2 ii External Sources 1 2 agencies 3 4 5 Professional societies 6 Computer

2 ii external sources 1 2 agencies 3 4 5 professional

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2. ii. External Sources 1. 2. ______________ agencies 3. 4. 5. Professional societies 6. Computer rosters e. The Recruitment and Selection Process – Step 3, Selection: Evaluation and Hiring i. Screening Resumes and Applications ii. Initial Interview iii. Intensive Interview iv. Testing v. Assessment Centers vi. Background Investigation vii. Physical Exam viii. Selection Decision and Job Offer 244
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1 .   A p p l i c a t i o n 2 .   I n i t i a l   I n t e r v i e w 3 .   I n - d e p t h   I n t e r v i e w s 4 .   T e s t i n g 5 .   R e f e r e n c e   C h e c k s 6 .   P h y s i c a l   E x a m i n a t i o n D e c i s i o n N o Y e s If No Major Steps In Sales Personnel Selection Process f. Managing the Sales Training Process i. Assess the Sales Training Needs ii. Set Training Objectives 245
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iii. Evaluate Training Alternatives iv. Design the Sales Training Program v. Perform Sales Training vi. Conduct Follow-up and Evaluation g. Salesforce Motivation And Compensation i. Four Questions Salespeople Ask To Determine How Much Effort They Will Devote To Their Jobs ii. Major Types of Sales Force Compensation 1. Straight Salary a. Paying salespeople a specific amount per time period b. Most useful when compensating new salesperson, moving into new territories or customers, sales requiring many services for customers c. Salary remains the same until pay increase d. Provides salespeople with more security but less incentive 2. Straight Commission a. Paying salespeople according to the amount of their sales in given time period 246 Motivation to work “What Is the Probability of Success?” Performance Level “Will I Be Rewarded for Success?” Rewards Intrinsic Extrinsic “Are the Rewards Worth It?” Equity Determination Inputs vs. Outputs “Are the Rewards Fair?” Satisfaction Intrinsic Extrinsic Feedback
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b. Commission may be based on percentage of sales or on a sliding scale c. Requires highly aggressive selling and minimal nonselling tasks d. Provides salespeople with maximum incentive but little financial security 3. Combination a. Paying salespeople a fixed salary plus a commission based on sales volume b. Most popular compensation method c. Provides level of security and some incentive d. Can require that salesperson exceeds a certain sales level before earning a commission 4. Straight Salary a. Advantages i. Salaries are simple to administer ii. Planned earnings are easy to project iii. Salaries can provide control over salespeople’s activities, and reassignments are less of a problem. iv. Salaries are useful when substantial development work is required. b. Disadvantages i. Salaries offer little incentive for better performance. ii. Salary compression could cause perceptions of inequity among experiences salespeople. iii. Salaries represent fixed overhead. 5. Straight Commission a. Advantages i. Income is linked directly to desired results. ii. Straight commission plans offer cost- control benefits. b. Disadvantages 247
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i. Straight commission plans contribute little to company loyalty.
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