SalesPro


ContentsPage
Snapshot of Sales Potential1
 
Selection and Developmental Considerations
     Business Development2
     Motivational Factors/Achievement Potential3
     Structure and Systems4
     Critical Sales Attitudes5
 
Call/Approach Reluctance
     Managing Rejection7
     Prospecting Orientation8
     Commitment to Product9
     Commitment to a Sales Career10
 
Summary of Sales Potential11
 
Candidate Feedback
     Your Personal Strengths1
     Career Planning2


SPRO# 00000000 for SAMPLE PERSON on May 1, 2008

©1995-2003, Selection Testing Consultants Intl Ltd.

 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 1 

Snapshot of Sales Potential

Sales Fit
Overall
Competitive Selling Relationship Selling Service
Business Development
Initiates Responds
Motivational Structure
Primary Motivator:
Money and/or Challenge
Very Important Not Important
Secondary Motivator:
People and/or Service and/or Recognition
Very Important Not Important
Communication Style
Dominant Style:
People Orientation
Develops Long-Term Relationships Develops Relationships Quickly
Back-up Style:
Analytical Orientation
Learns Only Practical Aspects Factual/ Analytical
    Team Orientation
Team Member Team Leader

Self-Confidence
High Good Growth Opportunity

Self-Manager
High Good Growth Opportunity

Client Orientation/Closing Style
Persistent Persistent/ Pursuasive Persuasive

Service Orientation
People then Service Service at a Technical Level
©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 2 

Business Development (BD)

Her score on the BD Scale would indicate a natural inclination toward being comfortable in most competitive business environments. Given formal training she should be able to develop good work habits that focus on business development. She has the potential to initiate new contacts and self manage daily effort required to maintain the activities essential for survival and growth in demanding sales opportunities. She would be potentially suited for a sales position that requires the initiation of new client contact with some client maintenance.

BDENTERPRISING POTENTIAL - BUSINESS DEVELOPMENT
131
  Initiates   Responds

Structured Interview Questions
• Ask her to identify the daily habits that she developed on her previous job that contributed directly to her success? Which ones does she feel will contribute to her success with you?
• What additional habits will she need to be successful with you? Ask her for references to verify the examples.

Developmental Suggestions
Maximize existing strengths through training in basic personal time management and activity planning skills. Develop specific job related task planning and self management skills. Train her in these areas and monitor her planning and her activities until she demonstrates consistency. She can and will work best if you focus on the management of her EFFORT.

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 3 

Motivational Factors/Achievement Potential (AP)

Her score on the AP would indicate that she has a good amount of drive, energy and ambition. She would be motivated primarily by challenge and/or money as well as by service and recognition. She will thrive on challenge and strive to attain higher performance levels on a regular basis. Daily objectives that are reinforced on a regular basis would be an excellent method for maintaining high levels of enthusiasm. She will tend to be persuasively persistent in the sales process.

APACHIEVEMENT POTENTIAL - MOTIVATIONAL STRUCTURE
13
  $ AND/OR CHALLENGE PEOPLE AND SERVICE SAFETY AND SECURITY

Structured Interview Questions
• Ask her to describe a recent situation where she set a challenging goal and achieved it.
• What was the most challenging project she completed within the last year. What was the outcome? What did she enjoy about the process?
• Check with references.

Developmental Suggestions
She will want to begin working on the job very quickly, therefore a short and intensive introduction and training period would be advised. Introduce the key issues that must be learned about the sales process. From a closing techniques perspective, coach on the most appropriate strategies and assist with refinement of the practical application through personal observation. Help her understand the most efficient strategies for directing her energy and commitment profitably. After sale service and follow-up would help her achieve at the highest levels of performance.

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 4 

Structure and Systems (SS)

Her score on the SS scale indicates that she would be most comfortable in a position that allowed her some freedom to develop her own systematic approach within a relatively fluid business structure. She would accept the existing structure if she felt it would make her more effective. She would accept coaching from an experienced manager who had good credibility. She would function effectively in a team that was very focused on performance and motivated towards similar goals. She would expect the initial structure to allow for greater freedom as she demonstrated her ability to work independently.

SSSTRUCTURE AND SYSTEMS
60
  Develops Own Structure Integrates Existing Structure Prefers Structure

Structured Interview Questions
• Ask her to describe her relationship with her manager and peers. What level of autonomy did she have?
• Ask her to describe the frequency and type of communication channels between herself and her company.
• What would be the ideal system for her?

Developmental Suggestions
She will value training and coaching that seeks to obtain her commitment to the existing business systems through a mutually agreed upon process. Her manager must enjoy coaching an independent type of salesperson who works most effectively within her own system. The policies and procedures of the organization or company should ideally allow for individual input and adaptation. She will respond well to initial training and learning that is focused on the basics and then encourages immediate application. Regular coaching sessions should be arranged on a proactive basis.

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 5 

Critical Sales Attitude I: People Orientation

This result on the PO scale indicates this person will find a position with a great deal of interaction with new people to be an ideal match. She will be extremely people-oriented and sensitive to the needs and feelings of others.

POPEOPLE ORIENTATION
34
  Develops Relationships Quickly   Develops Relationships Longer-Term

Structured Interview Questions
• Ask her how she puts people at ease when she first meets them. How does she adjust her approach to different personalities?

Developmental Suggestions
Training in the field will probably be most effective if she is paired with another highly 'people oriented' 'coach'.




Critical Sales Attitude II: Technical Orientation

She would focus her learning of technical and product information on the essentials that would be necessary for practical application. Advanced technical training or job requirements would need to be in an area of high interest and aptitude. The acquisition of essential new knowledge should be scheduled on a comfortable, long term basis.

AOANALYTICAL ORIENTATION
-8
  Likes Learning   Learns What is Necessary

Structured Interview Questions
• Ask her how she plans to learn the product and technical knowledge necessary to be effective in her new position with you.
• Ask her to describe a recent example that demonstrates her ability to master a technical competency or skill.

Developmental Suggestions
The acquisition of product and technical knowledge should include formal training as well as on the job application. Her manager can help ensure that she learns and correctly employs new technical knowledge through personal observation and regular development meetings.

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 










MANAGING CALL/APPROACH RELUCTANCE



SalesPro







Overall Score = 45

Coach to Success Needs Training Caution





SPRO# 00000000 for SAMPLE PERSON on May 1, 2008

©1995-2003, Selection Testing Consultants Intl Ltd.




 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 7 

Managing Rejection

Coach to Success Needs Training Very Sensitive


Overview
Her average score on the managing rejection scale indicates that she could be quite sensitive during the sales process and would require additional coaching and training strategies to be an effective performer. She would require reasonably structured sales tracks that allow for individual input and ongoing development.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect to this scale.
• It is important that people approve of me.
• In a group, if a person doesn't like me I feel uncomfortable.
• It is very important to push people to buy a product or service after you have established they need it.

Candidate Interview Questions
• What are the major qualities you would like to develop that would help you become successful with us?
• What qualities do you have to change?
• Is it more important to be respected or to be liked by others? Why?
• What makes you feel most uncomfortable in a sales situation? What do you do to improve the situation?
• Describe a situation where a salesperson pushed you to buy? Did you buy? Why or why not?

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 8 

Prospecting Orientation

Coach to Success Needs Training Requires Leads/Traffic


Overview
She would enjoy and be quite comfortable in dealing with prospects in her natural market providing she has a strong commitment to product. Prospecting in cold markets would provide a positive challenge with appropriate training and joint field work with a mentor or manager.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect to this scale.
• My family and friends are a good source of sales.

Candidate Interview Questions
• Once successful as a salesperson, would you recruits friends and associates into sales? Why or Why not?
• Who do you see as your best sources of sales? Why? How do you plan on developing a client base within these sources?

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 9 

Commitment to Product

Less Necessary Desirable Essential


Overview
She would probably develop a commitment to the product by approaching prospects in her natural market and determining the type of feedback she was receiving. If the feedback proved neutral or negative, she would require coaching to help her understand the benefits of the product. Approaches for generating feedback and integrating the feedback into her value system would help her achieve high levels of performance. Coach the sales process with emphasis on developing the need.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect to this scale.
• My first sales should be to my family and friends.

Candidate Interview Questions
• Are there people or organizations that you would not approach with our services and products?
• What type of individual or client would offer the most resistance to buying our product or service? Why?

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 10 

Commitment to a Sales Career

High Selective Careers Specific Careers Only


Overview
The recruiting process should explore the motivation of this individual for considering a sales career. It will be essential to assure that she wants the benefits associated with a sales career rather than simply not being satisfied with her current job or employment situation. Management should avoid over selling the career during the hiring process. Ask her for her career goals rather than outlining all the features of a career in sales.

Question Analysis
Item analysis reveals that her responses to the following items give rise to some concern with respect to this scale.
• Salespeople have a positive public image.
• Most people would prefer not to deal with salespeople any more than necessary.

Candidate Interview Questions
• How would you describe the ideal salesperson? Which of these qualities do you possess and which ones would you need to develop?
• What is the image of a salesperson according to the general public?
• Are there times when you have rejected a salesperson? Describe the situation.

Notes

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©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 11 

Summary of Sales Potential

BDENTERPRISING POTENTIAL - BUSINESS DEVELOPMENT
131
  Initiates   Responds
APACHIEVEMENT POTENTIAL - MOTIVATIONAL STRUCTURE
13
  $ AND/OR CHALLENGE PEOPLE AND SERVICE SAFETY AND SECURITY
SSSTRUCTURE AND SYSTEMS
60
  Develops Own Structure Integrates Existing Structure Prefers Structure
SFSALES FIT
122
  Competitive Selling Relationship Selling Service
COMMUNICATION STYLE
POPEOPLE ORIENTATION
34
      Requires Instruction
AOANALYTICAL ORIENTATION
-8
      Requires Instruction
SCSELF CONFIDENCE
32
  High Good Growth
CRCALL RELUCTANCE
45
  Not an Issue   Investigate
 
USUNCERTAINTY SCALE
0
  High   OK
SCORE SUMMARY
 
Enterprising People Oriented Achievement Oriented Independent
Power Scores 129 34 98 99
Neutr Scores 48 -8 56 89
Acquiescent Investigative Relaxed Team Oriented
 
131 91 13 60
BD BL AP SS
©1995-2003, Selection Testing Consultants Intl Ltd.
 












CANDIDATE FEEDBACK ON THE RESULTS OF THE


SalesPro



An Overview of Your Personal Characteristics & Career Strengths






ContentsPage
Your Personal Strengths1
Career Planning2









SPRO# 00000000 for SAMPLE PERSON on May 1, 2008

©1995-2003, Selection Testing Consultants Intl Ltd.


 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 1 

Your Personal Strengths


In Terms of Enterprising vs. Support Role Possibilities
You would be described as extremely competitive, enterprising, assertive, determined and goal oriented. You may display new and creative ways to reach your personal and work objectives and you will be self-evaluative and sometimes critical of your own performance. Given a goal, objective or requirement, you would be able to develop your own plan, manage your time and focus your effort on a daily basis to reach your goals. Being a self-manager should come very naturally to you and these skills should be refined through formal training and/or work experience.

In Terms of Your Style and Strength of Various Motivators
People would see you as being an achieving person, one who can be quite hard driving, eager and active. Challenge for you can involve doing some things simply because they are demanding, and many things because they have a concrete financial reward, but you will occasionally accept a challenge because it has a people-oriented and service element to it. Financial rewards are important to you but sometimes you direct your energies towards things which have no payoff for you but which have this 'people-oriented' focus. You evaluate how well you are doing in life and in your career by what you earn, by how you feel about yourself and by the good you have done for others.

In Terms of Your Independence vs. Your Need to be in the 'Team'
You would be described as somewhat strong-minded, decisive, demanding, firm, independent and resolute. You will accept moderate levels of supervision, and in specific circumstances you would develop some practical alternatives for achieving objectives. Work with little inherent responsibility would not be the kind of work to which you would give your greatest commitment and best all-round performance.

In Terms of Your Orientation Towards the 'People' Side of Business
You would be described as extremely sociable, entertaining, cheerful, genial and outgoing. In addition to being a fluent talker, you would be comfortable with new people, value social interaction and make new friends easily. Generally, you would display the ability to communicate with a wide variety of people in a number of different functions. Being extremely sociable could make you somewhat sensitive to rejection.

In Terms of Your Orientation Towards Technical and Practical Concerns
You would be described as somewhat logical, reflective, analytical, factual and practical. Intellectual challenges that also offered an obvious practical utility, would appeal to you. Ideally, the creative application of knowledge would provide challenge and opportunity. Ideas and concepts which were of solid practical use would be of interest to you.

©1995-2003, Selection Testing Consultants Intl Ltd.
 
 SalesPro (SPRO# 00000000 for SAMPLE PERSON on May 1, 2008) Page 2 

Career Planning


What Types of Opportunities Should You Look For?

+ Look for opportunities to create your own work structure and to develop your self-management skills by training in time management and activity planning. The opportunity to put solid effort each day is a real plus for you as you know that effort invested consistently will produce the results you seek in both productivity and recognition.

+ Look for opportunities in which there is challenge that you evaluate has importance as a way of earning a good income, as a way of proving yourself and which has some real 'people-oriented' values in it.

+ Look for opportunities to work under an experienced mentor who would allow you to develop your relatively independent approach to your work. In a team situation, expect to be in an occasional leadership role.

+ Look for opportunities that provides you with lots of people contact on a daily basis. A situation with a great deal of person to person interaction and public relations opportunities would be ideal for you.

+ Look for a situation that requires a practical implementation of any new technical information. You tend to enjoy challenges associated with the practical aspects of learning and will always acquire additional knowledge and technical information if you feel it is important to your performance.


What Types of Opportunities Should You Avoid?

- Avoid tightly and rigidly structured work situations. If there is no room to put your personal touch to work in organizing and managing yourself, the situation may become too constricting for you. Try to avoid situations that may limit your self-management skills development which is a very strong need in you for your personal productivity and your sense of satisfaction.

- Avoid situations which are essentially non-challenging and repetitive or which you evaluate as being without real social merit. Even some apparently strongly challenging opportunities may not satisfy you if they lack real human values in their purpose.

- Avoid situations in which you must do it in overly structured manner with little or no opportunity to approach your situation in a creative fashion. You need room to exercise some independence and leadership.

- You should avoid situations that would isolate you from people. An opportunity that lacks social interaction would not be adequately stimulating and rewarding to you.

- Avoid situations that are exclusively detail oriented. Opportunities that require you to quickly learn and apply new technologies or vast amounts of new information must have a practical application to be satisfying for you.

©1995-2003, Selection Testing Consultants Intl Ltd.