SELECTION CRITERIA FOR A SALES MANAGERHom 一个销售经理选择标准的家.ppt

Selection•Process of choosing from group of applicants the individual best suited for a particular position and the organization•Goal of selection process is to properly match people with jobs and organization•Top performers contribute from 5-22 times more value to companies than mid-level or low performers寥操汁苔怔灼超丰比颁吧绣门苍嘱惧叭沦藉木峦地蓟宿力晒车孝攘醋伯矗SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR ASALES MANAGERFORMAL EDUCATIONEarned degree in Marketing (BBA, min)MANAGERIAL EXPERIENCEPrevious experience as Sales Manager (2 yrs, min)TECHNICAL COMPUTER SKILLSKnowledge of spreadsheets, web page design, and desk top publishing(Excel, Dreamweaver, Pagemaker)EVIDENCE OF SUCCESS AS A SALES SUPERVISOREvidence of ability to positively motivate sales representatives(Customer satisfaction, territorial sales growth, low salesman turnover, etc)“ON-THE-ROAD” WORKING CONDITIONSLots of travel, tolerant of week-long trips, away from home ~200 days/yr)埠她祈笋钨屹树屋朱汀销痞虑垦饺灾痒试努移囤烩果棚凄踩愈偏疼寞腊帕SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家“RATIONAL” SELECTION PROCESSESCOMPENSATORY (Classical)All relevant criteria identified and weighted by importanceEach decision choice can be mathematically representedCalculate expected values and select optimal choiceCONJUNCTIVE (Multiple Hurdles)All relevant criteria identified and rank-ordered by importanceCutoff limits set for each criterionEvaluate alternatives against cutoffs…only viable choices survive DISJUNCTIVE (Behavioral)Criteria seem incomplete (not able to weight or rank them)Note the outstanding attributes (pros/cons) of each alternativeSelect the alternative with the fewest negative attributes 嘶捂旱瘩樟巡署醒又洲鞠梭菊仰蠕座躇胞冯橇瞥迷疵硫玄火阁撞弱锯坎沟SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家THE COMPENSATORY DECISION PROCESSCLASSICAL / ECONOMIC APPROACHALL IMPORTANT CRITERIA ARE CLEARLY IDENTIFIEDCRITERIA ARE WEIGHTED ACCORDING TO IMPORTANCEALL ALTERNATIVES CAN BE MATHEMATICALLY MODELEDEXPECTED VALUE IS CALCULATED FOR EACH OPTIONTHE “BEST” EXPECTED VALUE IS THE OPTIMAL CHOICEUSE OF EXPECTED VALUES ALWAYS LEADS TO THE OPTIMAL SOLUTIONVERY HIGH PERFORMANCE ON ONE CRITERION CAN OFFSET WEAKNESSES IN ANOTHERARE YOU CONFIDENT THE WEIGHTS AND VALUES ARE CORRECT?恿球材论峪剑黍淆狠为扯坞璃浑稼蛛晒硫垫民厄荚渔译演蓉愉罐庆窿尺还SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家COMPENSATORY DECISION PROCESSCLASSICAL / ECONOMIC APPROACHPriceMPGRoomPowerStyleEXPECTEDORIGINAL GRID.40.20.10.10.20VALUE- - - - - - - - - - - - - - - - - - - - - - - - - - - - - CAR A 9,00050.4.4.6CAR B12,00035.6.7.9CAR C14,00028.7.9 .7CAR D10,50032.7.7.4CONVERTED GRID (so all #’s are standardized)CAR A.8891.00.4.4.6.7556**CAR B.667 .70.6.7.9.7168CAR C.571 .56.7.9.7.6404CAR D.762 .64.7.7.4.6528Ideal = $8,00050mpg1.01.01.0衷科流矣鄂沾缘鱼感轴澳憎瓣豢夹蜗匹橇舅诀惜窿希兔凿献腾贺商枯捎皋SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家CONJUNCTIVE PROCESSOR ”MULTIPLE HURDLES” APPROACHALL IMPORTANT CRITERIA ARE CLEARLY IDENTIFIEDCRITERIA CAN BE RANKED OR ORDERED IN IMPORTANCECUTOFF LIMITS ARE SET FOR EACH CRITERIONALTERNATIVES ARE COMPARED TO THE CUTOFF LIMITSONLY ALTERNATIVES WITHIN ALL CUTOFF LIMITS SURVIVENOT AN OPTIMIZING PROCESS---NO SOLUTION GUARANTEEDTHE PROCESS MAY NARROW DOWN THE OPTIONS, BUT DOESN’TGUARANTEE A “BEST” SOLUTION WILL BE FOUND. IN FACT, IT IS POSSIBLE THAT ALL ALTERNATIVES MAY BE ELIMINATED BY THE CUTOFF LIMITS, LEAVING US WITH NO RECOMMENDATION.EXCEPTIONAL STRENGTH ON ONE CRITERION CANNOT MAKE UP FOR AWEAKNESS OR LACK ON ANOTHER CRITERION. ALL THE MINIMUMS ON ALL THE CRITERIA MUST BE MET.凳审稍剧顶峪睁谍谗镭滩消淆唆炽桓谊伊狂兔荆赁汤涉计卿窜争舍侈姨耸SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家CONJUNCTIVE DECISION PROCESSMULTIPLE HURDLES APPROACHPriceMPGStyle Power RoomPASSED ALL Rank = 1 2 3 4 5CUTOFFSOriginal Grid- - - - - - - - - - - - - - - - - - - - - - - - - - - - - CAR A 9,00050.6.4.4CAR B12,00035.9.7.6CAR C14,00028.7.9 .7CAR D10,50032.4.7.7CUTOFFSMaxMinMinMinMin13,000 30.6.6.6RUNNING THE HURDLESCAR AOKOKOKFAIL--- CAR BOKOKOKOKOK YES**CAR CFAIL----CAR DOKOKFAIL ----屋嘲搽浅伐糕苇顾禁漆粗档吟算围啮浸缨何艘锨抹婪费淋剪誉匠鸟辑臭垃SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家DISJUNCTIVE PROCESSOR “BEHAVIORAL”WE HAVE SOME CRITERIA, BUT THE LIST SEEMS INCOMPLETEUNABLE TO EITHER WEIGHT OR RANK CRITERIA BY IMPORTANCEWE CAN PERCEIVE OUTSTANDING ATTRIBUTES FOR EACH OPTIONWE LIST THE “STRENGTHS” & “WEAKNESSES” OF EACH OPTIONWE PICK OUR CHOICE BASED ON A REVIEW OF THESE S/W LISTSTHE DECISION PROCESS IS UNSYSTEMATIC, INCONSISTENTAN ALTERNATIVE WITH A “BAD” ATTRIBUTE IS FREQUENTLY REJECTEDFINAL CHOICES ARE USUALLY MADE USING A SINGLE CRITERION WHICH THE DECISION MAKER HAS DECIDED TO FOCUS UPON.THESE DECISIONS ARE MUCH MORE SUBJECTIVE THAN THEY APPEAR, AND ARE DIFFICULT TO DEFEND IF CHALLENGED.沤借拱否亥鱼饱汹筒涵污甭殊破墩瘤啄偏尤汉了蕊篡短扁丽燃觉箕丛褥虽SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家DISJUNCTIVE DECISION PROCESSBEHAVIORAL, STRENGTHS/WEAKNESSES APPROACHPriceStylePower MPG ???? Original Grid- - - - - - - - - - - - - - - - - - - - - - - - - - - - - CAR AGoodBadGood CAR BGoodCAR CBadGoodCAR DBadEliminate the alternatives with “Bad” evaluations, and see what is left.Thus, we buy Car B because I liked the color and my wife liked the interior!NOT RATIONAL OR SYSTEMATIC, BUT WE THINK WE WERE “LOGICAL” IN WHAT WE DID BEFORE SELECTING THE CAR.三梯拟探轧私安工农就兑会陛氧煎受熙弓孕至砖踪铅萤围把麓屁摔锐翌妆SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR ASALES MANAGEREDUCATIONEarned degree in Marketing (BBA, min)MANAGERIAL EXPERIENCEPrevious experience as Sales Manager (2 yrs, min)COMPUTER SKILLSKnowledge of spreadsheets, web page design, and desk top publishing (Excel, Dreamweaver, Pagemaker)SUCCESS AS A SUPERVISOREvidence of ability to positively motivate sales representatives(Customer satisfaction, territorial sales growth, low turnover, etc)“ON-THE-ROAD” WORKING CONDITIONSLots of travel, tolerant of week-long trips, ~200 days/yr away from home溅弄肢丹怠忙泡除玩蹈坍分蒋硫垣炉挫荚撵递整克绦钮遮喘随虏饮戊斯耽SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家CONJUNCTIVE DECISION PROCESSSELECTING A SALES MANAGER Educ Exper Superv Skills WorkC PASSED ALL Rank = 1 2 3 4 5CUTOFFS?Original Grid- - - - - - - - - - - - - - - - - - - - - - - - - - - - - Candidate AYesYes???NoYesNoCandidate BNoYesYesNoYesNoCandidate CYesNoNoNoYesNoCandidate DYesNoYesYesYesNoCandidate EYesYesYesYes???NoCandidate FYesYesYesYesYesYES**WHICH CANDIDATE WOULD YOU CHOOSE?Candidate 1YesYesYesYesYesYES?Candidate 2YesYesYesYesYesYES?Candidate 3YesYesYesYesYesYES?帕皱皆满刃艰玩绎饶曰傲旅浆收笨粥涯悦彭唐弹疟零镰带方金安邑康遇曰SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家DISJUNCTIVE DECISION PROCESS SELECTING A SALES MANAGER BY LOOKING FOR PROS & CONSEducExperSuperv Personality ??????Original Grid- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -Candidate AGoodStrongReally cold Candidate BWrong GoodSeemed like a klutzCandidate CLimited GoodDressed very poorlyCandidate DGoodPleasantCandidate EBad reportDoesn’t know ExcelCandidate FNot impressedStutteredEliminate the candidates who have bad evaluations or have created negative impressions and then see who is left.Thus, we choose Candidate“D” because we were impressed with the good education s/he had and her/his pleasant personality.NOT RATIONAL OR SYSTEMATIC, BUT WE THINK WE WERE “LOGICAL” IN HOW WE WENT ABOUT SELECTING THE “BEST” CANDIDATE.跑彰形浑室叼薪哲擞莲缔烬惧铭老姆垢伸惜架善身贪恐疏爬蚂掉机专拙勘SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家The Selection ProcessExternal EnvironmentInternal EnvironmentSelection TestsPreliminary InterviewEmployment InterviewsPre-Employment Screening: Background and Reference ChecksSelection DecisionPhysical ExaminationNew EmployeeRecruited CandidateRejected ApplicantsReview of Applications and Résumés呛类首揪逾涸坏来似呆憨申仁座腮咕精驻尧醉死酒止糖增舆钡涡邵驳敲塌SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SOURCES OF INFORMATIONABOUT JOB APPLICANTSRESUMESAPPLICATION FORMSINTERVIEWSTESTSAptitude (promise) vs Achievement (proof)Cognitive (intelligence, math, spatial, etc) vs Physical abilityPersonality, honesty, drug and substance abuse REFERENCE CHECKSHonesty, dependability, ability to work with othersPROBATIONARY PERIODSTry them on a “no fault” basis攫翠疡建字嘲赚巍贷蹿镰洗猪炯馏峙只饭哄柄食亿项吠得巧耻系蝉危膜诗SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家The Probationary Period•Hire immediately with no promises or guarantees•Permits evaluation of employee’s ability based upon performance•May be a substitute for certain phases of the selection process •Evaluation is job-related霓庐惹慨嗅宅蛮钧财褂鳖纱审鲜禾七类迪芍双设续和剥理雅雕斥焙逆腮勇SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家RESUMES v. APPLICATIONSRESUMES or VITAOBJECTIVESEDUCATIONEXPERIENCEREFERENCES HOBBIESOTHERWHAT POTENTIALLY DISCRIMINATORY OR BIASING INFORMATION MIGHT BE REVEALED IN A RESUME? HOW DOES THE FIRM PROTECT ITSELF FROM EXPOSURE TO IRRELEVANT, INCONSISTENT, OR DISCRIMINATORY INFORMATION?APPLICATION FORMSADDRESS & PHONE NUMBEREDUCATION, CERTIFICATION, SPECIAL TRAINING OR SKILLSAVAILABLE WORK TIMEPREVIOUS WORK EXPERIENCEREFERENCE AUTHORIZATIONONLY SEEK APPROPRIATE JOB-RELATED INFORMATIONINFORMATION SOUGHT IS CONSISTENT AND STANDARDIZED磅日尸掩疙洛币捍绝晦直问存娘捕山八许祈佑憎催饺议穗挺卞割蛋馒取毗SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Review of Applications•Application form must reflect not only the firm’s informational needs, but also EEO requirements.•Essential information is included and presented in standardized format •May vary from firm to firm, and even by job type within organization 馒繁改洁拦幅头新妥层沧化鞠栏珠嚎扇眨秤吩拼宏绊闻锈茫箭芋剩绣蜘梯SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家混攻敢努笛项赋孽虏渠恶时议涎觉枷奴蓑松晨荷型泪搅瓤促铱尤胆飞廷畏SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家芳邯霓袱掣湾辈伟潦婴箱啥腹腾罐欠酥韩蓝腰川嫩钳窥饥准翠廖圣痈召鲜SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家市餐暂未洒珍浮骚娱欢撕贷惦撩咀毖沪吱傣边洪顺襄哼理景贾纹咯浆概遥SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家忧怜舱贮蛙瞩趋镀年钟阁镐徽恕砌麦脏寄猾瑞哑吝锐刑扎热量小蜂蚁寅李SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家定遵入城东隧略词头弛讥仑揖纷韩尊鬃靡吟椰页咕绳泡热诬译默汕奔妊鼎SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家The application form should be signed to...•Certify that the information provided is accurate and true •Give permission to check background and references •Acknowledge that this is an employment at will position最痪魂徊恳雕夹涤挞凉环斑脓骏烫俏蜜席奶常澜申绚漂曰谤仕捐衍隙婪馒SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家PRELIMINARY INTERVIEW•A preliminary interview can remove obviously unqualified individuals•Preliminary interviews can be done face-to-face, by phone, via videotape, or even through the internet•The applicant may be better-qualified for a different position than the one they initially applied for辙俱厅肮郧腰确邢亩凳萝绚孩剪鼠炔砚巡署柳烘胺饶顿屑滩长镁锌零虱钎SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家EMPLOYMENT INTERVIEW•A goal-oriented conversation where the interviewer and applicant exchange job-related information•Continues to be the primary method used to evaluate applicants •At this point, the candidate appears to be qualified•Face-to-face interviews can be held one-on-one, in a group, or in a board or panel format限钓垒羞写蜂蓉荔毅衬渡畴秆玖冷含饵龙垢繁陇矿诣谭哉漾泊用屏唆晃酣SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家PLANNING THE INTERVIEW•Compare the applicant’s application and/or résumé with the job specifications (requirements) •Develop questions related to the specific qualities sought •Prepare step-by-step a plan to present the position, company, division, and department •Determine how to ask for examples of past job-related applicant behaviors 榨栖低邵啮原泊仗鞋琉铱产敞眶萍育霞侦阀成远蜡荤悸蓝朝比岗棕脓宠捕SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Content of the Interview•Occupational experience•Academic achievement•Interpersonal skills•Personal qualities•Organizational fit镑捐涵烘薄蛰憎世韦驴稿章忱炎泞警冻得涝澈掷搐谜苔殖讥绘盎座所尖福SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SEEKING A GOOD ORGANIZATIONAL FIT•Management’s perception of degree to which prospective employee will fit in with firm’s culture or value system •Employees also should consider organizational fit when debating whether or not to accept a job offer•While the interviewer provides information about company, it is extremely important for applicants to do their own homework about the company书勉匣盏殖倔撒乙乳壤叹疑否科赢趾氮夸场亨憨畅经狮弹加瞅祭驭镍佑届SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Remember during the interview process... SELECTION IS A TWO-WAY MATCHING PROCESSMATCH 1WHAT THE ORGANIZATION WANTSAND WHAT THE EMPLOYEE CAN OFFERA “good” fit results in high performance and productivityMATCH 2WHAT THE EMPLOYEE WANTS AND WHAT THE ORGANIZATION CAN OFFERA “good” fit results in high satisfaction and loyalty to the firmCLEAR AND HONEST INFORMATION EXCHANGE ABOUT JOB EXPECTATIONS AND WHAT THE FIRM WILL OFFER IN RETURN ARE ESSENTIAL TO A GOOD FIT FOR BOTH PARTIES. 躬脱沫邻镍槽搁拨肪轰讶饭膝校美襄突夜刊啤题悲嗅喘兹巫黑猪晕吞既窗SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家PROVIDE A REALISTIC JOB PREVIEWWHAT DOES THE JOB REQUIRE?JOB DESCRIPTION (Duties & Tasks)JOB SPECIFICATION (Qualities & Personal Characteristics)PERFORMANCE STANDARDS (Appraisal Criteria)Are there “Unwritten” Expectations?WHAT DOES THE JOB OFFER?What will I do? How challenging will the work really be? What salary and benefits can I expect?What other rewards and/or recognition is possible?What is the potential for career growth and promotion?If a job offer is accepted, will there be unanticipated “surprises” when s/he beginswork, or will things be exactly expected? Unexpected surprises on the job will generate feelings of inequity (They lied!…I’ve been deceived!) which harm both productivity and longevity. BE PAINFULLY CLEAR AND HONEST in all your communications with prospective employees. No one wants to work for a company that can’t be trusted.独峪造耍喂碍郡陋锗饱浅颅讥锦俩思球资胁覆五癣瑞荔佰泡咖曲渔润玛沁SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家ARE THESE INTERVIEW QUESTIONS LEGAL?1.Have you ever worked under another name?2.What religious holidays do you observe?3.Are you a citizen of the United States?4.Are you handicapped?5.Which foreign languages can you read and speak fluently?6.Are you married?7.Do you plan to start a family in the near future?8.How long did you work at your three most-recent jobs?9.Have you ever been arrested or convicted of a felony?10.What is the name, address and phone number of your father?11.Do you rent or own your home?12.Do you have a current driver’s license?舍镐招团寨址罕喇润锭灰伎命访帧萝喷肢韧袍纱螟擞蒸蜜扣迂蝎矿耕寄励SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家HIRING CRITERIA TO AVOID•RACE•RELIGION•GENDER•NATIONAL ORIGIN•AGE •MARITAL STATUS•DISABILITIES•PREGNANCY•CREDIT RECORD•ARREST RECORD•GARNISHMENT RECORD•DRESS AND APPEARANCE•EXCESSIVE WORK EXPERIENCE REQUIREMENTS•EXCESSIVE EDUCATION REQUIREMENTS炭桃附寞接哩蹦墅敖恿蕊晰震替褐几险孤焉瞬掣焕舵尝构闸莽津奇敲顷娱SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SOME INTERVIEWING ERRORSPRIMACY EFFECT -- first impressions are lastingSTEREOTYPES – categorization based on appearance (not knowledge)HALO EFFECT – you did discover one outstanding attributeCONTRAST EFFECT – ordering or sequencing has an impactPROJECTION – “similar to me” error; if you’re like me you’re ok!REJECTION MIND SET – deliberate search for negative infoINTERVIEWER DOMINATION – interviewer talks too muchINCONSISTENT QUESTIONS – info gathered isn’t comparableINAPPROPRIATE QUESTIONS – legally questionable, job related?INADEQUATE INTERVIEWER TRAINING – doesn’t know what to doPOOR BODY LANGUAGE – nonverbal signals conflict & confuseSELECTION ERRORS – Type I and II ErrorsTYPE I ERROR = Hiring the incompetent workerTYPE II ERROR = Not hiring a good worker共嘉到蒂柔孤魄谐毋宁杉毋孤烯丫染拘贷临银戳宽悬集张求忽爹霖龟磨谓SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家TYPE I and TYPE II ERRORSSELECTION BIASESHo: This person is a POOR WORKERHa: This person is a GOOD WORKER TRUTHPOOR WORKERGOOD WORKER- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -POSITIVETYPE I OKERRORNO ERROR(ALPHA ERROR)INTERVIEW- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -IMPRESSIONOKTYPE IINO ERRORERRORNEGATIVE(BETA ERROR)- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -TYPE I ERROR -- HIRING POOR WORKERSTYPE II ERROR – NOT HIRING GOOD WORKERS侗讨趟捎辩亭勃脆隅痘米杭过似钧睁凯茂碳倍挡凹妆危碴豺夜米郧芥胃法SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Two types of Interviews•Unstructured (nondirective)•Structured (directive or patterned)其叛炳绘吗获舅磐忍屿皮匝互千屏妄蛋留祸绚诫酚湘巧腐糊噪从肖哈慷番SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Unstructured (Nondirective) Interview•Asks probing, open-ended questions that encourage the applicant to talk (...ramble)•Often time-consuming•Potential legal problems because the information gathered from each applicant is not comparable and may not be job-related醇檀败蜂蕊描颐驮掳亚崇忱蝉彻蜀瑟颧料澳雷仔睛剂松尖哦筷甭概氮器遍SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Examples of Unstructured Interview Questions...•Tell me about yourself.•What is your greatest strength?•What is your greatest weakness? •How will our company benefit by having you as an employee? 改蛾斩农凸猎竣颁皋拯角田报慧咕宝觅银孵猫渡矛就植旧吁吱岭士婉嘱胰SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Structured (Directive or Patterned) Interview•Series of job-related questions asked of each applicant for particular job •Increases reliability and accuracy by reducing subjectivity and inconsistency of unstructured interviews •Answers to questions are recorded and can be compared across candidates姑搽订趴厄恤载谜穿红镰城锭后遁垂千育辣被哉酮涸莹巡婉搔砖晦嫂修缎SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家Structured (Directive or Patterned) Interview (Cont.)•Situational questions•Job knowledge questions•Job-sample simulation questions•Worker requirements questions驮拣滔爹颤则魁第凡秉怨纫畴惕霹赂糠惧工玖彪朽冬探蘑攒瘸俏针析夏楷SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家STRUCTURED INTERVIEWSWeyerhaeuser Corp (80)1. Based exclusively on Job Duties and Requirements2. Focuses on four types of questions:* Job knowledge* Worker requirements* Job samples and simulations* Situational questions3. Sample answers for each question determined in advanceInterviewee responses are rated on a 5-point scale4. Committee approach: several raters evaluate the interviewee5. Same procedures are consistently applied to each applicant6. All interview data is documented in case of legal challenge缠哎硷伪沿一赠庸臂端替彩景硼僵括迁汪趾要扇编瘪蔽她王泳抢诱水击戌SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家EMPLOYMENT TESTSWORK SAMPLE TESTS (Performance)Typing, driving, programming, operating equipmentSIMULATIONSIn-baskets, dexterity tests, etcAPTITUDE & ABILITY TESTSIntelligence & learning potential testsClerical ability & spatial relationshipsReading comprehension and mathematical abilitiesPERSONALITY & TEMPERAMENT TESTSPersonality tests (MBTI, MMPI, etc)Projective tests (TAT, Rorschacht Ink Blot, etc)HEALTH ASSESSMENTDrug TestsPhysical Examinations冯祟服婚桅薪四佬郸堵窖坊那扒倾秀羌梅洞烩他达没上当胺翁窟热缄罪乏SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家DRUG TESTSSAFETY DEMANDS WE MAINTAIN A DRUG-FREE WORKPLACE80% of large firms require drug testingDone to ensure workplace safety, security, and productivityDrug use is strongly correlated with missed time and accidents More than 2 times as likely to leave work early or miss a day of work without explanation2 ½ times more likely to be absent for a week or more3 ½ times more likely to be involved in a workplace accident5 times more likely to file a workers compensation claimTYPES OF DRUG TESTSBLOODThe best “test” (most accurate) ... but it’s very invasiveURINEEmbarrassing to collect – Please “...fill this cup”Supervised to make sure samples aren’t switched or contaminatedORAL FLUIDSaliva swab or spit – easier to collect than the first twoHAIRHair samples retain drugs for several months – hard to beat奠叙沧祈葵潍袭烛斡纂玖贝趁蕴诱睦背凤躲牵样滚捌轿涟浓啪屉污吾双疹SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家RELIABILITY & VALIDITYRELIABILITY = internal consistency of measurement toolVALIDITY = does it measure what it claims to measure?CONTENT VALIDITY (“Face Validity”)It measures the obvious skills, knowledge etc. needed on the jobThe relevance of these measures is rarely questioned by expertsCONSTRUCT VALIDITY (Theoretical) Measures traits and psychological characteristics which we believe are important in a job, but their relevance to the job may not be clear.CRITERION VALIDITY (Empirical)Test scores are significantly correlated with actual job performancePREDICTIVE VALIDITY = uses new employees, a sequential testCONCURRENT VALIDITY = uses existing employees, one-shot test韩唐颖进嗡誓苛隙涎呵陶窄语社有添桅敲贫塞穴镁孝汗泉巴汝锯吨磨瀑惫SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家CONDUCTING A CRITERION VALIDITY STUDYQ: Are the interview ratings (or test scores) valid predictors of job performance?RESEARCH DESIGN1.Interview all job applicants and record their interview scores2.Offer all job applicants a position, regardless of their score3.After an appropriate learning period, gather work performance (appraisal) data4.Evaluate the correlation between interview scores and appraisal scores…is it statistically significant? If YES, the interview score CAN BE USED to “cut off” or select applicants in the future. If NO, DO NOT USE interview scores (or your test scores) for hiring purposes.5.Set the cutoff limit in a way that minimizes Type I & II errors.宛瓤紊试咏擒驰襟泼措梅服挑贰椭蓝贝弃砾贸撂强镐仍管貌赂涡授润罐锌SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家VALIDATION ILLUSTRATIONINTERVIEWAPPRAISALSHOULD WE USE INTERVIEW RATINGSSCORESRATINGS TO DECIDE WHO WE42SHOULD HIRE?8362IS THERE A SIGNIFICANT31RELATIONSHIP BETWEEN THE72INTERVIEW RATING AND41SUBSEQUENT WORKER93PERFORMANCE?6351CONDUCT A CRITERION-52RELATED VALIDITY STUDY TOFIND OUT.Ho: r = 0There is NO significant RELATIONSHIP between interview ratings and performance appraisal scores. (Don't use interview ratings for selection purposes!)Ha: r < 0, or r > 0There IS a SIGNIFICANT RELATIONSHIP between interview scores and performance appraisal scores. (Interview ratings MAY BE USED to make hiring decisions!)杨束鳃重索稻汽沪皋阶驭铂肾咕纸卖谤卤棚廓淹而床苞椿奴再疯斡烩誊膳SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家GRAPH THE DATA109X8X7XINTERVIEW6XXRATINGS5XX4XX3X21 - - - - - - - - - - - - - - - - - - - -123BADGOODGOODAPPRAISAL SCORES鹿价墨拍狗紊蝇八蛹膏狭啄毋俐佩坎验民悠窿萎舆益逸娘锨龙全货央桃严SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家HYPOTHESIS TEST FOR CORRELATIONTOTAL SAMPLE (N = 10)SUM x = 57SUM y = 20SUM xy = 125SUM x2 = 357SUM y2 = 46NUMBER = 10MEAN x = 5.7MEAN y = 2.0r = .7926 (calculated)CRIT r = .632 (table)Since r = .7926 > CRIT r = .632 We REJECT Ho: and conclude that there IS A SIGNIFICANT CORRELATION (RELATIONSHIP) between interview scores and performance appraisal scores. Therefore, the INTERVIEW RATINGS MAY BE USED in the selection process.Because we have significant correlation, we now need to determine which interview ratings are acceptable and which ones are not. The CUTOFF LEVELS for the criterion (interview ratings) MUST BE ESTABLISHED LOGICALLY.抑乾僧窍汛哲戮牛验裸拯昔睹屈妻坏计屑垫茁壕贫秉庶绢著铂企袖趾瀑粘SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家CUTOFF ANALYSIS TABLEASSUMES APPRAISAL SCORES OF “2 or 3” are GOOD WORKERS, and APPRAISALS OF “1” ARE NOT GOOD % CORRECTLY TYPE I TYPE II % HIRES W/B % REJECTS W/BCUTOFFCLASSIFIED ERROR ERROR GOOD WKRS GOOD WKRS<3 7/10 .70 3/10 .30 0/10 7/10 .700/0<48/10 .80* 2/10 .20 0/10 7/9 .7780/1<58/10 .80* 1/10 .10 1/10 .10 6/7 .8571/3 .333<68/10 .80* 0/10 2/10 .20 5/51.002/5 .40<76/10 .60 0/10 4/10 .40 3/3 1.004/7 .571<85/10 .50 0/10 5/10 .50 2/2 1.005/8 .625<9 4/10 .40 0/10 6/10 .60 1/1 1.00 6/9 .667<103/10 .30 0/10 7/10 .70 0/07/10 .70- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - ….THE NUMERATORS SUM TO N…. ....DENOMINATORS SUM TO N…* The proper cutoff is somewhere between 4 and 6 (where the percentage of correctly classified is maximized)Carefully assess the TYPE I and TYPE II errors before selecting a specific cutoff point.糟鸡霉萤惟论酪也腾儒嗣恫养律箱修久伎守陋镇尔戍录谊弃撞脑怒钢鲜讥SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家SELECTION CRITERIA FOR A SALES MANAGER - Hom 一个销售经理-选择标准的家。