1. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Chapter 6 Selecting and Hiring Applicants The worst mistake a manager can make is to make a bad hire. Anonymous

2. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Salesperson Selection Tools References and credit reports Psychological tests Application blanks Personal interviews Assessment Centers Organizational Design

3. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Application Blank Information Personal Experience Physical Environmental Name Work Ability to perform Membership in job-related social and service Address & Phone Education physical activities organizations Health Outside interests Reason for seeking particular job Personal goals References

4. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. 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 12345 Communication Skills12345 Record of Success12345 Rational Thought Process 12345 Maturity12345 Overall Evaluation12345 Summary of Applicant’s Qualifications Apparent Strengths: Apparent Weaknesses: Areas Requiring Clarification:

5. 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 specific interviewing objectives  Provide some degree of structure (guidelines, probing questions)  Allow adequate time  Be 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

6. 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

7. Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Selection and Hiring Are Not Synonymous COMPANY A DISLIKES ANNANN DISLIKES COMPANY A NO OFFER EXTENDED COMPANY B LIKES ANNANN DISLIKES COMPANY B OFFER EXTENDED, BUT NOT ACCEPTED ANN LIKES COMPANY C OFFER EXTENDED & ACCEPTED COMPANY A LIKES ANN