D099 Module 7

D099 Module 7 Leave the first rating Students also studied Terms in this set (30) Western Governors UniversityD 099 Save D099 Module 12 22 terms cvda00Preview WGU Sales Management D099 Pre-...70 terms gflem22Preview D099 Module 11 29 terms cvda00Preview D099 m Teacher Mik Describe the steps in a job analysis.1. Select jobs to study

• Determine needed information
• Identify data sources
• Determine data collection methods
• Evaluate and verify data
• Use data to write job analysis and description

Explain the difference between task-based analysis and competency-based analysis. Describe how each impacts the sales recruitment process.

Task-based analysis: focuses on the duties of the sales role.

Competency-based analysis: focuses on the specific knowledge/abilities a

salesperson must have to perform the job, and how they can apply their skills for the job.Describe the types of questions included on a job analysis questionnaire.1) Employee information 2) Key tasks and responsibilities 3) Decision-making and problem-solving 4) Level of contact 5) Physical demands of the job 6) Personal traits required to do the job 7) Specific skills required to do the job 8) Certifications to perform the job Explain the concepts of creating a job description and job specifications.A job description is a list of tasks, duties, and responsibilities of a job while job specifications, on the other hand, emphasize the skills and abilities the person must have to perform the job.1) Identify the main responsibilities and duties of the sales role 2) Be specific about the qualifications, skills, and experience required 3) Date the document Focus on equipment and tools required, training requirements, working conditions (any travel requirements, hours of work), reporting structure, and date.

Describe a recruitment plan and list the internal and external factors that affect a recruitment plan.Developing a recruitment strategy might look like: referring to a staffing plan, confirm the job analysis is correct through questionnaires, write the job description and job specifications, determine the best recruitment strategies for the position, and implementing a recruiting strategy.

Internal factors that can affect it: budget constraints, expected or trend of

employee separations, production levels, sales increases/decreases, and global expansion plans.

External factors that can affect it: changes in technology, changes in laws,

unemployment rates, shifts in population, shifts in urban/suburban/rural areas, and competition.Describe internal and external recruiting practices. Internal recruiting practices: when positions become available, organizations need to decide whether they will fill the position internally and allow current employees the chance to move up in the organization or into jobs they would enjoy more.External recruiting practices: the primary goal of external recruitment is to create diversity among potential candidates by attempting to reach a wider range of individuals unavailable through internal recruitment -- the addition of a new perspective within the organization can carry many benefits that outweigh the monetary costs.What is a staffing firm and what are their typical sources of candidates?A staffing firm is a company that specializes in filling open positions by finding candidates to match the job description and the organization; they usually conduct the search, initial screening, and negotiations of compensation and other matters on behalf of the hiring company.Describe the typical non-recruiting firm sources of external job candidates.

Referrals from employees: research finds that employees hired through referrals

from existing employees tend to be more loyal and more satisfied but there is a risk that an organization may become too homogeneous if employees only refer people like them.Former employees Print ads Internet advertising/career websites College recruiting Job fairs What are the benefits of promoting employee referrals? - Improved candidate quality and retention - because the candidate has direct access to an existing employee, he or she is able to develop a deep understanding of the business, company culture, and recruitment process.

• The company saves on the significant costs associated with using an external

recruiter and traditional marketing and advertising expenses in the recruitment process.

• Employee morale is boosted as the referring employee receives a referral

bonus and may be publicly acknowledged for his or her contribution to the company.

• As candidate quality improves and conversion rates of interviews to job offer

increase, the amount of time spent interviewing decreases, which means the company's HR function can be streamlined.What is social recruiting and what are the goals of using social recruiting?Social recruiting is the practice of using social media to recruit new employees.The goal of using social media as a recruiting tool is to create a buzz about your organization, share stories of successful employees, and tout an interesting culture.

Identify the 6 steps in the employee selection process and briefly explain the function of each/describe the 6 steps or hurdles in the selection process.

• Initial screening: during this step, an applicant completes an application form or

submits a résumé, or both, and has a brief interview of 30 minutes or less -- the job application includes information about educational background, previous work experience, and job duties performed.

2. Employment testing: following the previous step, the applicant may be asked

to take one or more tests to identify personality traits, as well as measure skills and aptitude for the sales role - the tests can assess cognitive ability, motivation potential, and knowledge/skills, as well as personally tests.

• Selection interview: this is the tool most widely used in making hiring decisions

because it's an in-depth discussion of an applicant's work experience, skills and abilities, education, and career interests; this interview is designed to determine a person's communication skills and motivation.

4. Background and reference check: if applicants pass the selection interview,

most firms examine their background and check their references.

5. Physical exams and drug testing: a firm may require an applicant to have a

medical checkup to ensure the applicant is physically able to perform job tasks.

6. Decision to hire: if an applicant progresses satisfactorily through all the

selection steps, a decision to hire the person is made; however, the job offer may be contingent on passing a physical exam or drug test, or both. The decision to hire is nearly always made by the manager of the new employee.Describe disparate impact and disparate treatment as it relates to candidate selection.Disparate impact is unintended discrimination against a protected group as a whole through the use of a particular requirement; may be present in the interviewing process, as well as other employment-related processes such as pay raises and promotions.Disparate treatment in hiring might include not interviewing a candidate because of one's perception about the candidate's age, race, or gender.Describe the advantages and disadvantages of hiring an internal candidate.

Advantages: reward contributions of current staff, can be cost effective as

opposed to using a traditional recruitment strategy, can improve morale, knowing the past performance of the candidate can assist in knowing if they meet the criteria.

Disadvantages: can produce a homogenous environment which may reduce

diversity/difference in perspectives, may cause political infighting between people to obtain the promotions, can create bad feelings if an internal candidate applies for a job and doesn't get it.Compare and contrast unstructured and structured interviews.

Unstructured interview: with this interview, questions are changed to match the

specific applicant; for example, questions about the candidates' background in relation to their résumé might be used.Structured interview: with this format, there are a set of standardized questions based on the job analysis, not on individual candidates' résumés. In this interview, the expected or desired answers are determined ahead of time, which allows the interviewer to rate responses as the candidate provides answers and allows for a fair interview process.

• situational interviews present hypothetical situations and responses are

evaluated, whereas behavioral interviews evaluate past behavior to determine future behavior.

Describe the 8 types of interviews.1. Traditional

• Telephone
• Panel
• Information
• Meal
• Group
• Video
• Nondirective

Discuss the difference between situational and behavioral interview questions and provide examples of each.A situational question could be "One of your employees is performing poorly, but you know he has some personal home issues he is dealing with. How would you handle complaints from his colleagues about lack of performance?" A behavorial question could be "Tell me about a time you had to make a hard decision. How did you handle this process?" List the types of interview questions that are considered illegal?Questions of national origin, age, marital status, religion, disabilities, criminal record, and personal questions.List and describe the nine-step interview process. 1) Recruit new candidates.2) Establish criteria for which candidates will be rated.3) Develop interview questions based on the analysis.4) Set a timeline for interviewing and decision-making.5) Connect schedules with others involved in the interview process.6) Set up the interviews with candidates and set up any testing procedures.7) Interview the candidates and perform any necessary testing.8) Once all results are back, meet with the hiring team to discuss each candidate and make a decision based on the established criteria.9) Put together an offer for the candidate.List and describe the 7 tips for a successful interview process.1) Make sure that everyone is trained on the interviewing process 2) Listen to the candidate and try to develop a rapport with him or her 3) Be realistic about the job 4) Be aware of your own stereotypes 5) Watch your own body language during the interview and that of the candidate 6) Stick to your criteria for hiring 7) Learn to manage disagreement A sales manager interviews an applicant who discloses that she is a single mother raising a special needs child.Based on that information, the manager chooses to hire this woman over other candidates who are more objectively qualified for the position.Which type of bias is this interviewer displaying?Halo effect.A business-to-business (B2B) firm designs, develops, and sells a variety of technology goods that require specialized knowledge for each solution. The sales force is divided into groups based on the type of technology solution the clients need.Which organizational structure is this company utilizing?Product.