14 Aug .equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/MKTG420_W4_Yo

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/MKTG420_W4_YouDecideActivity.html#”>

Instructions:

In this scenario-based activity, you will need to review the
scenario presented to you, your role in the process, and then read the
information regarding key players that have been chosen to participate
in this activity.

Be sure to view the grading rubric at the bottom prior to proceeding to the activity, which you will submit to the DropBox.

Scenario

Scenario Summary

In this scenario-based exercise, you are a new

District Sales Manager (DSM)

for a large Fortune 500 consumer goods company. One of your job
responsibilities is to participate in the recruiting process.
Specifically, the DSM visits local universities to interview prospective
entry-level sales applicants. A detailed job description on the
consumer goods salesperson job is provided in
.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Exhibit_01.pdf”>
Exhibit 1

. Your assignment is to visit the placement center of a smaller,
local university to interview 10 prospective candidates. The 10
interviews will represent a single-day interviewing schedule at the
placement center. The candidates have already had one initial interview.
Since another DSM has already selected seven candidates for the second
interview, you will select the remaining three candidates from a set of
six rsums that the placement center has forwarded for your review.

Your Role/Assignment

Your task is, therefore, to select three sales candidates to fill the
placement interview schedule. You are provided with a set of six
rsums (see below). Generally, the personnel office recommends that
DSMs stress six candidate characteristics that it considers important
when recruiting and selecting high-quality consumer goods salespeople.
In perceived order of importance, these attributes are:

Initiative and goal-directedness;

Decision-making and priority-setting abilities;

Communication skills and persuasiveness;

Leadership and teamwork capacity;

Willingness to take ownership and responsibility of customer accounts; and

Problem-solving ability and creativity.

In general, the personnel office indicates that sales representatives
are expected early on to be self-starters and to manage their territory
and accounts on their own without a lot of supervision and feedback
from the home office.

The DSM is encouraged to consider these six attributes when
evaluating the applicant rsums. It is up to each DSM to develop his or
her own evaluation model based on the job description and these known
character attributes for success in consumer goods sales. As this weeks
lecture states, Frequently, the reason for poor interviewing is the
lack of planning and preparation. A sales manager should develop a very
detailed list of objectives and questions for each candidate being
interviewed. Also, the interviewer must do some careful listening,
observation, and note-taking, so that when the interview process is
over, he or she can recall important details to help make an appropriate
selection.

KEYPLAYERS

Jack Bernard

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/MKTG420_W4_YouDecideActivity.html#top”>

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Jack was early for his first interview and demonstrated a high
energy level and enthusiasm for the prospective job. He was dressed in a
suit with shirt and tie and very personable. He greeted the
interviewers politely and shook hands with both interviewers before
taking a seat for the interview. He immediately started a conversation
about the recent World Series outcome and took control of the
conversation. He appeared nervous and was fidgeting and moving about in
his seat during the interview.

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Resume_D.pdf”>
Jack Bernard’s Resume

Rochelle Biden

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Rochelle was prompt and professional at her first interview. She
was polite, courteous and reserved, but well spoken and appeared
comfortable in the interview situation. She was professionally dressed
in a suit and at ease conversing with the interviewers. She stuck to the
subject of the interview and followed the interviewers leads in the
conversation by responding directly to their questions.

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Resume_E.pdf”>
Rochelle Biden’s Resume

Mary Ellison

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Mary was a couple of minutes late for the interview, but
apologized that shed had some trouble finding parking. She was dressed
in pants and a sweater and looked neat and tidy. She was flustered due
to being late and it took her a few minutes to settle into the interview
and calm down. She was obviously nervous, but once she calmed down, she
presented herself very well and was able to relate her previous work
experience to the current opening with professionalism and enthusiasm.

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Resume_F.pdf”>
Mary Ellison’s Resume

Anna Wise

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Anna arrived just on time for the interview dressed in a dress and
heels. She was wearing a lot of jewelry and make up, but conducted
herself professionally. Her communication skills were very strong and
she smiled and conversed comfortably with the interviewers. She appeared
to listen very carefully to what was said and understood the questions
and responded very well with relevant answers that demonstrated an
ability to think clearly in a pressure situation. She shook hands with
both interviewers at the end of the meeting and thanked them for their
time. She asked when she could expect to hear from them and when a
decision would be made.

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Resume_G.pdf”>
Anna Wise’s Resume

George Brown

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George made an excellent first impression with the interviewers.
He was smooth, professional, well groomed, and intelligent in his
answers. He related his experiences as a student and volunteer, appeared
to be studious, and had very much enjoyed attending university. He
demonstrated that hes comfortable with people and seems to enjoy
politics and volunteer work, as hed spent time at university working as
a Pledge Advisor for the President of Finance, and has been active as a
parliamentarian and on a scholarship committee. He is well traveled and
has diverse interests in cooking, skiing, and literature, which he
enjoyed talking about.

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Resume_M.pdf”>
George Brown’s Resume

Ernest Swift

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Ernest was quite overbearing in the first interview. He is
obviously ambitious and wants to get into management in the future. He
spoke confidently of his sales experience and was able to quote
achievements to back up his resume. He was professionally dressed and
groomed and shook hands firmly with the interviewers upon both entering
and leaving the meeting. Most of his discussion assumed that hed be the
successful candidate and he asked if hed be able to skip some of the
training, as hes got a lot of experience and didnt feel that hed need
it.

.equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents–Resume_H.pdf”>
Ernest Swift’s Resume

YOUDECIDE

Activity

Read the YOU DECIDE scenario, and using the information provided,
prepare a 2-to-3-page report outlining your recommendations for the
three candidates to be interviewed again. Please use APA format for your
report (see Doc Sharing). Your report should contain the following.

The criteria that you used to select the three candidates.

Your justification of how the recommended candidates best fit your selection criteria.

Note!

Submit your assignment to the Dropbox located on the silver tab at the top of this page.

You Decide Assignment – Grading Rubric

Breakout

Formatting (APA) – 25%

Overall (Instructors discretion) – 25%

Content – 50%:

Developed a set of reasonable selection criteria based on readings from the text, lecture, and You Decide scenario (25%)

Discussed skill sets or tools each candidate would bring to the position as a new sales representative (10%)

Recommended three most suitable candidates for second interviews
based on the described selection criteria and provided a clear
justification (15%)

Rating

Basis

Points Possible

Points Awarded

Superior

Content and Subject:

Easily identifiable, clear, well thought out. Meets or exceeds page or word length requirement.

Structure:

Apparent, understandable, and applicable.

Examples/Sources:

Examples used. Integration of external sources.

Analysis:

Interesting and novel. Provides different perspectives.

Mechanics:

APA format excellent. No major errors.

90-100

Achieving

Content and Subject:

Somewhat concrete, but may be slightly unclear. Meets or exceeds page or word length requirement.

Structure:

Generally clear and appropriate.

Examples/Sources:

Examples used to support most points.

Analysis:

Evidence often related to content. Maybe not very clear.

Mechanics:

APA format above average. Sentence structure, grammar, and diction
strong. Some (minor) spelling errors; may have one run-on sentence or
comma splice.

80-89

Average

Content and Subject:

Fairly easy to read and understand. Meets page or word length requirement.

Structure:

Overall, clearly visible with minor shortfalls.

Examples/Sources:

Examples used to support most points. Arguments sometimes lack supporting evidence. Limited use of external sources.

Analysis:

Cited references appear intermittently with no analysis or further discussion.

Mechanics:

APA format may contain intermittent problems in structure, grammar, and punctuation.

70-79

Below Average

Content and Subject:

Often unstructured and vague. Not totally applicable to content requirements.

Structure:

Mostly unclear and difficult to visualize.

Examples/Sources:

Very few examples used to support points.

Analysis:

External references not used or very limited with no analysis or further discussion.

Mechanics:

APA format not followed. Numerous mistakes in sentences, paragraph formatting, spelling, and grammar.

<70 APA Grading Missing Title Page Incorrect Margins Incorrect Header/Footer Missing Abstract Incorrect Line Spacing Missing References Page Incorrectly Formatted References Spelling and Grammar -3 -2 -2 -3 -2 -3 -1 -1 per occurrence In this scenario-based activity, you will need to review the scenario presented to you, your role in the process, and then read the information regarding key players that have been chosen to participate in this activity. Be sure to view the grading rubric at the bottom prior to proceeding to the activity, which you will submit to the DropBox. In this scenario-based exercise, you are a new District Sales Manager (DSM) for a large Fortune 500 consumer goods company. One of your job responsibilities is to participate in the recruiting process. Specifically, the DSM visits local universities to interview prospective entry-level sales applicants. A detailed job description on the consumer goods salesperson job is provided in .equella.ecollege.com/file/99b1ca5c-b442-4fc1-916b-457e768ff428/1/documents--Exhibit_01.pdf">
Exhibit 1

. Your assignment is to visit the placement center of a smaller,
local university to interview 10 prospective candidates. The 10
interviews will represent a single-day interviewing schedule at the
placement center. The candidates have already had one initial interview.
Since another DSM has already selected seven candidates for the second
interview, you will select the remaining three candidates from a set of
six rsums that the placement center has forwarded for your review.

Your task is, therefore, to select three sales candidates to fill the
placement interview schedule. You are provided with a set of six
rsums (see below). Generally, the personnel office recommends that
DSMs stress six candidate characteristics that it considers important
when recruiting and selecting high-quality consumer goods salespeople.
In perceived order of importance, these attributes are:

In general, the personnel office indicates that sales representatives
are expected early on to be self-starters and to manage their territory
and accounts on their own without a lot of supervision and feedback
from the home office.

The DSM is encouraged to consider these six attributes when
evaluating the applicant rsums. It is up to each DSM to develop his or
her own evaluation model based on the job description and these known
character attributes for success in consumer goods sales. As this weeks
lecture states, Frequently, the reason for poor interviewing is the
lack of planning and preparation. A sales manager should develop a very
detailed list of objectives and questions for each candidate being
interviewed. Also, the interviewer must do some careful listening,
observation, and note-taking, so that when the interview process is
over, he or she can recall important details to help make an appropriate
selection.

Jack was early for his first interview and demonstrated a high
energy level and enthusiasm for the prospective job. He was dressed in a
suit with shirt and tie and very personable. He greeted the
interviewers politely and shook hands with both interviewers before
taking a seat for the interview. He immediately started a conversation
about the recent World Series outcome and took control of the
conversation. He appeared nervous and was fidgeting and moving about in
his seat during the interview.

Read the YOU DECIDE scenario, and using the information provided,
prepare a 2-to-3-page report outlining your recommendations for the
three candidates to be interviewed again. Please use APA format for your
report (see Doc Sharing). Your report should contain the following.

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