SalesPOP™


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
Responses from Opinions Section12
 
Candidate Feedback
     Your Personal Strengths1
     Career Planning2



SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019

©1995-2019 Selection Testing Consultants Intl. Ltd.



 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 2 

Snapshot of Sales Potential

Sales Fit
Overall
Competitive SellingRelationship SellingService
Business Development
InitiatesResponds

Motivational Structure
Primary Motivator:
People and/or Service and/or Recognition
Very ImportantNot Important
Secondary Motivator:
Money and/or Challenge
Very ImportantNot Important

Communication Style
Dominant Style:
People Orientation
Develops Long-Term RelationshipsDevelops Relationships Quickly
Back-up Style:
Analytical Orientation
Learns Only Practical AspectsFactual/ Analytical
   
Team Orientation

Team MemberTeam Leader

Self-Confidence
HighGoodGrowth Opportunity

Self-Manager
HighGoodGrowth Opportunity

Client Orientation/Closing Style
PersistentPersistent/ PersuasivePersuasive

Service Orientation
People then ServiceService at a Technical Level
©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 3 

Business Development (BD)

His/Her score on the BD Scale would indicate a natural inclination toward being comfortable in most competitive business environments. Given formal training he/she should be able to develop good work habits that focus on business development. He/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. He/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
111
 Initiates Responds


Structured Interview Questions
• Ask him/her to identify the daily habits that he/she developed on his/her previous job that contributed directly to his/her success? Which ones does he/she feel will contribute to his/her success with you?
• What additional habits will he/she need to be successful with you? Ask him/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 him/her in these areas and monitor his/her planning and his/her activities until he/she demonstrates consistency. He/She can and will work best if you focus on the management of his/her EFFORT.

Notes











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 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 4 

Motivational Factors/Achievement Potential (AP)

This result on the AP Scale indicates that he/she has a very balanced motivational structure that includes challenge and/or money as well as an equally strong service and/or recognition component. He/She would enjoy a position that focused on building good client relationships and was complemented by an opportunity for achievement. The blend of these two motivators indicates a comfort with servicing the needs of clients and selling a product or service that has some personal significance or meaning. As a sales professional, he/she will be very aware of the needs of his/her clients and attempt to integrate company requirements to create a 'win-win' outcome.


APACHIEVEMENT POTENTIAL - MOTIVATIONAL STRUCTURE
-3
 $ AND/OR CHALLENGEPEOPLE AND SERVICESAFETY AND SECURITY


Structured Interview Questions
• Ask him/her to describe some situations from his/her previous work experiences that were particularly demanding and challenging. How did he/she create a 'win-win' situation for the individuals that were involved.
• Ask him/her to describe a situation in which he/she had to take an unpopular position on a specific issue.
• Cover the details provided with his/her references.

Developmental Suggestions
He/She has the energy to succeed and will profit from coaching in techniques for identifying client needs and sustaining client relationships. He/She will value positive after-sale feedback which should be systematically requested from established as well as new clients. He/She will also monitor his/her effectiveness based on recognition from his/her coach or mentor. Therefore, it is recommended that his/her coach provide more positive feedback by assisting with the self management of both results and activities. Training in managing effort would help him/her feel "successful" everyday. As a persuasive/persistent salesperson, he/she will learn best from a coach or mentor who has a style or sales approach that is well matched to his/her own personality.

Notes











©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 5 

Structure and Systems (SS)

His/Her score on the SS scale indicates that he/she would be most comfortable with a sales environment that had relatively well established structure and systems. He/She would be quite accepting of good coaching and look to the coach to help him/her develop an effective and systematic approach in the early stages of his/her new career. He/She would value a strong supportive team environment that reinforced individual and team objectives. After the initial training, he/she should be virtually 'maintenance free' once he/she has established a good effort habit pattern.


SSSTRUCTURE AND SYSTEMS
47
 Develops Own StructureIntegrates Existing StructurePrefers Structure


Structured Interview Questions
• Ask him/her about recent work experiences, in which he/she has had to operate essentially on an independent basis. Was he/she successful?
• Ask him/her for examples of situations in which he/she has had to work as part of a team. What did he/she like about the team concept.
• If possible, verify all information with his/her associates or other team members.

Developmental Suggestions
He/She will initially look to his/her coach or manager for direction and guidance and then would seek out independence through demonstrated performance. Cultivate his/her independence through the development of self management skills including both self evaluation and self reinforcement strategies. If he/she is required to function as part of a team or with a senior associate, mentoring would be best with someone of a similar team orientation.

Notes











©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 6 

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. He/She will be extremely people-oriented and sensitive to the needs and feelings of others.


POPEOPLE ORIENTATION
31
 Develops Relationships Quickly Develops Relationships Longer-Term


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

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




Critical Sales Attitude II: Technical Orientation

He/She would learn what is necessary for effective on-the-job performance. Ideally, technical and product knowledge would have a practical application. He/She would tend to focus his/her learning in areas of high interest and aptitude.


AOANALYTICAL ORIENTATION
-3
 Likes Learning Learns What is Necessary


Structured Interview Questions
• Ask him/her what he/she has done in the last two years to upgrade at a technical or professional level. Did he/she invest his/her own time and money?

Developmental Suggestions
If structured self study is important to his/her development, develop a mutually agreeable training program to ensure that he/she learns the necessary material. Regular coaching as a reward for time spent learning is important.

Notes











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MANAGING CALL/APPROACH RELUCTANCE



SalesPOP™







Overall Score = 76

Coach to SuccessNeeds TrainingCaution





SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019

©1995-2019 Selection Testing Consultants Intl. Ltd.






 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 9 

Managing Rejection

Coach to SuccessNeeds TrainingVery Sensitive


Overview
His/Her above average score on the managing rejection scale indicates that he/she would respond to internal cues rather than focus primarily on how the client was responding during the sales process. He/She 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, he/she is unlikely to confuse a client's feelings about the product with feelings toward him/her personally.

Question Analysis
Item analysis reveals that his/her responses to the following items give rise to some concern with respect to this scale.
• To be a successful salesperson, it is necessary to get other people to like me.
• It is important that people approve of me.
• To be successful in sales, I must change my image.

Candidate Interview Questions
• In social situations, do others tend to approach you or do you usually initiate contact? Why?
• How important is it to get a potential buyer to like you?
• Is it more important to be respected or to be liked by others? Why?
• What aspects of your image would you change to be successful in sales? Why are these changes important for success?

Notes











©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 10 

Prospecting Orientation

Coach to SuccessNeeds TrainingRequires Leads/Traffic


Overview
He/She would tend to favor prospecting in specific areas of his/her natural market. To prospect and network from a business perspective he/she would require a strong commitment to product and a well developed sales track. The requirement for consistent prospecting could provide an overwhelming challenge which would create a need for ongoing training support and joint field work.

Question Analysis
Item analysis reveals that his/her responses to the following items give rise to some concern with respect to this scale.
• It is easier to sell to friends than to strangers.
• My family and friends are a good source of sales.
• I often refer salespeople to my family and friends.

Candidate Interview Questions
• Do you have friends that approach you at social gatherings to buy products or services they are selling? What is your usual response?
• Why is it more difficult to sell to strangers than to your friends?
• Who do you see as your best sources of sales? Why? How do you plan on developing a client base within these sources?
• Describe the last time you referred a salesperson to an associate? What was the result?

Notes











©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 11 

Commitment to Product

Less NecessaryDesirableEssential


Overview
He/She would probably develop a commitment to the product by approaching prospects in his/her natural market and determining the type of feedback he/she was receiving. If the feedback proved neutral or negative, he/she would require coaching to help him/her understand the benefits of the product. Approaches for generating feedback and integrating the feedback into his/her value system would help him/her achieve high levels of performance.

Question Analysis
Item analysis reveals that none of his/her responses to the questions on this scale raises any concerns.

Candidate Interview Questions
• Do you currently own our product? What factors influenced your buying decision?

Notes











©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 12 

Commitment to a Sales Career

HighSelective CareersSpecific 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 he/she wants the benefits associated with a sales career rather than simply not being satisfied with his/her current job or employment situation. Management should avoid over selling the career during the hiring process. Ask him/her for his/her career goals rather than outlining all the features of a career in sales.

Question Analysis
Item analysis reveals that his/her responses to the following items give rise to some concern with respect to this scale.
• Salespeople have a positive public image.

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?

Notes











©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 13 

Summary of Sales Potential


BDENTERPRISING POTENTIAL - BUSINESS DEVELOPMENT
111
 Initiates Responds

APACHIEVEMENT POTENTIAL - MOTIVATIONAL STRUCTURE
-3
 $ AND/OR CHALLENGEPEOPLE AND SERVICESAFETY AND SECURITY

SSSTRUCTURE AND SYSTEMS
47
 Develops Own StructureIntegrates Existing StructurePrefers Structure

SFSALES FIT
96
 Competitive SellingRelationship SellingService

COMMUNICATION STYLE
POPEOPLE ORIENTATION
31
   Requires Instruction
AOANALYTICAL ORIENTATION
-3
   Requires Instruction

SCSELF CONFIDENCE
-8
 HighGoodGrowth
CRCALL RELUCTANCE
76
 Not an Issue Investigate
 
USUNCERTAINTY SCALE
46
 High OK

SCORE SUMMARY
 
EnterprisingPeople OrientedAchievement OrientedIndependent

Power Scores113317584
Neutr Scores52-36987

AcquiescentInvestigativeRelaxedTeam Oriented
 
 111 84 -3 47
 BD BL AP SS
©1995-2019 Selection Testing Consultants Intl. Ltd.
 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)Page 14 

Responses from Opinions Section

1=Don't Agree At All2=Agree A Little3=Somewhat Agree4=Moderately Agree5=Definitely Agree

1.  I am successful at most aspects of my life (5)
2.  To be a successful salesperson, it is necessary to get a potential buyer to like me (5)
3.  Chance determines most things (5)
4.  It is easier to sell to friends than to strangers (4)
5.  Effort gets results (3)
6.  Good products usually sell themselves (1)
7.  I am often influenced by others (2)
8.  I avoid actions that might make other people dislike me (1)
9.  I have never told a lie (4)
10.  Most mistakes can be avoided (5)
11.  It is important that people approve of me (4)
12.  Success is mostly luck (1)
13.  My family and friends are a good source of sales (2)
14.  People get the respect they deserve (1)
15.  Aggressive salespeople usually make a good income but have less repeat business (1)
16.  Salespeople have a positive public image (2)
17.  I let the organization define my training needs (4)
18.  I find it easy to make new acquaintances (4)
19.  Employees often influence company policies (4)
20.  I would have no problem selling to my family and friends (4)
21.  All my habits are good and desirable ones (1)
22.  People's good qualities are seldom recognized (1)
23.  I never envy others their good luck (4)
24.  Hard work brings success (2)
25.  In a group, if a person doesn't like me I feel uncomfortable (1)
26.  Mistakes are inevitable (5)
27.  My first sales should be to my family and friends (5)
28.  I have never been late for work or for an appointment (2)
29.  I can be whatever I choose to be (1)
30.  I adapt to what I think others expect of me (1)
31.  I have never boasted or bragged (1)
32.  My performance depends on the situation (5)
33.  Informal social events are a good source of sales contacts (5)
34.  I have never said anything unkind about anyone else (5)
35.  The right decision can change things (5)
36.  It is very important to push people to buy a product or service after you have established a need (5)
37.  What will happen will happen (1)
38.  Most people would prefer not to deal with salespeople any more than necessary (1)
39.  Ordinary people can influence government (1)
40.  No one is ever rude to me (2)
41.  To be successful in sales, I must change my image (5)
42.  I have little influence over my work environment (5)
43.  I often refer salespeople to my family and friends (1)
44.  My opinion is always the correct one (5)
45.  A good plan can avoid mistakes (1)
46.  I would rather approach a potential new client by telephone than in person (1)
47.  Plans never work out (1)
48.  The only products that I could sell are those that I believe in totally (1)
49.  Effort is my responsibility (3)
50.  I have met very few people whom I do not like (5)
51.  Others have interfered with my success (5)
52.  I feel comfortable promoting myself and my company at social gatherings (5)
53.  There is no such thing as luck (1)
54.  I get upset when salespeople call me at home (1)
55.  Things happen mostly by accident (1)
56.  I have bought a product or service mainly because of the salesperson (5)
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CANDIDATE FEEDBACK ON THE RESULTS OF THE


SalesPOP™



An Overview of Your Personal Characteristics & Career Strengths






ContentsPage

Your Personal Strengths1
Career Planning2













SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019

©1995-2019 Selection Testing Consultants Intl. Ltd.



 
 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)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
You would be described as being motivated primarily by a genuine concern for the well-being and needs of others. People would see you as quite calm, steady, unhurried, predictable, stable and cooperative. Given an opportunity to focus your efforts on the achievement of some meaningful and perhaps demanding, long term 'people-oriented' goals, you will become a very loyal, dependable and dedicated member of the team delivering the product or service. Generally your motivational pattern will produce the greatest personal satisfaction and your best performance in opportunities requiring ongoing commitment to goals which you feel have real merit in adding to the quality of life of the people who receive the results of your efforts.

In Terms of Your Independence vs. Your Need to be in the 'Team'
You would be described as cooperative, obliging, efficient, conscientious, painstaking and team oriented. You would follow established procedures and work comfortably within a secure work environment. As a highly valued team captain, you will tend to develop strong ties with your associates and/or your employees.

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.

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 SalesPOP™ (SPRO# H7WHU6ATWOV1 for SAMPLE SAMPLE on September 3, 2019)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 which will have both social value in terms of what the function does to help others and personal security in terms of the opportunities it offers to you to make a long term, ongoing commitment of your talents and energy.

+ You should look for an opportunity to be a part of a team and provide a very important service to associates and to clients.

+ 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 positions which you feel have little value in terms of their impact on the quality of life of the people who receive the product or service. A situation with intense, short term and repeating 'production' requirements would not give you the best opportunity to employ your talents and energy effectively.

- Avoid work situations where you might be deprived of the opportunity for being an important member of a dedicated team.

- 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.

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