Selling & Sales Management in Action: Assessment Center Selection of Sales Representatives

Fleenor, C. Patrick; Kurtz, David L.
May 1987
Journal of Personal Selling & Sales Management;May87, Vol. 7 Issue 1, p57
Academic Journal
The article discusses the assessment center selection of sales representatives. Assessment centers are sophisticated selection devices used most frequently for hiring or promoting managers. Assessment centers are intense testing environments that place candidates in realistic problem settings, where they must prioritize activities, make decisions and act upon them. Research has shown that managers selected by outside assessors are two or three times more likely to be successful than those promoted on the basis of interviews alone or on the basis of recommendations from supervisors. Assessment centers range in length from several hours to a week or more, with two to three days the most usual. Job analysis is the starting point for any quality selection program. The two essential components in a job analysis are to specify the job-related behaviors and tasks needed to produce an output or service. The next major step in developing an assessment center is selection or creation of exercises. For selecting representatives, one would have to design exercises that would ask the candidates to prospect, make sales presentations, help a customer with a problem and so forth.


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