Page 105 - DMGT205_SALES_MANAGEMENT

Unit 7: Selection and Placement of Sales Personnel

 It is assumed in the use of interest tests that a relationship exists between test and Notes
motivation.

 Every company must look at its future management requirements as well as its need for
career salesman.
 The presence or absence of these qualities in the candidate is revealed by physical
examination.

7.4 Keywords

Achievement Tests (Proficiency Tests): Achievement tests seek to determine how much the
individual knows about a subject. They determine the admission feasibility of the candidate and
measure what he is capable of doing.
Aptitude or Ability Test: These are used to measure the talent/ability of a candidate to learn the
job or skill. They detect peculiarities or defects in a person's sensory or intellectual capacity.
They focus attention on a particular type of talent, e.g., learning, reasoning or a mechanical bend
of mind.
Mechanical Aptitude Test: These measure the capacity of a person to learn a particular type of
mechanical work as they measure a person's visual-motor coordination or integration.

Mental or Intelligence Test: They measure the overall intellectual activity or the intelligence
quotient (IQ) of the candidate. They also determine the candidate's word fluency, memory,
inductive reasoning, speed of perception and spatial visualisation.
Non-Directed/Non-Structured Interview: This kind of interview does not follow a standard
format of questions, instead it involves a relaxed discussion. Some personnel experts say that a
non-directive technique yields maximum insight into an individual's attitude and interests.
Objective Test: They measure neurotic tendencies, self-sufficiency, dominance-submission and
self-confidence. These are scored objectively.
Patterned/Structured Interview: In this method the interviewers are given a prepared list of
questions or a specific outline of questions designed to elicit a basic core of information.

Personality Tests: These tests try to find out an individual's value system, his emotional reactions
and maturity and his characteristic mood. Their major motive is to measure the basic make up
or characteristics of individuals which are non-intellectual in nature.
Situation Test: This reveals the ability of a candidate to undergo stress and his demonstration of
ingenuity under pressure. In short, we can say that it is a measure of applicant's reaction when
he is placed in a particular situation.

7.5 Review Questions

1. The selection of salesman varies from company to company, from product to product and
from market to market. Explain with the help of example.
2. What are the steps involved in selection system?
3. What are the various types of interviewing techniques? Describe them briefly.

4. How does psychological testing help in choosing right candidate for the right job?
5. Are females suited to sales job, keeping in view the physical fitness and the touring?
6. What do you understand by placement and where does it fit into the selection system?

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