MKT 340 Chapter 7

All of the following represent (indicate) the best ways that a sales manager can analyze a selling position except: interview customers. record the amount of time salespeople spend setting up displays and attending meetings. interview the sales manager. interview sales managers in other industries. none of the above.

d. interview sales managers in other industries

You are looking to hire a salesperson for an open territory. Given the low salesperson turnover over the past few years, you've decided to conduct a job analysis and rewrite the job description. To obtain the best possible candidate, the job description should not include: to whom the salesperson reports. how the salesperson interacts with other marketing staff people. the customers to be called on by the salesperson. only the attractive aspects of the job. it should include all of the above.

d. only the attractive aspect of the job

The qualifications necessary to succeed in one sales job will be the same for other sales positions.

false

The process of aligning a company's recruiting strategies to its core culture should help attract and retain higher performing salespeople as compared to those companies whose recruiting processes are reactive and culturally disconnected.

True

The employment agency does everything for a sales manager except: hiring. interviewing. screen resumes. advertising. both a and d of the above.

a. hiring

The Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the 1973 Vocational Rehabilitation Act are essentially designed to: make it illegal to use as job qualifications any attributes that result in discrimination against people of a given race, religion, nationality, sex, or age. make it legal to use information about personal characteristics such as race, religion, nationality, sex, or age when making hiring decisions. Recommend how employers should provide a safe and healthful workplace with adequate protection against hazards that are likely to cause serious physical impairment or death. Provide legal protection to companies hiring practices in case of a wrongful termination lawsuit. None of the above.

a. make it illegal to use as a job qualifications any attributes that result in discrimination against people of a given race, religion, nationality, sex or age

All of the following are directly involved in the sequence of steps that a sales manager uses in acquiring salespeople except: perform a scholastic analysis of universities used in recruiting. validate the recruiting process. determine sales qualifications. select prospects. all of the above are involved in the sequence.

a. perform scholastic analysis of universities used in recruiting

Which of the following tests is least likely to be used as a selection tool? physical examination tests intelligence tests aptitude tests personality tests

a. physical examination test

As the sales manager, you have just finished establishing your firm's procedures for selecting salespeople. Assuming that you have followed a typical sequential filtering process and assuming the following numbers for each step in the process, 1 = interviews 2 = examinations 3 = evaluating application blanks 4 = background checks then the correct procedure your recruiters will follow is:

b. 3,1,2,4

Guidelines explaining the discriminatory laws have been issued by: FCC ADA AMA FAA BMOC

b. ADA

A convenient and quick way for recruiters to gather previous employment data in a standardized format is: an interview of the recruits' references. an application blank. during the interview. all of the above.

b. an application blank

As a new sales manager, you want to make a good impression on the other members of your hiring team. When a question was raised as to what qualifications the team should look for in a candidate, you remember from your sales management class that the most consistent finding across studies is that highly successful salespeople have: an ability to ignore buyer nonverbal communication. excellent time and territory management skills. an ability to speak quickly. a knack for organizing fun outings with clients. an aversion for turning in paperwork on time.

b. excellent time and territory management skills

As a wily veteran sales manager, you understand that there are certain opportunity costs with a poor hiring decision. These opportunity costs include all of the following except: dissatisfied customers. reduction of operating costs. lost sales. increased market shares for competitors. sales management problems.

b. reduction of operating

As an executive with Apsi-Chem, a major supplier of fertilizer in Colorado, you decide to create an application blank in order to provide your sales managers with standardized information on candidates. In order to avoid being sued for discriminatory hiring practices, questions concerning the following variables could be asked: sex or age exceeding 18 years. resident status. marital status. reasons for dishonorable military discharge none of the above.

b. resident status

Recruiting is the process through which businesses locate and attract qualified applicants for sales positions. If you are the CEO of a small start-up business with limited training resources and have decided to build your own sales force, which of the following is most likely to be your source of sales trainees? your present customers salespeople with industry experience business associates sales executive clubs newspaper advertising

b. salespeople with industry experience

The most important issue(s) associated with testing candidates is (are): order of questions on the test. validity and application of the test to a particular firm. that tests are best when used as the sole source of the hiring decision. all of the above. both b and c of the above.

b. validity and application of the test to a particular firm

The average size of your sales force is 200. Out of that 200, 10 leave every six months for jobs with other companies. The annual sales force turnover rate is: 20% 15% 10% 5% 25%

c. 10%

If 10 people leave for jobs with other companies, 3 retire, 8 are assigned to larger territories, and 3 are promoted to sales management positions, what is the turnover rate for this past year if the average size of the sales force was 65 people? 15% 20% 25% 32% 37%

c. 25%

Advantages of interviewing include all of the following except: allow managers to follow up on information collected from application blanks. directly sort out applicants who have no desire for the job. are more objective than aptitude tests and application blanks. allow managers to observe the applicant's conversation ability and appearance. being a two-way communication procedure for the purpose of exchanging information.

c. are more objective than aptitude test and application blanks

Sales managers can and do have an important influence on the performance of a sales force. Based on research studies, which of the following personality traits have not been consistently found to be related to sales performance? extraversion conscientiousness empathy integrity all of the above have been consistently related to sales performance

c. empathy

An excellent source of sales trainees is educational institutions. However, according to the text, one disadvantage of recruiting sales trainees from reputable colleges is that college students: do not know how to budget their time. lack perseverance. expect to be promoted to management positions quickly. generally do not possess oral and written skills. lack maturity.

c. expect to be promoted to management positions quickly

Besides observing what salespeople do on the job, additional information in analyzing sales jobs can best be obtained by: conversing with the personnel department. analyzing financial reports. interviewing sales managers and customers. reviewing the general organization structure. e. looking at job descriptions at other firms in the same industry.

c. interviewing sales managers and customers

Selection of good salespeople obviously represents an important opportunity to gain a competitive advantage. However, it has been estimated that over half of all people in sales positions are not suited for such a career. Which of the following is a reason for the underperformance by sales managers in this area? When unemployment is low, managers are less likely to make a hiring mistake due to the large number of applicants they receive. Many managers over analyze the candidates' qualifications and experiences. Many companies do not provide effective interviewing training for key line managers who complete the interviewing process. When unemployment is high, managers are less vulnerable to making a hiring mistake from the large number of applicants they receive. None of the above.

c. many companies do not provide effective interviewing training for key line managers who complete the interviewing process

You are deciding whether to use a structured interview or a semi-structured interview in your hiring process. The primary advantage of the semi-structured interview process as compared to the structured interview is that the semi-structured interview: provides a comparison of candidates is based on impressions rather than on recall of relevant information. facilitates comparison of the candidates when more than one person is conducting screening interviews. provides the candidate a more active role in the direction an interview takes. the questions are not repeated word-for-word to each candidate. all of the above are advantages of the structured interview process.

c. provides the candidate a more active role in the direction an interview takes

John is the top candidate for the prestigious sales job with the largest computer service company in the world. John was asked to spend a day with a few of the current salespeople as part of the interview process. According to the text, the major benefit to John of the field interview is: getting to meet the people John will work with. seeing the area where John will live. seeing some specific duties and responsibilities of the job. getting to meet the customer base. all of the above.

c. seeing some specific duties and responsibilities of the job

The following laws are designed to prevent employment discrimination except: the Civil Rights Act of 1964. Age Discrimination in Employment Act (1967). the 25th Amendment to the United States Constitution. Rehabilitation Act (1973). Vietnam Veteran's Readjustment Assistance Act (1974).

c. the 25th amendment to the united states constitution

Employment agencies provide value to a number of the hiring steps. However, which of the following activities do employment agencies not explicitly participate in? screening applicant resumes interviewing applicants the final selection agencies will participate in all of the above

c. the final selection

Firms usually want background and credit information on applicants: to determine starting salaries and amount of signing bonus. to verify if their bachelor's degree in finance had any meaning and if the candidate attended all classes. to verify statements made by the candidate and to look for evidence that might be a cause for rejection. as a matter of routine. to determine the size of their expense accounts.

c. to verify statements made by the candidate and to look for evidence that might be a cause for rejection

An analysis of Northwestern Mutual's past recruiting records indicated that 80% of people recruited are not found to be qualified for a sales position at Northwestern. Of the people to which Northwestern makes a job offer, up to 40% will decline the offer. If the firm wants to hire 48 new people, at least how many people should they recruit? 80 people 100 people 150 people 400 people 600 people

d. 400 people

Analysis of past recruiting records indicate that only 1 in 5 recruits are selected for sales positions and that of those selected only 50% accept an offer. If the firm wants to hire 5 new people, at least how many people should they recruit? 10 people 20 people 36 people 50 people none of the above are correct

d. 50 people

An analysis of past recruiting records indicated that only 1 in 5 recruits are selected for sales positions and that of those selected 60% decline an offer. If the firms want to hire 5 new people, at least how many people should they recruit? 8 people 13 people 42 people 63 people e. 96 people

d. 63 people

Recently, a sales manager posted a job description as the merchandising of sales promotions to store managers. However, the high performing salespeople actually spent their time stocking shelves and checking inventory. The salespeople hired to sell to store managers were unhappy when they found out that the job is really that of a glorified stock clerk. This sales manager failed to conduct: an analysis of the company culture. an analysis of the recruits' job qualifications. an analysis of the recruits' reasons for wanting the job. a job analysis. a thorough interview.

d. a job analysis

A job description is useful in recruiting because it: helps the firm prepare a list of job qualifications. shows prospects exactly what is expected from field representatives. facilitates hiring the right people. all of the above. both a and b of the above.

d. all of the above

As the new sales manager, your first task is to hire a salesperson for an open territory. You quickly realize that previous managers in your job have not conducted a job description. Therefore, you have to create one from scratch. You remember from your sales management class that a written job description should include: the role of the salesperson in relation to other channel members. to whom the salesperson reports. how the salesperson interacts with other staff marketing people. all of the above. both a and b of the above.

d. all of the above

A company sells supercomputers. Given the highly technical nature of the product, which of the three candidates would make the best sales person? an engineer with an MBA. a former PC salesperson with a liberal arts major and "in-house" technical training. a company trained technician with 5 years of industry experience. based on this information, it is uncertain who will perform better.

d. based on this information, it is uncertain who will perform better

You have been a recruiter for the Bert Lance restaurant supply chain for the past four years. Based on your knowledge and experiences, which of the following is/are false? The primary problem in personality traits as recruiting criteria is knowing which traits are important to a particular job. Empathy, as a personality trait, will enable your salespeople to better understand and relate to the feelings of the customer. Ego drive, as a personality trait, satisfies personal needs for accomplishment. Empathy and ego drive can compensate for the lack of other important personality traits, as personal characteristics can be improved with formal education and sales training programs. Both a and d of the above are false.

d. empathy and ego drive can compensate for the lack of other important personality traits, as personal characteristics can be improved with formal education and sales training programs

According to a survey of ___________, sales managers should hire people who are loyal to the customer, willing to fight for them, thoroughness, and follow through on promises. chief executive officers vice presidents of marketing marketing researchers purchasing agents salespeople

d. purchasing agents

According to a survey of purchasing agents, if you were to hire salespeople that had the most valued traits from a buyer's perspective, a candidate would have which of the following traits? imagination. diplomacy in dealing with operating departments. knowledge of the product line. thoroughness/follow-through. all of the above.

e. all of the above

As the Vice President of Sales, you understand the importance of hiring the right person. If you were going to give advice and counsel to your sales managers about the possible costs associated with a poor hiring decision which of the following would you include? absenteeism poor customer service lost profits higher initial training costs all of the above

e. all of the above

The personal interview is a standard part of the selection process for all sales positions, since interpersonal style is considered important in sales. Hence, the sales manager will be attempting to assess the candidates' in the interview. ability to think quickly speaking voice reasons for leaving previous employers appearance all of the above

e. all of the above

A well-written ad usually identifies all of the following except: the company. product. location. the background and experience needed to fill the job. eall of the above are typically included in a well-written ad.

e. all of the above are typically included ina well-written ad

In analyzing sales jobs it is an observer's duty to record the amount of time salespeople spend in all areas except: talking to customers. traveling. record keeping. attend meetings. all of the above need to be analyzed

e. all of the above need to be analyzed

Recruiting salespeople from one's competitors or customers is a fairly widespread practice because: a firm not in a position to provide extensive training can often acquire exceptional people from major firms with excellence training programs. a firm can reasonably expect that it will pick up some of the new salesperson's old customers. a firm may acquire the salesperson, trade secrets, and/or new product information from competitors all at the same time. all of the above. both a and b of the above.

e. both a and b of the above

Which of the following statements is/are true concerning credit checks? No research has verified the relationship between financial status and job responsibilities. There is little argument about what constitutes a favorable report. Some recruiters for commission-based positions believe salespeople who are heavily in debt are the best candidates. All of the above. Both a and c of the above.

e. both a and c of the above

Classified ads have the advantage(s) of: attracting only qualified candidates. reaching a wide audience. attracting candidates who are not actively looking for a job. all of the above. both b and c of the above.

e. both b and c of the above

You want to provide some strong evidence to your boss for why you want to limit your initial hiring efforts to present office and factory employees for the entry-level sales opening. Which of the following would you not cite as part of your rationale to your boss? They are familiar with the company's products and procedures. They have established job histories with the firm. They usually consider a transfer to the sales department to be a promotion. They do not require as much training as prospects recruited from outside sources. I would cite all of the above in my rationale.

e. i would cite all of the above in my rationale

As discussed in the text, Federated's job description spells out: the company's contract with the AFL-CIO. a proclamation in favor of "right to work" laws. the details of the compensation system. essential communication and sales skills. the job of the personnel administrator.

e. the job of the personnel administrator

The primary objective of the process is to build a profile of the successful performer that can be used to select additional salespeople. confirmation recruiting testing interviewing validation

e. validation

A good job analysis should focus on what the average salesperson's day-to-day activities.

false

Ads in national news print have a tendency to streamline the recruiting process by providing candidates who are overqualified.

false

Although a fairly good source of sales trainees has been from educational institutions, there is now a trend toward hiring fewer college graduates for sales jobs.

false

Although testing can be an effective way to distinguish among candidates, today it is not legal because it has been used to discriminate against minority groups.

false

Because interviewing is an objective process, it is usually a very good predictor of future job performance.

false

Extraverted salespeople tend to perform better in commission-based sales positions.

false

Hiring salespeople who have a different perspective than that of your company culture will always improve an organization because they bring a new cultural perspective.

false

Most companies tend to over invest in recruiting because costs associated with sales recruiting are difficult to quantify.

false

Recruiting and selection should start with a clear statement of the necessary qualifications a candidate must possess.

false

Recruiting and selection should start with identifying the best source of good candidates.

false

Research suggests that the most important quality in successful salespeople is empathy.

false

Since selling is a white collar job, a physical examination is usually not required.

false

The Rehabilitation Act prohibits discrimination based on physical or mental handicaps.

false

The law states that employers have the option, but are not required, to provide reasonable accommodations for handicapped new hires.

false

The most important personal attribute in hiring a salesperson is if the person has a high level of empathy toward others.

false

The personal interview is considered an error-free selection tool for top salespeople since it is conducted face-to-face.

false

The use of psychological and achievement tests in the selection of salespeople is illegal.

false

While job qualifications focus on the activities and responsibilities of the job, a job description refers to key elements necessary to perform the job successfully.

false

A job analysis should be realistic, focusing on what is actually done rather than what someone thinks the job should be under ideal conditions.

true

A job description spells out the working relationships that surround each sales position.

true

According to surveys, it is likely that over half of applicants for will have fabricated something about their educational backgrounds.

true

An application blank should not include questions about the applicant's marital status, and age, exceeding 18 years.

true

Application blanks gather personal history data in a standardized format.

true

Because college graduates are of above average intelligence and poise, they are typically easier to train and coach than other recruits.

true

Current employees in other functional areas of the company often make good candidates for sales jobs.

true

Effective employment agencies save the sales manager time and money in identifying viable candidates.

true

Hiring experienced salespeople from the competition can be unprofitable because of the costs associated with attracting and retraining the person.

true

Hiring experienced salespeople is used when the firm needs new salespeople to be productive in a short amount of time.

true

If applicants are financially responsible, they are also more likely to be responsible on the job.

true

If conducted correctly, testing is usually a more objective measure of management potential as compared to interviews.

true

One of the best ways to identify salesperson critical success factors is to send an observer into the field to see what is going on.

true

One way to determine necessary job qualifications is by examining the specific behaviors and traits of the best salespeople in the sales force.

true

Personality traits such as sales adaptiveness and optimism have been positively correlated to success in sales.

true

The Age Discrimination in Employment Act prohibits discrimination against people ages 40 -70.

true

The formula for determining the number of recruits is: R = H / (S x A) Where H = required number of hires S = percentage of recruits selected A = percentage of those selected who accept

true

The personal interview is a crucial part of the selection process for most sales positions.

true

The pressure to fill open territories as quickly as possible often makes the selection of good salespeople difficult.

true

Under the Credit Reporting Act, it is necessary to inform applicants that a credit check is being conducted.

true

Working knowledge in sales refers to the ability to identify customer types and the sequences of successful selling behaviors.

true