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201 "SELBCTIOA A1PD HIRING'IA 19W* r ,. el). (As :viewed' by Diraetor of Person# \ Introduotions Our\first subject for this fter- noon eeting is a most rtaat one. t is so important eoause it deals th the first ste in build- ing busi ss -- in builg,sales, yes, in bu' lding for l~sting salee~. It has to d with man~oser - people - it is peopl that ~ake'a Compamy, and people mak ,,for/business. ~ This phase of the titled "Selectio 19'50" 11 is being is fully quali O+ompan,y''s D) coordinates. Company in t towards succ, ~"b4 ect w1144 0 h is , a3xd Hiring in ove ed to d by one who o s'o 1. He departm s all-impo ss. I give ts of' our. ant step:- u our rector of' Persio el.. ( masters at persua- find myself appearing before a group of past, sive sive oratory. ~Iqnder these circumstances. I]cnow that I would be a lot more aomfoxtable down there ~~stening, instead of up. The record chalked up by you last ;~year showe that I / _ Gentlemen: I guess a lot of' u e wondering why I, as Person- nel Director,, am partioipatin a' this meeting. To tell youil the truth, what probably ha pened is hat when Yr. Jones and his assoeiates were prep ing the agenda dilining upithe de- partments to be repres ted,, this is.what they aid, "Well, there's the Personne Department. Those fellows usually ]mow a little about e9e, thing, but nothing in particular, so it . \ N here talking, so, I shal3l be brief. i

201 2 probably won't do any harm to have them represented --- so here I'am." I do appreciate this opportunity; because I would like to say a few words to you about your Selection Plan for 1950,: its origin and its. ftiiture. Adding the number of'years spent by each member of the:field sales management in observing,saSesmen at work, the: total would belabout 700 years. Now that is a great deal of experience. A,plan whichimakesthe greatest wseofthisex-perience, plus the experience and independent judgement of thatt person in the field management doing the actual seleotion, is likely to be sound. Withithis thought in,mind, Mr. J'ones, Vioe. President at the head of your Sales Department, in collabora- tion with Mr. McComas, your President, and Mr. Lyon, your Chairman of the Board,, having complete confidence in your de- cisions, arrived at a primary policy -- that full responsibili- ty for judging and selecting sales force applicants belongs in, the field management. Our competitors are not going to sit idly by while you and your sales force associates run,Philip!Horris sales up, up, and up. 1950 will s!eeincreasedefforts by the sal'esforce,& right of our competitors. Your Division Managers, lieutenantst onithe firing line, must be free to devote all of their ener- g3es to training, managing and directing their divisions. This will be neoessary not only to meet this competition, but to overcome its effects. Therefore, the vital, yet time-consiaming,

201 3 I duties of personnel selection is being pl.aced in the hands of the Supervisors. In taking over the very important duties of personnel selection,, the Sales Supervisor can benefit by the valuable observations and field eaperiences of his entire group of'Divis3on Managers. Se should, and can, readily exchange views withihis Section Sales Manager,, making use of that souroe of mature counsel,, jiudgemnt and experience. All of us can easily see that, for the purposes of administration, a selection program which rests responsibility inithe hands of 23 persons instead of 86 is bound to be moree simple and more effective. -- By giving you these thoughts, I have attempted tagive youlan insighta~s to the formulation of the second majlor policy -- that Shles Supervisors will be re- sponsible for the selection of field sales personnel. I'will not take up too much of your time with the de- tails of the selection procedure. All of this has been written up in the:Sales Hanuall for Supervisors andSection Managers, and will be discussed by your Sales 7broe associates later in the meeting. I would like to invite your attention to severall things in which I_believe you will be most interested. 1. The steps in the hiring,proaedure are similar to those with whichyou are familiar. The selection tools which are to be used'in carrying out these steps are patterned after what, is believed to, have been the moistsuccesefius fieldi employ- ment experiences in!the Philip Morris sales organization over a long number of years.

201 4 2. Siipervisors will have in their hands.two employ- ment test&, with the keys -- (1) The Otis General Imployment. Test and (2) The George Washington University Test for Social Intelligence. These tests cannot be used!to~replace your own judgement. They are furnished as guides only. Having given the tests, if the results prove unusual, pursue the matter through conversation, investigate further, and if your judg!e'.- ment ind'icates the tests to be wrong, disregard the; results and' exercise your own judgiement in the matter. A third test,, "Personal Preference", has no field key. Philip Morris is cooperating with several non-competitive companies in determining whether or not such a test has any value with regard to the s~election of salesmen. Based on the success pattern of the!salesmen you s~elect and the manner inn which they answer the questions, if, as we go along, there is an indication that a key can be dievised, or that the test can prove useful, we shall incorporate it in our thinking, and pass it on-to you. We, in the Personnel Department, don't run anything. It isiour job to serve all of the operating departments -- bales, Yanufscturing, Offices, eto. We fully realizelthat we can"t sit in the:New York Office!and serve as a substitute:for the independent J'udgement in selecting sales personnel which you, and you alone, possess, and which you, and you alone, can exercise. Duri!ng the~coming year we shall ask your advice as

2©1. 5 to the seleotion program. If it has shortoom3ngs,, I urge you to let me know. I'would also1 like to have your ideas es to improvements. By passing on these thoughts we shall be in a position to reoommend to Mr. Xones policy ohanges based on field management ezperienoes for the general goodiof all. If you will oooperate with us, I pledge you that no effort will be spared in perfelcting such proicedures as will help you in se- leicting and perpetuating the moist outstanding sales foroe in the tobacoo industry. Best of' luok.