380 Sales Management: CH. 5

A job analysis is a. an investigation of the tasks, duties, and responsibilities of the job. b. an analysis of the amount of stress inherent in the job. c. a rating assigned to a particular job, indicating what grade and salary is appropriate. d. an investigation into the job history of the applicant to uncover any fraud or incompetence. e. a breakdown of the job into specific tasks, enumerating the times that each task is performed during a certain time period.

A

According to the text, which of the following is a disadvantage of using host-country nationals to staff the international salesforce? a. They need extensive product training. b. They involve the highest maintenance costs. c. There is low promotion potential for salespeople. d. It is potentially difficult for salespeople to adapt to new environments. e. There is high turnover.

A

The ____ is usually designed to get an in-depth look at the candidate. a. intensive interview b. resume review c. job application d. letter of reference e. selection test

A

The most often encountered form of intensive interviewing is the a. multiple, sequential method. b. group interview of a single job candidate. c. group interview of several job candidates. d. stress interview. e. assessment center.

A

The most significant managerial problem that can arise from improper recruiting and selection of salespeople is a. total salesforce performance is suboptimal. b. a higher turnover rate. c. inadequate sales coverage and lack of customer follow up. d. increased training costs to overcome deficiencies. e. difficulty in establishing good customer relationships.

A

The purpose of the Civil Rights Act of 1964 was to a. prohibit discrimination based on age, race, color, religion, sex, or national origin. b. require that men and women be paid the same amount for performing similar job duties. c. require firms to hire and promote handicapped persons if the firm employs 50 or more employees. d. prohibit discrimination against people of ages 40 to 70. e. found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act.

A

The third step in the process of recruiting and selecting salespeople is a. selection. b. prospecting. c. recruiting. d. planning. e. hiring.

A

Which of the following is not a recommended suggestion for improving the usefulness of tests to sales managers as selection tools? a. Sales managers should construct tests for the purpose of selecting salespeople. b. If psychological tests are used, the standards of the American Psychological Association should be met. c. Utilize tests that have been based on a job analysis for the particular job in question. d. Select a test that minimizes the applicant's ability to anticipate desired responses. e. Do not base the hiring decision solely on test results.

A

Which of the following is not recommended as a technique for getting valid information in a background check? a. identify a individual's worst job. b. obtain a numerical scale reference rating. c. check for idiosyncrasies. d. check financial and personal habits. e. use the critical incident technique.

A

According to the text, all of the following are methods for enhancing employee referral programs except a. publicly recognizing successful referrals. b. making the referral process a mandatory part of one's job. regularly providing incentives and promptly rewarding successful referrals. offering a proactive program that encourages employee participation. providing feedback concerning the status of referrals to those making them.

B

All of the following topics are open to charges of discrimination except a. age or date of birth. b. previous job experience. c. marital status. d. person to notify in case of an emergency. e. type of military discharge.

B

Asking candidates to tell you about their strengths and weaknesses will provide information about their a. social skills. b. insight. c. motivation. d. stability. e. initiative.

B

Common sales job qualifications address all of the following except a. sales experience. b. ability to manage others. c. educational level. d. willingness to travel. e. willingness to relocate.

B

During the initial interview, sales managers should not: a. forget to emphasize the earnings potential of the job. b. oversell the job to candidates. c. let the candidate dominate the conversation. d. forget to emphasize job advancement opportunities. e. ask open ended questions.

B

Internal sources of sales recruits include all of the following except a. announcing sales job openings through newsletters. b. use of a private employment agency. c. posting sales job openings on bulletin boards. d. announcing sales job openings in meetings. e. use of an employee referral program.

B

Salesforce socialization refers to a. the encouragement salespeople get to socialize with their colleagues after work hours. b. the process by which salespeople acquire the knowledge, skills, and values essential to perform in their role as salespeople. c. the overall social values held by the firm about contemporary issues affecting the firm. d. the salesperson's education concerning the ways other salespeople handle role conflict and role ambiguity. e. the process by which all new members of a firm's salesforce learn to coordinate their efforts with those of other employees in an effective manner.

B

Which of the following is not an advantage of a company specific job application form? a. By studying the handwriting of the various applicants, managers can observe the attention to detail and neatness of the applicant. b. Personal information, such as age and marital status that applicants have not included in their resumes can be requested. c. The comparison of multiple candidates is facilitated since the information on each is presented in the same sequence. d. The form can be designed to gather all pertinent information and exclude unnecessary information. e. The form can be designed to meet antidiscriminatory legal requirements.

B

__________ refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job. a. Job analysis b. Job qualifications c. Job description d. Job title e. Congruence

B

A background investigation is generally performed a. after the initial interview. b. before the intensive interview. c. after the intensive interview. d. after resume screening, but before any interviewing. e. after the job has been accepted by the candidate.

C

A company that asks candidates to engage in group discussions, business game simulations, presentations, and role play exercises, so that members of management may evaluate their performance capabilities is probably using this method of selection: a. selection testing. b. stress interview. c. assessment center. d. group interviewing. e. evaluation center.

C

One suggested way of achieving realism and congruence in the recruiting and selection process is to a. ask the job candidate to participate in a stress interview. b. conduct extensive role playing during the interview process. c. offer a job preview through a field visit with a salesperson. d. use a multiple, sequential interview process. e. use the computer for matchmaking.

C

The second step in the process of recruiting and selecting salespeople is a. selection. b. prospecting. c. recruiting. d. planning. e. hiring.

C

When different interviewers rate the same applicant differently, this is an example of a. multiple personalities. b. applicant misrepresentation. c. interviewer bias. d. incompetent interviewers. e. assessment incongruence.

C

Which of the following is not a general objective of recruitment and selection? a. Determining present and future needs in terms of numbers and types of salespeople. b. Reducing the number of underqualified or overqualified candidates. c. Determining the accounts to which salespeople will be assigned. d. Evaluating the effectiveness of recruiting sources and evaluation techniques.

C

Which of the following is not an issue in recruiting and selection strategy formulation? a. How the recruiting and selection will be done. b. How long will be allowed for the candidate to accept or reject an offer. c. Who is responsible for writing the job description. d. How efforts with intermediaries such as employment agencies and college placement centers will be optimized. e. What the most likely sources for qualified applicants are.

C

A written job description might include all of the following, except a. job title. b. customer types. c. significant job related demands (e.g., mental stress). d. job related benefits (e.g., insurance, retirement). e. types of products to be sold.

D

Advantages of using expatriates to staff the international salesforce include all of the following except a. provides training for promotion b. greater home-country control c. high product knowledge d. low turnover rates e. ability to provide good follow-up service

D

All of the following are elements of the third and final step of the recruiting and selection process, except a. background investigation. b. physical exam. c. screening resumes and job applications. d. locating prospective job candidates. e. testing.

D

Determining whether or not the job's selling tasks will include responsibilities for opening new accounts as well as maintaining existing accounts is part of this step of the recruiting and selection process: a. determining job qualifications. b. writing the job description. c. setting objectives. d. conducting a job analysis. e. formulating strategies.

D

Employees, such as salespeople, are a good source of job referrals because a. if they like someone they are probably going to be able to work effectively with them. b. they meet many other salespeople while making sales calls. c. most salespeople have a natural talent for recruiting and selection. d. they have a good understanding of the type of person sought for a sales position. e. they appreciate an opportunity to help a friend get a job.

D

External sources of sales recruits include all of the following except a. advertisements. b. private employment agencies. c. colleges and universities. d. company newsletters. e. professional societies.

D

The fee charged by a private employment agency is typically a. 50 percent of the first year earnings of the person hired. b. 100 percent of the first month earnings of the person hired. c. 5 to 10 percent of the first year earnings of the person hired. d. 15 to 20 percent of the first year earnings of the person hired. e. 20 to 30 percent of the first year earnings of the person hired.

D

The first step in the process of recruiting and selecting salespeople is a. selection. b. prospecting. c. recruiting. d. planning. e. hiring. Q

D

The first step of the recruitment and selection process for salespeople involves all of the following activities except a. establishing job qualifications. b. setting recruiting and selection objectives. c. conducting a job analysis. d. locating prospective candidates. e. developing a recruiting and selection strategy.

D

The primary reason why sales executives join professional organizations is a. to meet potential customers and obtain referrals. b. to obtain information about their competitors. c. to facilitate consumer awareness of their product. to establish a network of colleagues who have common interests. because most employers require some degree of involvement in community organizations.

D

Which of the following is not an advantage of recruiting online? a. potential for fast turnaround b. potential cost savings relative to newspaper c. many job seekers use the Internet d. it reaches all demographics on an equally proportional basis e. all of the above are advantages of recruiting online

D

44. The fifth and fourteenth amendments to the U.S. constitution a. prohibit discrimination based on age, race, color, religion, sex, or national origin. b. require that men and women be paid the same amount for performing similar job duties. c. require firms to hire and promote handicapped persons if the firm employs 50 or more employees. d. prohibit discrimination against people of ages 40 to 70. e. provide equal protection standards to prevent irrational or unreasonable selection methods.

E

The purpose of the Fair Employment Opportunity Act of 1972 was to a. prohibit discrimination based on age, race, color, religion, sex, or national origin. b. require that men and women be paid the same amount for performing similar job duties. c. require firms to hire and promote handicapped persons if the firm employs 50 or more employees. d. prohibit discrimination against people of ages 40 to 70. e. found the Equal Employment Opportunity Commission to ensure compliance with the Civil Rights Act.

E

This external source of sales recruits generally requires extensive screening procedures to identify a reasonable number of prospective candidates: a. career fairs. b. advertising in special publications. c. college/university placement offices. d. professional societies. e. newspaper advertising.

E

To improve the usefulness of tests as selection tools, sales managers should follow this suggestion: a. Sales managers should construct the tests since they have the most in-depth understanding about the position. b. Sales managers should utilize tests that are based on a compilation of several sales jobs so that it is not too narrow in its focus. c. Sales managers should base the hiring decision on the test results. d. Sales managers should select tests that allow the applicant to anticipate the desired responses. e. Sales managers should, in psychological testing, adhere to the standards of the American Psychological Association.

E

Which of the following statements is true regarding the market bonus? a. Firms offering a market bonus receive twice as many applicants for job openings. b. Bonuses offered for relocation are not necessary, especially since there seems to be a current sentiment for a more mobile lifestyle. c. Experienced salespeople will not accept a job offer unless they receive a market bonus. d. The market bonus is most effective when hiring college graduates straight off the campus. e. Using the market bonus could be a reasonable alternative if the supply-demand imbalance is thought to be temporary.

E

Which of the following statements regarding the stress interview is false? a. It is designed to put job candidates under extreme, unexpected psychological duress for the purpose of seeing how they will react. b. It may create an unfavorable image of the company. c. It may alienate some of the better candidates. d. It appears to be a risky and ethically questionable approach. e. It may be a form of discrimination in some cases, in which its use would make it illegal.

E

In most sales organizations, ____ have the ultimate responsibility for recruiting and selection. a. district sales managers b. regional sales managers c. sales managers with direct supervisory responsibility d. SBU managers e. vice presidents of sales

c

Which of the following is not one of the changes expected to impact salesforces today? a. Salesforces will contain more elderly salespeople. b. Sales managers will face challenges associated with staffing an international salesforce. c. Sales managers will be involved with recruiting and selecting for team selling. d. Salesforces will be reduced as companies continue to search for ways to cut costs. e. Salesforces will contain a higher proportion of women.

d

Potential problems associated with inadequate recruitment and selection include all of the following except a. inadequate sales coverage and lack of customer follow up. b. higher turnover rates. c. difficulty in establishing enduring relationships with customers. d. increased training costs to overcome deficiencies. e. reduced capability to evaluate sales performance.

e