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.
