Validation and Justification of the Use of a Sales-Aptitude Test for US Army Recruiter Selection

In this thesis, statistical and costbenefit analyses are used to validate and justify the use of a sales-aptitude test for selection of successful recruiters. Using samples of experienced recruiters, with historical records of mission achievement, a recruiters successfulnessunsuccessfulness was evaluated by pre-determined Measures of Recruiter Effectiveness. After grouping recruiters based on time served as a recruiter, several statistical hypothesis tests were performed to determine the effectiveness of the sales- aptitude test in predicting, and distinguishing between, successful and unsuccessful recruiters. Additionally, sales-aptitude test score data was obtained on a control group of non-recruiters. Using this data, in conjunction with that of experienced recruiters, several more statistical hypothesis tests were used to determine if the test can be used to screen those candidate recruiters who can successfully complete the Army Recruiter Course. Based on findings that the selected sales-aptitude test could only be used as a screening device in the recruiter selection process, and not to predict recruiter success in the field, a nonexhaustive costbenefit analysis was performed to justify the use of the test in a screening role. The costbenefit analysis indicated that the selected sales-aptitude test, used in a screening role, could save the US army Recruiting Command and the US Army anywhere from an approximate minimum of 500,000 to an approximate maximum of 5,000,000, annually. USAREC, Measure of Recruiter Effectiveness, Sales Aptitude Test.