Introduction
HRM FPX 5025 Assessment 4 CapraTek is currently looking to hire at least three experienced sales representatives for the Smart Home Technology Group (Alfred). As a hiring manager, it is important to determine the appropriate screening and assessment technique to select the most ideal candidates. The advertisement of the job, along with a sales simulation, has been posted along with ONet. ONet is a great tool to build systems that can effectively select, train, and assist employees in this role (O*Net, n.d.).
Sales Representative Job Description
The available sales representative position is titled “Sales Representative #NP_02309” within the department of Smart Home Technology Group (Alfred). The selected person will report to the Regional Sales Manager and will be responsible for the whole sales process. This includes negotiating, cold calling, building and developing an account base, and demonstrating exceptional communication skills by a solid sales strategy. Primary responsibilities also involve analysis of information and results assessment to identify the optimum solution, as well as willingness to travel at least 50% of the time to customer sites. The preferred candidate would have a bachelor’s degree and at least 5+ years of experience working in computer or consumer electronics.
Competency Model
Competency differs from job description because it does not just concern the way in which the work is to be performed but also the KSAs needed to be successful within the role. Competency emphasizes behavior, and successful sales representatives ought to exhibit a variety of important traits.
Important skills for sales representatives involve excellent communication, negotiation, and listening skills, which are critical in influencing customers while earning their respect. A good salesperson is detail-oriented, providing understanding of the various problems that customers may face. They must also be familiar with the commodities or services they are selling and possess better research skills to stay informed on the competition and trends in the industry. Social media skills also come in handy, with more focus being put on online media. Finally, the sales representatives should be self-motivated, enthusiastic, and motivated to achieve their goals no matter what.
Current Labor Market
The current labor market for sales representatives is relatively big at 1,625,700 job openings (U.S. Bureau of Statistics, 2020). The position of sales representative will be located in Tulsa, Oklahoma, with slightly less than national average pay salary. The low median wage for Oklahoma is approximately $39,285, and that of the U.S. is $41,792 (Salary, 2022). The median wage for Oklahoma is $56,052, and that of the U.S. is $59,630, and the highest wage range for Oklahoma is $73,321, while that of the U.S. is $78,001.
The table below shows the pay ranges for Oklahoma and the United States:
| Location | Low Pay | Median Pay | High Pay |
| Oklahoma | $39,285 | $56,052 | $73,321 |
| United States | $41,792 | $59,630 | $78,001 |
HRM FPX 5025 Assessment 4 Of the 1,625,700 sales occupations, 30%, or 48,771, are held by women (U.S. Bureau of Statistics, 2021). There is a noticeable disparity in employment rates along racial lines, and there is an immediate need for more minorities in this profession. The following table displays employment by race:
| Race | Percentage |
| White | 88.1% |
| Black/African American | 6.2% |
| Asian | 3.3% |
| Hispanic | 1.2% |
Selection Plan
The selection plan is crucial to ensuring the right candidates are chosen on the basis of fair criteria. It would be a waste of time to interview all candidates; thus, there must be a selection plan. The first stage is to ask applicants to complete a prescreening questionnaire, something that can be done via email or within the application process to ensure candidates possess the necessary skills.
The second step is conducting tests and assessments. Three should-be tests be administered: Integrity Test, Personality Test, and Sales Interest Inventory Test. CapraTek uses the Dunlop Personality Inventory, which categorizes applicants into nine groups. Influencers, Socializers, and Achievers are the best groups for this position. Applicants should be good communicators, negotiators, and have good interpersonal skills and the ability to understand opportunities and implement them well.
The Sales Interest Inventory Test identifies whether or not the applicants are a good fit based on comparing their scores with the scores of high-performing salespeople within the company. A sales simulation, too, allows candidates to try out what they have learned in real-life scenarios online.
Once candidates pass these tests, interviews can be arranged. Due to COVID-19, interviews may be conducted via telephone or video call. Once interviews have been conducted, offers can be extended, followed by drug and background checks.
Legal Implications
There are some legal issues which can arise when hiring, of which discrimination is the most vital. The Uniform Guidelines on Employee Selection Procedures of 1978 ensure that there is no discrimination based on race, religion, disability, or other protected class (U.S. Employment Commission, n.d.).
Employment advertisements and notifications must be composed in a manner that no one is discriminated against based on age or gender. For instance, an advertisement for a job cannot specify that the candidates must be under the age of 45 years since this would qualify as age discrimination.
Pre-employment testing must also be properly designed so that it does not lead to legal issues. Employers should not have unrealistic expectations that bear no relation to the job. Recruitment software must be validated so that it would not automatically reject applicants due to gaps in employment, which could be due to parental or medical leave.
During interviews, privacy must be maintained, and questions regarding religion, sex, political opinions, age, race, or disability are not allowed. The focus must be on the candidate’s skills, experience, and qualifications. Moreover, salary offers must be made solely on the basis of the candidate’s experience and qualifications to avoid EEOC law violations.
Recommended Candidates
The top three candidates most suited for the job are Stephen Ramos, Gary Hammond, and Christina Cho.
• Stephen Ramos scored 82% on the Sales Interest Inventory Test, 91% on the simulated sale, and passed with a low-risk score on the Integrity Test, which indicates reliability. His personality test labeled him as an Achiever, indicating that he is confident and assertive.
• Gary Hammond scored 80% on the Sales Interest Inventory Test, 89% on the sales simulation, and also a low-risk rating on the Integrity Test. His personality test indicated that he was an Influencer, with excellent interpersonal skills.
• Christina Cho scored 82% on the Sales Interest Inventory Test and 94% highest score on the sales simulation. Like Stephen, her personality test identified her as an Achiever, and she was also rated low-risk on the Integrity Test.
References
Commission, U. E. (n.d.). Employment Tests and Selection Procedures. Retrieved from https://www.eeoc.gov/laws/guidance/employment-tests-and-selection-procedures
ONet. (n.d.). ONet. Retrieved from https://www.onetonline.org/
Salary. (2022). Sales Representative salary in United States. Retrieved from https://www.salary.com/research/salary/benchmark/sales-representative-ii-salary
Salary.com. (n.d.). Sales Representative in Oklahoma. Retrieved from https://www.salary.com
HRM FPX 5025 Assessment 4 CapraTek Recruiting and Hiring Plan
Statistics, U. B. (2020). Occupational Outlook Handbook. Retrieved from Wholesale and Manufacturing Sales Representatives: https://www.bls.gov/ooh/sales/wholesale-and-manufacturing-salesrepresentatives.htm#tab-1
Statistics, U. B. (2021). Labor Force Statistics from the Current Population Survey. Retrieved from https://www.bls.gov
