Chapter

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 Organizational Design

Psychological tests

Personal interviews

Assessment Centers

Copyright 2003 by The McGraw-Hill Companies, Inc. All rights reserved.

Application Blank Information

Personal Name Address & Phone Health Reason for seeking particular job Personal goals References Experience Work Education Physical Ability to perform job-related physical activities Environmental Membership in social and service organizations Outside interests

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)
Aggressiveness and Enthusiasm Communication Skills Record of Success Rational Thought Process Maturity Overall Evaluation (Does Not Meet Xerox Standards) 1 1 1 1 1 1 2 2 2 2 2 2 (Meets Xerox Standards) 3 3 3 3 3 3 4 4 4 4 4 4 (Exceeds Xerox Standards) 5 5 5 5 5 5

Summary of Applicants 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 specific interviewing objectives

mind
Establish Provide

some degree of structure (guidelines, probing

questions)
Allow
Be

adequate time

very familiar with application or resume information standardized rating sheets after each interview multiple interviews training and practice for the interviewers the interview is an opportunity to learn more about

Use Use

Provide

Remember,

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.