The Self Management Group Personal Orientation Profile (POP) Tips

155 Rexdale Blvd., Ste. 304; Etobicoke, Ontario M5W 9Z8
phone, 416.746.0444; fax, 416.746.6757
e-mail, service@self-management.com
web, www.self-management.com

POP TIP I: The Personal Orientation
Profile (POP) Test Evaluation Tool

How to Use the Test Results as a Training & Retention Tool

Note: Use the POP test attached when using this tool.

Snapshot of Sales
Potential: Page 2

Use a yellow marker to highlight low scores and power scores.

Remember your score is where the "X" appears.

Pay close attention to low scores. Relate these to potential coaching and training problems with your candidate.

Remember, Snapshot of page 2 will cross-reference into the balance of the test feedback.

Remember, the sixteen points running down the left side of the page come from the nine scales measured in the POP test.

This section can be shared with your candidate.

Executive Summary of
POP Results: Page 3

Note scores on top of page.

Use a yellow marker to highlight important points covered in each topic.

Note any areas of weakness.

Executive Summary page also cross-references into the balance of test results.

Summary & Recommendations
Concerning the Predictor
Score: Page 3

The Predictor Score is an overall prediction of the candidate's probability of success in competitive selling.

Pages 5 through 9

When going through pages 5 through 9, you will get a close look at the EP, AP, IP, PO, and INV scores.

Look closely at the selection considerations in each category. Highlight problems that appear and make appropriate notes. Underline the important positive points.

Look closely at the questions that appear. They will give you additional insight into your candidate and can be used in the interview process.

Coaching Suggestions: Use your yellow marker here. This will be your detail for developing strategies when reviewing your selection considerations and questions.

You are coaching, training and retaining here.

Retention Page: Page 9

This is a very important page of the POP test results. Use this page carefully to review your candidate and develop coaching strategies for retention and training.

NOTE: This page should be used throughout the process of agent retention.

Pages 11 through 17

When going through pages 11 through 17, you will get a close look at the SC, LM, LS and CR scores.

Read the overview for each one very closely.

Read the Question Analysis and you will receive additional insight.

Use the Candidate Interview Questions with your candidate.

The Call Reluctance scale measures a candidate's attitude towards call reluctance.

NOTE: Look at all of the areas that make up the Call Reluctance scale.

Candidate Feedback of
Results: Part 2

This section can be shared with your candidate.

Highlight the areas of strength that support your candidate coming into your agency.

If your test scores are not strong, then this will help guide your candidate out the door gracefully. Remember, he or she still can be a center influence or a potential client if you make a decision not to hire.

Things to Look for & Things
to Avoid: Last Page

This page also can be shared with your candidate.

If the scores are strong, this page will support a career in competitive sales. Use this in your interview process to support your other agency tools/techniques.

Remember, the investment you make looking closely at candidates up front will help you in the long run to retain your clients. The POP test results should be reviewed at least once or twice a month to make sure that you are working and monitoring closely your potential candidate.

These test results can start to be used in the pre-contract training area.

If you have any questions on this POP Tip, please contact us directly
at 1-800-760-9066 or e-mail us at service@self-management.com.

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Note: Use the POP test attached when using this tool.
Snapshot of Sales Potential: Page 2
Use a yellow marker to highlight low scores and power scores. Remember your score is where the "X" appears. Pay close attention to low scores. Relate these to potential coaching and training problems with your candidate. Remember, Snapshot of page 2 will cross-reference into the balance of the test feedback. Remember, the sixteen points running down the left side of the page come from the nine scales measured in the POP test. This section can be shared with your candidate.
Executive Summary of POP Results: Page 3
Note scores on top of page. Use a yellow marker to highlight important points covered in each topic. Note any areas of weakness. Executive Summary page also cross-references into the balance of test results.
Summary & Recommendations Concerning the Predictor Score: Page 3
The Predictor Score is an overall prediction of the candidate's probability of success in competitive selling.
Pages 5 through 9
When going through pages 5 through 9, you will get a close look at the EP, AP, IP, PO, and INV scores. Look closely at the selection considerations in each category. Highlight problems that appear and make appropriate notes. Underline the important positive points. Look closely at the questions that appear. They will give you additional insight into your candidate and can be used in the interview process. Coaching Suggestions: Use your yellow marker here. This will be your detail for developing strategies when reviewing your selection considerations and questions. You are coaching, training and retaining here.
Retention Page: Page 9
This is a very important page of the POP test results. Use this page carefully to review your candidate and develop coaching strategies for retention and training. *NOTE: This page should be used throughout the process of agent retention.*
Pages 11 through 17
When going through pages 11 through 17, you will get a close look at the SC, LM, LS and CR scores. Read the overview for each one very closely. Read the Question Analysis and you will receive additional insight. Use the Candidate Interview Questions with your candidate. The Call Reluctance scale measures a candidate's attitude towards call reluctance. *NOTE: Look at all of the areas that make up the Call Reluctance scale.*
Candidate Feedback of Results: Part 2
This section can be shared with your candidate. Highlight the areas of strength that support your candidate coming into your agency. If your test scores are not strong, then this will help guide your candidate out the door gracefully. Remember, he or she still can be a center influence or a potential client if you make a decision not to hire.
Things to Look for & Things to Avoid: Last Page
This page also can be shared with your candidate. If the scores are strong, this page will support a career in competitive sales. Use this in your interview process to support your other agency tools/techniques. Remember, the investment you make looking closely at candidates up front will help you in the long run to retain your clients. The POP test results should be reviewed at least once or twice a month to make sure that you are working and monitoring closely your potential candidate. These test results can start to be used in the pre-contract training area.