Attracting graduates to sales positions: the role of recruiter knowledge

Article Abstract:

Corporate recruiting on college campuses has been an important vehicle for selecting and hiring new employees. Previous research has focused on identifying, locating, and selecting new employees, but the recruiting function of attracting good prospects to the interview and job has received less research attention. Increased importance of the attraction function of recruiting may be indicated for the future, particularly given projections of a decline in business college enrollments. The purposed of this article is to examine recruitment of college graduates for sales positions, using the perspective of attracting employees by communicating aspects of the job and company which are important to them. A survey of students and recruiters was used to reveal the attributes of importance to students differences among students, and the extent to which recruiters are aware of student importance ratings. Differences between students and recruiters perceptions are identified for half of the 50 attributes examined, revealing an opportunity for recruiters to obtain better knowledge of students' perceptions and, thus, to improve their ability to attract graduates to sales positions. (Reprinted by permission of the publisher.)

Employee recruitment

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Preinterview biases: the impact of race, physical attractiveness, and sales job type on preinterview impressions of sales job applicants

Article Abstract:

Preinterview impressions are opinions, attitudes, and beliefs about job applicants formed prior to conducting employment interviews. These impressions may be influenced by an evaluator's unique biases. This study utilizes an experimental design to examine the impact of job applicant race (i.e., African-American or White), applicant physical attractiveness, and sales job type (i.e., inside or outside) on subjects' preinterview impressions of applicants for an entry-level sales position. The results provide evidence that preinterview biases do exist, but may vary depending upon the evaluator's own race. Managerial implications, limitations of the research, and recommendations for future research are presented. (Reprinted by permission of the publisher.)

Employment interviewing, Interview, Employment discrimination, Job applicants, Impression formation (Psychology)

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A conceptual scheme and procedure for classifying sales positions

Article Abstract:

The need for developing useful and meaningful typologies of sales positions has been regularly underscored in the sales force management literature. Although a number of classificational schemata have been proposed, very few of them have actually been used for research purposes or for establishing managerial practices. This paper analyzes some of the reasons for this relative lack of usage and advocates a classification scheme based on a conceptual definition of a sales position. Such a typology is proposed, empirically validated, and its practical implications are discussed. (Reprinted by permission of the publisher.)

Methods, Evaluation, Sales management, Classification

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