Selecting And Hiring Applicants: The Worst Mistake A Manager Can Make Is To Make A Bad Hire

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

Name

Work

service

Address & Phone

Physical

Environmental

Ability to perform Membership in job-related social and Education physical activities 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.