HRM FPX 5025 Assessment 4

Introduction

CapraTek is presently seeking at least three sales representatives who have experience working with the Smart Home Technology Group (Alfred). As a manager who hires, it is essential to find out what technique of screening and assessment is appropriate in order to choose the best candidates. Job advertising, combined with a sales simulation, has been placed together with O*NET. ONet is an excellent tool to construct systems that can efficiently choose, train, and support employees in this function (O*Net, n.d.).

Sales Representative Job Description

The job of the available sales representative is called “Sales Representative #NP_02309” in the Smart Home Technology Group department (Alfred). The chosen individual will work under the regional sales manager and will be in charge of the entire sales process. This involves negotiating, cold calling, account-base building and developing, and showing exceptional communication skills by a strong sales strategy. Key responsibilities also include information analysis and results assessment to determine the best solution and traveling at least 50% of the time to customer locations. The ideal candidate should possess a bachelor’s degree and experience working in computers or consumer electronics of 5+ years.

Competency Model

Competency is different from job description, as it is not only about the manner in which the work is to be done but also the KSAs essential to excel in the job. Competency is focused on behavior, and successful sales reps should demonstrate a range of significant characteristics.

Key skills among sales representatives include strong communication, negotiation, and listening skills, which are vital while winning over the customers but in a manner that earns them respect. A good salesperson has an eye for detail, offering insight into the different issues customers might encounter. They should also understand the commodities or services being sold and have superior research skills in order to remain abreast of the competition and industry trends. Social media expertise is also of use, and an emphasis has shifted to media on the Internet. Lastly, the salesmen are supposed to be self-directed, motivated, and driven by desires to hit targets regardless of everything.

Current Labor Market

Today’s labor market for sales representatives is quite large, with 1,625,700 job listings (U.S. Bureau of Statistics, 2020). The job of sales representative will be based in Tulsa, Oklahoma, with a slightly below national average salary. The low median wage for Oklahoma is around $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.

Of the 1,625,700 sales occupations, 30%, or 48,771, are occupied by women (U.S. Bureau of Statistics, 2021). There is a significant disparity in employment rates by race, and there is an urgent need for more minorities in this occupation.  

Selection Plan

The selection plan is important in order to guarantee the appropriate candidates are selected on the basis of reasonable criteria. To interview every candidate would be a waste of time; therefore, there has to be a selection plan. The initial stage is to request applicants to fill in a prescreening questionnaire, something that can be done through email or as part of the application process in order to guarantee candidates have the skills.

The second step is to conduct the tests and assessments. Three should-be tests need to be given: the Integrity Test, the Personality Test, and the Sales Interest Inventory Test. CapraTek takes the help of the Dunlop Personality Inventory, which classifies applicants into nine categories. Influencers, socializers, and achievers are the most suitable groups for this job. They should be good communicators and negotiators and possess good interpersonal skills and the capability to realize opportunities and execute them effectively.

The Sales Interest Inventory Test determines if the applicants are a good match or not by comparing their scores with the scores of top-performing salespeople in the company. A sales simulation, also, enables candidates to practice what they have learned in actual situations online.

After candidates have cleared these tests, interviews can be scheduled. Because of COVID-19, interviews can be done over the phone or video call. After interviews have been done, offers can be made, followed by drug and background checks.

HRM FPX 5025 Assessment 4:Legal Implications

There are certain legal concerns that may be encountered while hiring, of which discrimination is the most critical. The Uniform Guidelines on Employee Selection Procedures of 1978 provide that there should be no discrimination on the basis of race, religion, disability, or other protected class (U.S. Employment Commission, n.d.).

Employment notices and adverts should be written in such a way that no individual is discriminated against on the grounds of age or gender. For example, a job advert cannot state that the applicants should be below the age of 45 years because this would amount to age discrimination.

Pre-employment testing should also be well-designed so that it does not create legal problems. Employers should not expect too much that has no connection to the job. Recruitment software should be validated so that it would not reject applicants automatically because of gaps in employment, which may be for parental or medical leave.

In interviews, privacy should be upheld, and there should be no questions on religion, sex, political views, age, race, or handicap. The inquiry should be focused on the qualifications, experience, and abilities of the candidate. In addition, salary offers should be made exclusively based on the experience and qualifications of the candidate in order to ensure no violations of EEOC law.

Recommended Candidates

Stephen Ramos, Gary Hammond, and Christina Cho are the best three candidates for the position.

• 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 is a measure of reliability. His personality test categorized him as an achiever, meaning he is assertive and confident.
• 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. He was an influencer from the personality test, with great interpersonal skills.
• Christina Cho achieved 82% on the Sales Interest Inventory Test and the highest score of 94% on the sales simulation. Similar to Stephen, her personality test revealed that she was an achiever, and she was also low-risk on the integrity test.