legal aspects of processing
Question 1
Regarding the legal aspects of processing
| every selection tool must be validated before it can be legally used. | ||
| in some hiring situations it may be perfectly legal to discriminate on the basis of age, sex, or ethnic origin. | ||
| the use of guided interviews is legally prohibited. | ||
| a company can no longer use psychological testing as part of its sales selection process. |
Question 2
All of the following are examples of task-related KSA (knowledge, skill, ability) training content except _____________________.
| knowledge of the company | ||
| selling skills | ||
| creativity training | ||
| knowledge of legal constraints |
Question 3
Which of the following actions should not be considered in making a job offer?
| Who will make the offer? | ||
| How will the offer be made? | ||
| Will a contract be offered? | ||
| the gender of the recruit |
Question 4
After some basic product knowledge and company information have been imparted in a short initial training program, some firms send the representatives out to the field to sell. Then later these salespeople are brought back for additional training in selling techniques. This practice of “delayed initial training” is likely to be adopted when:
| the average order is large. | ||
| repeat business is important. | ||
| the firm is selling an office copying machine like Xerox or Canon. | ||
| customers are sold only once, and each sale is of little importance to total volume. |
Question 5
With regard to the use of tests in the selection process they:
Answer
| should always be used in the selection process. | ||
| are usually very good predictors of performance. | ||
| can contribute to a company’s policy of non-discrimination. | ||
| should be used as the final hurdle in the selection process. |
Question 6
The best type of reference check usually is:
| a personal telephone call to former employer. | ||
| a letter specifically addressed to former employer. | ||
| the use of outside agency like a retail credit bureau. | ||
| a “To whom it may concern” recommendation letter carried by the applicant. |
Question 7
With regard to selection tools:
| it is not advisable to use more than two. | ||
| increases in comprehensiveness are related to increases in productivity. | ||
| if you recruit the proper people, then minimal use of selection tools is advised. | ||
| the most costly tool should be used first. |
Question 8
A grocery product manufacturer, located in the Midwest, established the following four sets (among others) of hiring qualifications for a type of selling job. For which of the four is the firm least likely to rely on an application blank to get the information?
| A college graduate who partially financed himself through school | ||
| A normal amount of mental intelligence | ||
| Adequate emotional stability and good judgment | ||
| Some experience in selling |
Question 9
Using _________________________ as sales trainers is advantageous because their words carry much more authority and they typically have had successful sales experience.
Answer
| company staff trainers in the sales department | ||
| outside training specialists | ||
| line executives in the sales department | ||
| trainers from the personnel department |
Question 10
If you want to find out how badly an applicant wants (or needs) a sales job, probably the best selection tool is a:
| long application blank. | ||
| check with former employers. | ||
| personal interviews. | ||
| group of psychological tests. |
Question 11
You must choose between two sales recruits. One has scored very high in terms of the quality of his interview, but not very well on the series of psychological tests to predict qualities the firm thinks are necessary for success. Another person did well on the psychological testing, but not very well in the personal interview. All other things being equal, which one would you hire, and why? What do you think the strengths and weaknesses would be of the one you hired?
Question 12
“Salespeople are born, not made. It’s futile to try to train a person to be a salesperson, so I don’t.” How would you answer a sales manager who said this to you if you were trying to get her or him to hire you as a sales trainer?
Question 13
Some managers believe that the reference is not very helpful as a selection tool. Do you agree with this view? If so, why do you think it continues to be used by virtually every firm that is hiring salespeople or other employees? Do you have examples of a reference being effective or misused?
Question 1
Regarding the legal aspects of processing applicants for sales jobs:
| every selection tool must be validated before it can be legally used. | ||
| in some hiring situations it may be perfectly legal to discriminate on the basis of age, sex, or ethnic origin. | ||
| the use of guided interviews is legally prohibited. | ||
| a company can no longer use psychological testing as part of its sales selection process. |
Question 2
All of the following are examples of task-related KSA (knowledge, skill, ability) training content except _____________________.
| knowledge of the company | ||
| selling skills | ||
| creativity training | ||
| knowledge of legal constraints |
Question 3
Which of the following actions should not be considered in making a job offer?
| Who will make the offer? | ||
| How will the offer be made? | ||
| Will a contract be offered? | ||
| the gender of the recruit |
Question 4
After some basic product knowledge and company information have been imparted in a short initial training program, some firms send the representatives out to the field to sell. Then later these salespeople are brought back for additional training in selling techniques. This practice of “delayed initial training” is likely to be adopted when:
| the average order is large. | ||
| repeat business is important. | ||
| the firm is selling an office copying machine like Xerox or Canon. | ||
| customers are sold only once, and each sale is of little importance to total volume. |
Question 5
With regard to the use of tests in the selection process they:
Answer
| should always be used in the selection process. | ||
| are usually very good predictors of performance. | ||
| can contribute to a company’s policy of non-discrimination. | ||
| should be used as the final hurdle in the selection process. |
Question 6
The best type of reference check usually is:
| a personal telephone call to former employer. | ||
| a letter specifically addressed to former employer. | ||
| the use of outside agency like a retail credit bureau. | ||
| a “To whom it may concern” recommendation letter carried by the applicant. |
Question 7
With regard to selection tools:
| it is not advisable to use more than two. | ||
| increases in comprehensiveness are related to increases in productivity. | ||
| if you recruit the proper people, then minimal use of selection tools is advised. | ||
| the most costly tool should be used first. |
Question 8
A grocery product manufacturer, located in the Midwest, established the following four sets (among others) of hiring qualifications for a type of selling job. For which of the four is the firm least likely to rely on an application blank to get the information?
| A college graduate who partially financed himself through school | ||
| A normal amount of mental intelligence | ||
| Adequate emotional stability and good judgment | ||
| Some experience in selling |
Question 9
Using _________________________ as sales trainers is advantageous because their words carry much more authority and they typically have had successful sales experience.
Answer
| company staff trainers in the sales department | ||
| outside training specialists | ||
| line executives in the sales department | ||
| trainers from the personnel department |
Question 10
If you want to find out how badly an applicant wants (or needs) a sales job, probably the best selection tool is a:
| long application blank. | ||
| check with former employers. | ||
| personal interviews. | ||
| group of psychological tests. |
Question 11
You must choose between two sales recruits. One has scored very high in terms of the quality of his interview, but not very well on the series of psychological tests to predict qualities the firm thinks are necessary for success. Another person did well on the psychological testing, but not very well in the personal interview. All other things being equal, which one would you hire, and why? What do you think the strengths and weaknesses would be of the one you hired?
Question 12
“Salespeople are born, not made. It’s futile to try to train a person to be a salesperson, so I don’t.” How would you answer a sales manager who said this to you if you were trying to get her or him to hire you as a sales trainer?
Question 13
Some managers believe that the reference is not very helpful as a selection tool. Do you agree with this view? If so, why do you think it continues to be used by virtually every firm that is hiring salespeople or other employees? Do you have examples of a reference being effective or misused?
