Welcome back. In the first module, we covered some of the background activities that help a manager to be prepared to hire a salesperson. We covered things like job analysis, job descriptions, job qualifications, and recruitment. In this module, we do a deep dive into the actual business of hiring a salesperson. Let's begin with a review of the learning objectives for week two. First, we will identify the differences between the structured and the unstructured interview. Next, we will describe the five kinds of tests used in the hiring process. We will then move on to describe the role of references in the hiring process. We will round out the week with a discussion on how to rank and select a job candidate. Finally, we will identify the factors that predict performance and low turnover. So let's go. Let's begin with an assumption that you have done some kind of job recruitment activity, such as advertising or job postings, and as a result, you have a pile of resumes of job applicants. Your task is selecting a candidate from this pile. To begin, go back to your job qualifications and use that document to help you eliminate those candidates who do not possess all of the required job qualifications. That should be a pretty easy step and hopefully narrows down the list of potential job candidates to a manageable number. From there, there are three things that managers can do to help them identify the best candidates for the job. These include interviews, testing and references checking, and ranking. In this module, we cover the basics of doing interviews and the various kinds of tests and how they are used. We also cover the role of outside references and why that is an important thing to do. Finally, we conclude with some additional discussion on how to rank candidates and provide some guidelines for making structured comparisons as well as what things are good predictors of performance and turnover. Hopefully, after this module, you will be ready to hire your first salesperson.