You have to start with the familiar. Say, "I have a novel instrument for spotting wolves among the trees." Thus, the customer will identify the telescope with need, and its novelty won't alienate, scare, or intimidate. Then, expand the horizons (no pun intended)). Allow the customer to "discover" the heavens as you marvel at his wit!
In case the distributor no longer carries the part and they have to change distributors. It would be extremely costly to reprint their catalogs.
The above answer is partly correct. But as a one-stop shop, they can become the source for products that a buyer would otherwise negotiate a better price for through a distributor or manufacturer. What I've done as an enigineer and buyer was to buy one of something from McMaster. Then, because it is usually in the manufacturer's packaging, I would contact the manufacturer and get more info on costs and similar products. I must say, though, McMaster is an invaluable source with good pricing and incredibly fast delivery.
First, McMaster-Carr wants to have the reputation of only supplying the top product to customers and they want their trust. They don't want you to go to multiple online stores/catalogs and shop on price, they want the customer trust that it will come the next day and the customer will be pleased with what comes out of the box. That's why you can't order a catalog; they choose their customers. Try searching for screws online. McMaster-Carr sells a gazillion of them, but they don't show up in Google searches. They target their customers. Sure, it makes things easier when there's a source change, but they want to de-emphasize brand and just sell the "best" one of everything to the target customer.
I would like to explain our reasoning for the assessment questionnaire. Benefit #1- Any interview takes at least 15 - 60 minutes of a managers time. We do not wish to interview people for the sake of interviewing The fact that someone takes the time to complete the questionnaire shows their seriousness about their job seeking thus we are willing in return to invest our time to interview that person. Benefit #2- Most people have an average score on this test.. However is someone scores exceptional high or exceptionally low, it gives us some insight on the current capabilitites of that applicant.
What you are saying makes no sense. First you schedule an interview, and then you are asking people to complete your test. Which means your manager will lose his/her time anyway.
Interviews are not scheduled until the test results are reviewed. First, the aptitude test, then the interview.
To be given the opportunity to be trained, and move up in the company in a reasonable time. I expect to improve and be promoted.
I seem to agree strongly--the company's focus should be strengthening reinforcement of one's talents and continuously seek higher opportunities on a proactive basis. Much like when I was in the Navy, the idea of getting to the next pay grade was always prevalent.