Chapter 6 Selecting and Hiring Applicants The worst mistake a manager can make is to make a bad hire. Anonymous Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Salesperson Selection Tools References and credit reports Application blanks Psychological tests Organizational Design Personal interviews Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Assessment Centers Application Blank Information Personal Experience Physical Environmental Name Work Address & Phone Education Ability to perform job-related physical activities Membership in social and service organizations Health Reason for seeking particular job Personal goals References Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Outside interests An Excerpt from Fig. 6-2 Xerox Campus Interview-Evaluation Report EVALUATION (Circle Level) (Does Not Meet Xerox Standards) (Meets Xerox Standards) (Exceeds Xerox Standards) Aggressiveness and Enthusiasm 1 2 3 4 5 Communication Skills 1 2 3 4 5 Record of Success 1 2 3 4 5 Rational Thought Process 1 2 3 4 5 Maturity 1 2 3 4 5 Overall Evaluation 1 2 3 4 5 Summary of Applicant’s Qualifications Apparent Strengths: Apparent Weaknesses: Areas Requiring Clarification: Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Suggestions for Improving Interviewing Effectiveness Have specific job specifications and qualifications clearly in mind Establish Provide specific interviewing objectives some degree of structure (guidelines, probing questions) Allow Be adequate time very familiar with application or resume information Use standardized rating sheets after each interview Use multiple interviews Provide training and practice for the interviewers Remember, the interview is an opportunity to learn more about the candidate as well as to sell your company Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Does Image Matter? What type of sales rep would you avoid hiring? 80% Anyone who was a sloppy dresser 78% Anyone who used salty language 77% Anyone who has visible body piercings or tatoos 51% Anyone who looked unstylish Sourse: Adapted from Melinda Ligos, “Does Image Matter? “ Sales & Marketing Management, March 2001, p. 55 Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Selection and Hiring Are Not Synonymous COMPANY A DISLIKES ANN ANN DISLIKES COMPANY A NO OFFER EXTENDED COMPANY B LIKES ANN ANN DISLIKES COMPANY B OFFER EXTENDED, BUT NOT ACCEPTED COMPANY A LIKES ANN ANN LIKES COMPANY C OFFER EXTENDED & ACCEPTED Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.