1、中文 3100 字， 1400 单词， 8400 英文字符 文献出处 ： Brehmer A, Lilly B, Tippins M J. Improving Salesperson Recruitment: Examining Practices of Screening Candidates for Potential Success versus Potential FailureJ. Journal of Applied Business and Economics, 2013, 15(1): 29-38. 原文 Improving Salesperson Recruitment: E
2、xamining Practices of Screening Candidates for Potential Success versus Potential Failure Brehmer A, Lilly B, Tippins M J Salesperson recruitment efforts largely target identifying candidates who appear to possess sales success traits. However, success traits may differ from failure traits. Theory a
3、nd practice both devote low attention to understanding the unsuccessful salesperson, and how to incorporate sales failure into the recruitment process. This paper reports the results of an exploratory study that examines salesperson recruitment, tests the notion that recruiters overlook failure issu
4、es, and develops variables that should motivate failure probing, which should be useful for theory and practice. INTRODUCTION One of the most important tasks facing sales managers is hiring the right people. Personnel selection receives significant interest in the academic sales literature, with stu
5、dies examining antecedents and consequences of hiring decisions (e.g., Ganesan, Weitz and John 1993), trends in recruitment practices (e.g., Cron et al. 2005), hiring for contexts that involve international sales efforts (Honeycutt, Ford and Kurtzman 1996), and individual characteristics that signal
6、 potential fit (e.g., Maxwell et al. 2005). Personnel selection also receives attention in practitioner literature, reflected in the Good to Great key finding that getting the right people on the bus is critical (Collins 2001), and in managerially oriented articles that provide experience-based insights and suggestions related to hiring. The research reported in this paper investigates two intriguing sales recruitment insights reported in a recent practitioner oriented article (HR Chal
