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 Psychological
blanks tests

Organizational
Design

Personal Assessment
interviews Centers

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

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

 An Excerpt from
Fig. 6-2 Xerox Campus Interview-Evaluation Report
EVALUATION (Does Not Meet (Meets Xerox (Exceeds Xerox
(Circle Level) Xerox Standards) Standards) Standards)

Aggressiveness and 1 2 3 4 5
Enthusiasm

Communication Skills 1 2 3 4 5

Record of Success 1 2 3 4 5

Rational Thought 1 2 3 4 5
Process

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 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

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.