assess the training effort B identify the firm39s training needs C assign ownership of the training program D develop the training program E deliver the training 12