PREDICTOR OF POTENTIAL

POP7.0™



CONTENTSPage

P.O.P. Science Score2
Summary of Scores & Cautions3
P.O.P. Snapshot of Sales Potential4
Management Preview5
Selection Considerations6
Interview Questions-
Responses from Opinions Section-
Training & Coaching Suggestions-
Retention Prospects-
Candidate Feedback-

Coaching Guide For Managers
Self-Coaching Guide For Individuals




#WKT31PAYHCG6
2017/09/08

Name:SAMPLE SALES POP7.0
Telephone:416-746-0444
Email:lchioran@selfmgmt.com
Requested By:ASSESSMENT IMPROVEMENTS 2017
© 1979-2018 Selection Testing Consultants International Ltd.
 
PREDICTOR OF POTENTIAL POP7.0™P.O.P. Science Score

OVERALL RECOMMENDATION

PROCEED WITH EXTREME CAUTION
PROCEED WITH CAUTION
PROCEED
PROBABILITY OF SUCCESS
P.O.P. SCIENCE SCORE
 Score Rating
EP = Enterprising Potential
Predicts daily activity and survival
      71     
If EP is 60 or higher5
If EP 40 - 594
If EP 20 - 393
If EP is less than 202
      5     
AP = Achievement Potential
Describes motivational factors and predicts closing style

IP = Independence Potential
Describes the comfort and need for structure and systems
      35     



     78     
Subtract 1 if:
AP is less than -5
or
IP is less than -25
     0     
SD = Self Directed
Reflects feelings of being in control

CR = Call Reluctance
Reflects candidate's attitudes about prospecting, handling rejection and sales as a career.
      65     


     86     
Subtract 1 if:
SD is less than 25
or
CR is less than 30
      0     
 FINAL POP7.0™ RATING (min. 1)
      5     
Science Rating
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PREDICTOR OF POTENTIAL POP7.0™Summary of Scores & Cautions

SUMMARY OF SCORES & CAUTIONS

EPENTERPRISING POTENTIAL (EP)
 
71
 STRONGAVERAGEMARGINAL                     WEAK

APACHIEVEMENT POTENTIAL (AP)
 
35
 $ AND/OR CHALLENGEPEOPLE AND SERVICESAFETY AND SECURITY

IPINDEPENDENCE POTENTIAL (IP)
 
78
 VERY INDEPENDENTINDEPENDENCE ORIENTEDTEAM ORIENTED     VERY DEPENDENT

PSPREDICTOR SCORE (PS)
 
101
 VERY STRONG           STRONGAVERAGEBELOW AVERAGE            CAUTION

COMMUNICATION STYLEATTITUDES
 
POPEOPLE ORIENTATION
 
35
 Warm/Friendly/SociableBuilds Relationships over Longer Term
INVINVESTIGATIVE ORIENTATION
 
-38
 Systematic/AnalyticalLearns the Necessities

71723578101
EPBLAPIPPS





       65       84       86       20       0
Self DirectedLifestyle ManagementCall ReluctanceListening StyleUncertainty Coefficient

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PREDICTOR OF POTENTIAL POP7.0™Snapshot of Sales Potential

SNAPSHOT OF SALES POTENTIAL

EP - Enterprising Potential
A Self Manager
A NaturalWith CoachingNeeds Development
A Good 'Prospector'
Coach to ExcellenceWith TrainingNeeds Structure

AP - Achievement Potential
Motivational Profile
$ And/Or ChallengePeople and ServiceSafety and Security
Closing Style
StrongOkayNeeds Development

IP - Independence Potential
Approach to structure
Dislikes StructureCan IntegrateRequires Structure

PO - People Orientation
A People Person?
Very sociableBalancedLong Term Relationships

Investigative Orientation
Analytical
Systematical/Analytical Learns the Necessities

Attitudes
Listening Style
Very Good Listener Needs Coaching
Lifestyle Management
Handles Stress Well Stress Management Training Would Help

SD - Self Directed
Controls Self
Totally in ControlYesNeeds Coaching

© 1979-2018 Selection Testing Consultants International Ltd.
 
PREDICTOR OF POTENTIAL POP7.0™Management Preview

MANAGEMENT PREVIEW

Performance Management

Potentially demandingAccepting of modest performance

An indicator of performance expectations as they relate to managing a sales force.

Leadership Style

AutocraticDemocraticTeam Member

A measurement of natural leadership style and approach with others.

Training & Development

ExcellentGoodCaution

The natural inclination to train and develop new representatives.

Recruiting/Attraction

ExcellentGoodCaution

The potential to attract a high volume of recruits.

OVERALL PREVIEW

ExcellentGoodFunctional

An overall assessment of potential as a sales manager.

© 1979-2018 Selection Testing Consultants International Ltd.
 
PREDICTOR OF POTENTIAL POP7.0™Selection Considerations

SELECTION CONSIDERATIONS

Enterprising Potential (E.P.): In competitive business environments, their strength on the E.P. Scale would indicate a strong potential for basic survival. This individual should have a very strong natural inclination towards being a self-manager. Given formal training in planning and time management skills, this individual should be able to make a routine of the daily effort required to maintain the basic contact activities essential for survival in demanding business opportunities.

Achievement Potential (A.P.): The A.P. Scale result is of great importance, second only to the results obtained by the candidate on the E.P. Scale. This is a very strong result and shows that this individual needs and thrives on challenge and this individual will be so anxious to get into the work situation that this individual may not pay enough attention to learning how to do things the right way. This individual will probably respond best if their training is as intensive and of as reasonably short duration as possible.

Independence Potential (I.P.): It appears that the I.P. Scale scale has its greatest usefulness in selection in discriminating between the Above Average and the Superior potential individuals. With this extremely high level result on the I.P. Scale score, this person will inevitably rebel against any tightly controlled work situation. If you can give them lots of freedom of action once this individual demonstrates that this individual has earned it through performance, then this individual might stay with you. Control them too much or for too long and this individual will leave.

People Orientation (P.O.): This is a very strong result on the P.O. Score. This person will find a position with lots of interaction with new people to be a real plus. Keep in mind as well, that people who are extremely people-oriented can also be sensitive to rejection if the interaction feels wrong.

Investigative Orientation (INV.): The INV. Score is very low. If yours is a business which demands a lot of initial or ongoing technical learning, this individual will have difficulty finding satisfaction or perhaps even coping acceptably with this aspect of the job. Indeed, for some people, learning requirements and a requirement for attention to detail are extremely negative in a job.

Call Reluctance
This person is very comfortable managing call reluctance and this individual would not require much support to deal with call reluctance from an attitudinal perspective.

Managing Rejection: Their above average score on the managing rejection scale indicates that this individual would respond to internal cues rather than focus primarily on how the client was responding during the sales process. This individual would possibly be aware of a client's feelings but does not appear to have an overly strong need to be liked by everyone or a fear of not being liked by everyone. Therefore, this individual is unlikely to confuse a client's feelings about the product with feelings toward them personally.

Prospecting Orientation: This person would enjoy and be quite comfortable in dealing with prospects in their natural market providing this individual has a suitable commitment to the product or service that this individual is presenting. Prospecting in cold markets would provide a positive challenge with appropriate training and joint field work with a mentor or manager.

Commitment to a Sales Career: This individual has a very positive image about salespeople and a sales career. From a motivational perspective, a manager can facilitate very high performance levels by reinforcing this concept during early training and throughout the developmental process. Their self-esteem levels, which will dictate their expectation levels, will be based to a great extent on their career and will not easily be impacted by rejection.
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