1
Tristan is assessing the relationship between variations in personal characteristics of
current salespeople and variations in their performance. He will use this information in
selecting criteria for new sales recruits. Tristan assumes:
(A)
All salespeople are equal
(B)
There is a cause and effect relationship between characteristics and performance
(C)
Only high-performing salespeople will apply for the jobs
(D)
There will be no significant difference in performance among his current salespeople
(E)
There will be no significant difference in personal characteristics among the people who apply
for the positions
Answer:
(B)
There is a cause and effect relationship between characteristics and performance
2
Which of the following is a good external source for finding job recruits?
(A)
(B)
(C)
(D)
(E)
Answer:
(E)
All of the above
3
For less attractive sales jobs, such as telemarketing, some sales recruiters will use:
(A)
Word-of-mouth referral
(B)
Posters at educational institutions
(C)
Blind ads in newspapers
(D)
Internal selection
(E)
None of the above
Answer:
(C)
Blind ads in newspapers
4
In recent years, a major innovation in sales recruiting is the growth in:
(A)
Word-of-mouth referral
(B)
Posters at educational institutions
(C)
Blind ads in newspapers
(D)
Online employment agencies
(E)
Customer recruiting
Answer:
(D)
Online employment agencies
5
Which of the following statements about the external sources for job recruiting is true?
(A)
Salespeople are poor sources
(B)
Ethical issues are not important when finding the right recruit for the job
(C)
Advertising is a very selective method for attracting job applicants
(D)
Colleges are a common source of recruits for firms that require salespeople with sound mental
abilities or technical backgrounds
(E)
Employment agencies are typically used for hiring experienced salespeople to sell highly
technical and very complex products
Answer:
(D)
Colleges are a common source of recruits for firms that require salespeople with sound
mental abilities or technical backgrounds
6
Junior colleges and vocational schools are a good source of sales recruits because:
(A)
They usually do not have the negative attitudes that many 4-year college students have
(B)
They are not as bright as 4-year college students
(C)
The administrations are eager to support recruiters
(D)
They do not want to travel as much as other college students
(E)
They prefer sales jobs to industrial worker jobs that vocational schools focus on
Answer:
(A)
They usually do not have the negative attitudes that many 4-year college students have
7
Which of the following selection criteria has the highest level of predictive validity?
(A)
Personal interview
(B)
Experience
(C)
Reference checks
(D)
Biographical information from application forms
(E)
Composites of intelligence, personality and aptitude tests
Answer:
(E)
Composites of intelligence, personality and aptitude tests
8
Which of the following selection tools is most commonly used by both small and large
companies as they look for new salespeople?
(A)
Personal interview
(B)
Experience
(C)
Reference checks
(D)
Biographical information from application forms
(E)
Intelligence, personality and aptitude tests
Answer:
(A)
Personal interview
9
Application blanks:
(A)
Are more of a formality than a guide in the selection process
(B)
Help managers to prepare for job interviews with applicants
(C)
Are considered less useful than resumes
(D)
Are rarely used by small firms
(E)
Are more commonly used than personal interviews as a way to select the right candidate for
the job
Answer:
(B)
Help managers to prepare for job interviews with applicants
10
A manufacturing firm might choose to recruit current employees to fill an opening in its
sales department because:
(A)
Company employees have established performance records
(B)
Recruiting from within increases job turnover
(C)
Internal recruits do not have to be paid as much
(D)
Internal recruiting has no effect on employee morale
(E)
Internal recruits require additional orientation and training in order to get them to stop
thinking from a manufacturing perspective
Answer:
(A)
Company employees have established performance records
11
Which of the following is NOT true when recruiting salespeople for international markets?
(A)
They use the same criteria as used for domestic sales recruiting
(B)
They may face problems with cultural differences
(C)
They may encounter language barriers
(D)
Legal restrictions may influence the process
(E)
It is often more difficult to terminate employees in other countries
Answer:
(A)
They use the same criteria as used for domestic sales recruiting
12
The recruitment effort should:
(A)
Encourage everyone who wants a job to apply
(B)
Use communications that relay only the positive aspects of the job to the recruit
(C)
Concentrate on sources that are most likely to produce the kind of people needed to fill the job
(D)
Maximize the number of recruits
(E)
Be used to create an applicant pool for later job openings that may not yet exist
Answer:
(C)
Concentrate on sources that are most likely to produce the kind of people needed to fill
the job
13
Research by the Klein Institute for Aptitude Testing suggests that characteristics of
salespeople who fail include people who:
(A)
Are overly optimistic
(B)
Have recently divorced
(C)
Tailor their work effort to conform to the job description
(D)
Have lived for a long time in one residence
(E)
All of the above
Answer:
(B)
Have recently divorced
14
Which of the following is NOT one of the characteristics identified as prevalent among
salespeople who fail?
(A)
Recently divorced
(B)
Unexplained gaps in their employment record
(C)
Instability of residence
(D)
Excess savings
(E)
Failure in business
Answer:
(D)
Excess savings
15
When recruiting salespeople, sales managers have often found:
(A)
Most college graduates are eager to get into sales
(B)
People with no selling experience frequently have negative attitudes toward sales
(C)
Marital problems make salespeople more determined to succeed
(D)
Most firms do not need to actively recruit salespeople
(E)
Firms in technology industries need engineers more than salespeople
Answer:
(B)
People with no selling experience frequently have negative attitudes toward sales
16
In sales recruiting, some companies are inefficient and regularly ineffective at holding
down recruiting costs on the grounds that ________________ can convert marginal
recruits into solid sales performers.
(A)
An effective incentive system
(B)
A good training program
(C)
A detailed job description
(D)
A thorough job analysis
(E)
All of the above
Answer:
(B)
A good training program
17
As Jarred Industries looks to hire new salespeople to sell its commercial generators, their
sales manager needs to know that:
(A)
The primary objective of the recruiting process is to attract as many job applicants as possible
(B)
External sources are far superior to internal sources for sales job candidates
(C)
Recruitment of an internal candidate is likely to lower employee morale
(D)
The recruiting effort should be conducted so as to discourage unqualified applicants from
applying
(E)
All of the above
Answer:
(D)
The recruiting effort should be conducted so as to discourage unqualified applicants from
applying
18
By pointing out both the attractive and unattractive aspects of a sales job and spelling out
the qualifications and likely compensation, recruiters can:
(A)
Prevent discriminatory outsourcing
(B)
Attract the maximum pool of candidates
(C)
All of the above
(D)
Maximize self-selection among prospective employees
(E)
Minimize competition with alternative employers
Answer:
(D)
Maximize self-selection among prospective employees
19
Pam is a sales manager for a medical imaging device company. The sales positions involve
technical selling requiring substantial product knowledge and industry experience. She will
probably focus on recruiting salespeople through:
(A)
High-powered educational institutions
(B)
Employment agency selections
(C)
Employees and referrals within the industry
(D)
Newspaper advertising
(E)
All of the above
Answer:
(C)
Employees and referrals within the industry
20
When the sales position involves missionary or trade selling, firms rely most heavily on:
(A)
Internal sources of sales recruits
(B)
A variety of external sources such as advertisements and employment agencies
(C)
The intuition of the sales manager
(D)
Structured sales accounting interviews
(E)
None of the above
Answer:
(B)
A variety of external sources such as advertisements and employment agencies
21
Jason and Maria are both applying for a sales position at a company that manufactures
paper products. Jason was interviewed first. After Maria’s interview, they met at a nearby
Starbucks and compared experiences. They were amazed when they discovered that both
had undergone identical interviews—the same questions were asked and each question was
asked in the same order. The hiring company uses _____ interviews in its selection
process.
(A)
Close-ended
(B)
Functional
(C)
Structured
(D)
Open-ended
(E)
Routine personal
Answer:
(C)
Structured
22
Jason and Maria are both applying for a sales position at a company that manufactures
paint. Jason was interviewed first. After Maria‘s interview, they met at a nearby Starbucks
and compared experiences. Jason told how, at the beginning of the interview, the
interviewee handed him a pencil and told him to sell it. Maria described how she had been
asked to sell a printing service after talking with the interviewer for about 15 minutes. The
hiring company uses a(n) _____ interview in its selection
(A)
Structured
(B)
Unstructured
(C)
Close-ended
(D)
Action-oriented
(E)
Experiential
Answer:
(B)
Unstructured
23
A structured interview should be used when the:
(A)
Applicants are all recent college graduates
(B)
Amount of time allotted for the interview is less than one hour
(C)
Interviewee is concerned about the potential of discriminatory claims by the applicants
(D)
Interviewee is very nervous
(E)
Interviewer is not experienced at evaluating candidates
Answer:
(E)
Interviewer is not experienced at evaluating candidates
24
What are the advantages of recruiting company employees for the sales force?
Answer:
Feedback:
They have established performance records and are a “”known quantity.”” They will likely
require less time to orient and train. Recruiting internally can bolster employee morale if
sales jobs are seen as an opportunity for promotion.
25
What issues are important when recruiting salespeople for international markets?
Answer:
Feedback:
Recruiting for international markets may create issues associated with cultural differences,
language barriers and legal restrictions. Also, it is often more difficult to terminate
employees in other countries.
26
What are the pros and cons associated with recruiting salespeople from competing firms?
Answer:
Feedback:
The pros include these people are knowledgeable and may “”bring along”” customers. The
cons include it is sometimes difficult to get these people to conform to your company’s
policies and some managers consider recruiting competing salespeople unethical.
27
What do research studies indicate as the best and worst predictors of future sales
performance? Have companies used these findings?
Answer:
Feedback:
A meta-analysis indicates composite psychological tests are the best indicators and
personal interviews are the worst indicators. A survey of 121 industrial firms found just the
opposite. Companies are most likely to use personal interviews and least likely to use
psychological tests.
28
What six dimensions and requirements should a good job description include?
Answer:
Feedback:
A good job description should include the nature of the products or services to be sold, the
types of customers to be called on, the specific tasks and responsibilities to be carried out,
the relationship between the job occupant and other positions within the organization, the
mental and physical demands. and the environmental pressures and constraints that might
influence performance of the job.
29
Research by the Klein Institute for Aptitude Testing has identified characteristics of people
who fail in sales. What characteristics have they identified and which can you ask about in
an application or job interview?
Answer:
Feedback:
The five characteristics are instability of residence; failure in business within the past two
years; unexplained gaps in a person’s employment record; recent divorce or marital
problems; and excessive personal indebtedness. You cannot ask about marital status or
bankruptcy problems.
30
What is self-selection? How can a good job description encourage self-selection?
Answer:
Feedback:
Self-selection is the process by which people who are thinking of applying for a position
determine whether they are qualified. The recruiting goal usually is not to attract a large
pool of applicants, just a few good ones. A good job description can encourage self-
selection by pointing out both the attractive and unattractive aspects of a sales job and
spelling out the qualifications and likely compensation.
31
Your company is about to hire its first salespeople. You have been assigned to develop
selection procedures to evaluate applicants for new sales personnel. What will you likely
do?
Answer:
Feedback:
First, you will probably need to develop an application form, taking into consideration EEOC
rules regarding information that can be asked. Second, you will need to determine whether
to use structured or unstructured interviews, and, if structured, develop a set of questions
to ask. Third, you will need to decide who will conduct reference checks. Fourth, decisions
will need to be made regarding whether to test applicants and, if so, which tests to use.
32
What sources do companies typically use to find and attract a pool of sales applicants?
Answer:
Feedback:
Companies use both internal and external sources. Internal sources include people within
the organization. External sources include advertisements, employment agencies, referrals
from the sales force and educational institutions.
33
What do companies assume when they assess the relationship between variations in
personal characteristics of current salespeople and variations in their performance and use
these differences in selecting criteria for new recruits?
Answer:
Feedback:
They assume there is a cause and effect relationship between characteristics and
performance.
34
In addition to their use in recruiting salespeople, what other functions can a job description
serve?
Answer:
Feedback:
A good job description can guide the design of a sales training program and can serve as
standards for evaluating performance.
35
If used, a physical examination of sales candidates should focus on:
(A)
Attitude
(B)
Physical appearance
(C)
Healthiness of the sales candidate
(D)
Attributes directly related to the job requirements
(E)
Stress, personality and physical dexterity
Answer:
(D)
Attributes directly related to the job requirements
36
Which of the following selection tools has declining popularity as a result of the Americans
with Disabilities Act?
(A)
Intelligence tests
(B)
Physical examinations
(C)
Reference checks
(D)
Personality tests
(E)
Stress interviews
Answer:
(B)
Physical examinations
37
To avoid or at least minimize potential problems associated with using intelligence,
aptitude, and personality tests as selection criteria, sales managers should:
(A)
Only test applicants on the abilities and traits that have been determined relevant for the
specific job
(B)
Conduct empirical studies to ensure that the tests are valid predictors of the applicant’s future
performance
(C)
Use built-in consistency checks
(D)
Assume that test scores are only one input in the selection decision
(E)
All of the above
Answer:
(E)
All of the above
38
It is illegal for a company’s application form to ask a job candidate about:
(A)
The grades he or she made in school
(B)
How long he or she has lived in a particular region
(C)
His or her previous work experience
(D)
His or her date of birth
(E)
His or her hobbies
Answer:
(D)
His or her date of birth
39
It would be legal for an interviewer during a job interview to ask a job applicant about his
or her:
(A)
Work experience
(B)
Marital status
(C)
Health problems
(D)
Nationality
(E)
Religion
Answer:
(A)
Work experience
40
What are the first activities in the recruitment and selection process?
Answer:
Feedback:
First, conduct a job analysis to determine what activities, tasks and environmental
influences are involved in the job to be filled. Second, write a job description. Third,
develop a statement of job qualifications describing the personal traits and abilities the
applicants should have.
41
Why are existing sales job descriptions often out of date?
Answer:
Feedback:
Existing job descriptions are often out of date because the responsibilities of a given sales
position change as the customers, the firm’s account management policies, the competition
and other environmental factors change.
42
From whom should someone doing a job analysis collect information?
Answer:
Feedback:
From current occupants of the job and sales managers who supervise the people.
43
When designing and using tests in the sales recruitment process, what guidelines should
managers consider?
Answer:
Feedback:
Managers should consider four guidelines including: Test scores should be considered one
input in the selection process; Applicants should be tested only on those abilities and traits
that are relevant; When possible, tests should use built-in “”internal consistency”” checks;
Conduct empirical studies to ensure the tests are valid for predicting future performance.
44
Natalie is conducting a personal history evaluation of her existing sales force members. She
will likely use this in:
(A)
Validating the Title XXII of the Civil Rights Act
(B)
Establishing which types of personalities work best with specific target markets
(C)
Determining which types of tests are valid discriminators
(D)
Determining which characteristics differentiate between good and poor performing salespeople
(E)
All of the above
Answer:
(D)
Determining which characteristics differentiate between good and poor performing
salespeople
45
The first step in recruiting and selecting salespeople is to determine what personnel skills
the company needs that it does not currently have.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
The first step is to conduct a job analysis to determine what activities, tasks,
responsibilities, and environmental influences are involved in the job to be filled.
46
Junior colleges and vocational schools are particularly good sources of recruits for sales
jobs that require reasonably well-developed mental and communications abilities, but
where advanced technical knowledge or a four-year degree is not essential.
(A)
True
(B)
False
Answer:
(A)
True
47
The most valid predictor of how well a job candidate will perform his or her job is the job
interview.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
Psychological test scores have the greatest predictive validity for evaluating a potential
employee’s future job performance.
48
The most commonly used tool for selecting a new salesperson is the reference check.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
More managers rely on personal interviews than any other selection tool.
49
The methods of conducting personal interviews can be classified as either structured or
unstructured.
(A)
True
(B)
False
Answer:
(A)
True
50
There is evidence that job candidate evaluations based on personal interviews are the least
valid predictors of subsequent job performance.
(A)
True
(B)
False
Answer:
(A)
True
51
Because physical examinations are relatively expensive compared to other selection tools,
most sales managers choose not to use them.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
Due to the Americans with Disabilities Act and its guidelines, a physical examination should
be performed only after a job offer has been extended and cannot be made conditional on
the results of the physical exam unless all new hires for a position are made subject to the
same exam.
52
Tests for measuring specific abilities and characteristics of a job candidate have
questionable reliability and validity.
(A)
True
(B)
False
Answer:
(A)
True
53
Title VII of the 1964 Civil Rights Act forbids discrimination against people ages 40 to 70.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
Title VII forbids discrimination in employment on the basis of race, sex, religion, color or
national origin.
54
Junior colleges and vocational schools are poor sources of recruits for sales jobs.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
Many such schools have programs explicitly designed to prepare people for selling careers.
These types of institutions are particularly good sources of recruits for jobs that require
reasonably well-developed mental and communications abilities where a four-year degree
is not essential.
55
Employment agencies are a good objective source of sales personnel.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
There are mixed experiences in recruiting through employment agencies. Its effectiveness
is dependent on the job needing to be filled and the type of agency used.
56
Customers can be an excellent source of sales recruits.
(A)
True
(B)
False
Answer:
(A)
True
57
As a rule, salespeople do not need any special qualifications to sell.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
There is no single set of traits and abilities sales managers can use as criteria in deciding
what kind of recruits to hire.
58
The job description should be prepared after the job analysis is conducted.
(A)
True
(B)
False
Answer:
(A)
True
59
Job descriptions help to determine what a company is looking for in terms of job
applicants.
(A)
True
(B)
False
Answer:
(A)
True
60
A good job description includes the types of customers to be called on.
(A)
True
(B)
False
Answer:
(A)
True
61
All firms actively recruit salespeople.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
Not all firms actively recruit salespeople. They simply choose new employees from
applicants who come to them and ask for work.
62
The primary objective of the recruiting process should be to maximize the total number of
job applicants.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
The recruiting effort should be implemented in a way that discourages unqualified people
from applying. Too many recruits can overload the selection process, forcing the manager
to use less thorough screening and evaluation procedures.
63
People in a company’s production, accounting, and human resources departments are poor
candidates for sales jobs.
(A)
True
(B)
False
Answer:
(B)
False
Feedback:
People in nonsales departments within the firm sometimes have latent sales talent and are
a common source of sales recruits.
64
Newspaper advertising is the primary external source for job applicants.
(A)
True
(B)
False
Answer:
(A)
True
65
A firm should not ask a person’s race or religious preference during a job interview.
(A)
True
(B)
False
Answer:
(A)
True
66
A firm can ask about past convictions but not arrests.
(A)
True
(B)
False
Answer:
(A)
True
67
The first decision that must be made when recruiting and selecting salespeople considers:
(A)
Who will participate in the process
(B)
Whether the job description needs to be updated
(C)
Setting salary parameters
(D)
Where to find the job applicants
(E)
Which selection tools will be used
Answer:
(A)
Who will participate in the process
68
Brian is a sales manager for a large container box company. He needs to hire new
salespeople, so he looks at the job description for the current sales force. Brian will likely
find the job has changed due to all of the following EXCEPT:
(A)
Changes in the firm’s policies
(B)
Changes in the time value of money
(C)
Changes in the competition
(D)
Changes in the marketing environment
(E)
Customer changes
Answer:
(B)
Changes in the time value of money
69
Without a detailed, up-to-date job description, a sales manager will have difficulty
deciding:
(A)
When to hire people
(B)
Which external resource people need to be involved
(C)
What kind of personnel are needed
(D)
How to conduct a job analysis
(E)
How to position the job relative to competing opportunities
Answer:
(C)
What kind of personnel are needed
70
From whom should the information needed for a job analysis be collected?
(A)
Current occupants of the job and sales managers
(B)
Customers and sales managers
(C)
Top managers and customers
(D)
Current occupants of the job and customers
(E)
Personnel department members, sales managers, customers and any other stakeholders that
have contact with the salesperson
Answer:
(A)
Current occupants of the job and sales managers
71
When conducting a job analysis, current salespeople should be observed and/or
interviewed to:
(A)
Reduce jealousy among the sales force
(B)
Make them feel they are part of the team
(C)
Confirm the sale’s manager‘s suspicions
(D)
Determine what they actually do
(E)
All of the above
Answer:
(D)
Determine what they actually do
72
In addition to using a well-written job description to recruit salespeople, they can be used
to:
(A)
Guide the design of sales training programs
(B)
Market the company to potential recruits
(C)
Offset the challenges from other departments wanting resources
(D)
Supplement external and internal customer delight
(E)
Formalize the relationship among stakeholders
Answer:
(A)
Guide the design of sales training programs
73
Which of the following is NOT typically included in a job description for a sales job?
(A)
The mental and physical demands of the job
(B)
The nature of the products to be sold and the type of customers to be called on
(C)
The specific tasks and responsibilities to be carried out
(D)
The size of the sales force and existing salary structure
(E)
The environmental pressures and constraints that might influence how the job is performed
Answer:
(D)
The size of the sales force and existing salary structure
74
The most difficult part of the recruitment and selection process is:
(A)
Conducting the job analysis
(B)
Determining the qualifications job prospects should have
(C)
Writing the job description
(D)
Determining who should have the authority for making hiring decisions
(E)
Deciding which recruitment selection tools to use
Answer:
(B)
Determining the qualifications job prospects should have
75
Ramiro would prefer to hire salespeople who are intelligent, self-confident, possess verbal
skills and are highly motivated. His problem is likely to be:
(A)
Few people applying for sales jobs have any of those skills or traits
(B)
Finding anyone to apply for the position
(C)
Deciding which traits and skills are most important
(D)
Eliminating candidates who are too self-confident
(E)
All of the above
Answer:
(C)
Deciding which traits and skills are most important
76
Elizabeth is a sales manager for a golf products company. She has conducted a job analysis
and written a job description. Next, she will:
(A)
Determine the number of applicants to consider
(B)
Develop a statement of job qualifications
(C)
Determine how many job applicants it needs to make a suitable job pool
(D)
Write a job description
(E)
Conduct interviews
Answer:
(B)
Develop a statement of job qualifications
77
Nicole is part of a recruiting and selection team for her company‘s sales force. After
conducting a job analysis, her next step will be to:
(A)
Determine salary parameters
(B)
Develop a statement of job qualifications
(C)
Determine how many job applicants it needs to make a suitable job pool
(D)
Write a job description
(E)
Conduct interviews
Answer:
(D)
Write a job description
78
Long Enterprises makes and sells x-ray equipment. It needs to hire three new salespeople.
After the company has determined who participates in the hiring process and who has the
authority to make hiring decisions, it next needs to:
(A)
Determine salary parameters
(B)
Develop a statement of job qualifications
(C)
Determine how many job applicants it needs to make a suitable job pool
(D)
Write a job description
(E)
Conduct a job analysis
Answer:
(E)
Conduct a job analysis
79
Because of the cost and time involved in recruiting and evaluating candidates for sales
positions, the goal should be to:
(A)
Maximize the number of candidates
(B)
Attract only external candidates
(C)
Attract only internal candidates
(D)
Attract a few good candidates
(E)
Choose only candidates who live near the home office
Answer:
(D)
Attract a few good candidates
80
After determining who will participate in selecting new salespeople, the next decision is:
(A)
Setting salary parameters
(B)
Whether the job description needs to be updated
(C)
Who has the authority to make hiring decisions
(D)
Where to find the job applicants
(E)
Which selection tools will be used
Answer:
(C)
Who has the authority to make hiring decisions
81
The four steps in the decision process for recruiting and selecting salespeople include each
of the following EXCEPT:
(A)
Find and attract a pool of applicants
(B)
Develop a mission statement
(C)
Develop and apply selection procedures to evaluate applicants
(D)
Establish policy concerning responsibility for recruitment and selection
(E)
Analyze the job and determine selection criteria
Answer:
(B)
Develop a mission statement
82
Primary responsibility for recruiting and selecting new salespeople for a firm is:
(A)
Determined by the industry in which the salesperson will sell
(B)
Always resolved by the head of the company’s human resources department
(C)
Dependent upon the size of the sales force and the kind of selling involved
(D)
Dependent upon the number of applicants expected for a job opening
(E)
Determined by federal anti-discrimination legislation
Answer:
(C)
Dependent upon the size of the sales force and the kind of selling involved
83
Which of the following statements about who is responsible for selecting and recruiting
salespeople is true?
(A)
Who has primary responsibility for recruiting and selecting new salespeople is totally
dependent on which industry is hiring
(B)
First-level sales managers generally do the hiring in firms that sell industrial products
(C)
Top-level managers should never participate in the recruiting and selecting of salespeople—
they should delegate that responsibility
(D)
Personnel department members are often involved in the recruiting and selecting of
salespeople to reduce friction between the two functional departments
(E)
Because of their sales knowledge, personnel specialists should always be used for the
recruiting and selecting of new salespeople
Answer:
(D)
Personnel department members are often involved in the recruiting and selecting of
salespeople to reduce friction between the two functional departments
84
Mike Hartley sells snack foods to convenience stores. He comes into the stores he sells to,
restocks the shelves, rearranges existing inventory, and removes damaged or outdated
merchandise. Which of the following employees most likely had primary responsibility for
hiring Hartley?
(A)
A personnel specialist
(B)
A first-level sales manager
(C)
Top management
(D)
The vice-president of marketing
(E)
The vice-president of the human resources department
Answer:
(B)
A first-level sales manager
85
Long Enterprises makes and sells x-ray equipment. It needs to hire three new salespeople
with specific qualifications and abilities. The company decided to have a company
__________ participate in the hiring process with the sales manager.
(A)
Recruiting specialist
(B)
Production manager
(C)
Marketing consultant
(D)
Vice-president of marketing
(E)
Vice-president of the human resources department
Answer:
(A)
Recruiting specialist
86
When the firm considers the sales force a training ground for sales and marketing
managers, ____________________ may participate in the recruiting process to ensure
new salespeople have management potential.
(A)
Recruiting specialists
(B)
Production managers
(C)
Marketing consultants
(D)
Top-level managers
(E)
Vice-president of the finance department
Answer:
(D)
Top-level managers
87
A personal history evaluation of existing sales force members:
(A)
Is illegal under Title VII of the Civil Rights Act
(B)
Indicates which types of personalities work best with specific target markets
(C)
Helps to validate the selection criteria used by the hiring firm
(D)
Determines which types of tests are valid discriminators
(E)
Should only look at those characteristics that made a person successful at his or her job
Answer:
(C)
Helps to validate the selection criteria used by the hiring firm