Selection & Development
SalesMax ฎ for Sales Professionals
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Selection Report
Weed out applicants with little or no sales potential and highlight those with a natural sales ability.
Success begins when the basic disposition for sales is present right from the start.
SalesMax is designed to select top performers. It measures personality traits and sales knowledge that contribute to effectiveness in the sales role.
SalesMax Selection Report Report Components
This sample candidate's Sales Personality Index score was 19 out of a possible score of 48. This score falls in the second range of possible scores
(OK).
SalesMax research indicates that candidates with scores in this range have a moderate probability of becoming successful. (About 4 out of 10
salespeople with scores in this range earned sales compensation in the top half)
| Score |
Range |
Advice |
| - - - |
00-18 |
Avoid |
| 19 |
19-23 |
OK |
| - - - |
24-26 |
Good |
| - - - |
27-33 |
Better |
| - - - |
34-48
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Best
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SalesMax - Predicting Sales Success
Personality Insights
The following potential strengths ( + ) and potential weaknesses ( - ) may help you to understand how the candidate's personality
may impact his/her sales performance.
- Her energy level is substantially below that of typical salespeople and may be a significant shortcoming.
She may lack a sense of urgency about getting things done quickly.
+ She should have a confident sales presence.
+ She can be assertive and forceful when necessary.
She should be able to deal with most difficult, challenging or powerful customers and should be
capable of asking for the sale.
- She may be somewhat less dependable about following through on her commitments than the best salespeople.
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The SalesMax SELECTION report is an aid to the hiring manager
Personality
Know the natural fit with the sales role.
The SalesMax profile is a quick summary that shows results compared to our sales norms. The triangles indicate the individual's percentile
scores compared to these norms.
Motivators
Know what will motivate them.
This profile is a quick summary of the relative importance of various forms of motivation to this person. The higher the score,
the more likely the factor will be a key motivator.
Know how to best motivate the person to perform. What matters to him/her, what does not.
Knowledge
Know their knowledge gaps.
This profile is a quick summary of knowledge of effective strategies in key stages of the sales cycle.
You may not expect an inexperienced candidate to know much; your expectations for experienced candidates should be higher.
Predicting Sales Success
The example candidate's Sales Personality Index score was 19 out of a possible score of 48. This score falls in the second range of possible scores (OK).
SalesMax research indicates that candidates with scores in this range have a moderate probability of becoming successful. (About 4 out of 10 salespeople
with scores in this range earned sales compensation in the top half.)
| Score |
Range |
Advice |
| - - - |
00-18 |
Avoid |
| 19 |
19-23 |
OK |
| - - - |
24-26 |
Good |
| - - - |
27-33 |
Better |
| - - - |
34-48
|
Best
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Personality Insights
The following are samples of potential strengths (+) and potential weaknesses (-) may help to understand how the candidate's personality may impact his/her sales
performance.
- His/Her energy level is substantially below that of typical salespeople and may be a significant shortcoming.
He/She may lack a sense of urgency about getting things done quickly.
+ He/She should have a confident sales presence.
+ He/She can be assertive and forceful when necessary. He/She should be able to deal with most difficult, challenging
or powerful customers and should be capable of asking for the sale.
- He/She may be somewhat less dependable about following through on his/her commitments than the best salespeople.
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Interview and Reference Probe Suggestions
The next section of this report provides interview and reference probes for following up and obtaining more information regarding this example candidate's
potential problem characteristics. For each identified topic, SalesMax suggests several questions to assist in interviewing the candidate.
SalesMax also generates several questions to facilitate discussion of potential problem characteristics with his/her references.
Sample:
Very Low Energy
The Example Candidate appears to have a much lower energy level than the typical sales professional. This may mean that he has difficulty
handling a demanding work schedule or that he must "work smart" and concentrate his efforts to be effective.
Interview Probes
During the interview, ask him/her to describe a typical workweek. Ask how he/she sets priorities and how he/she allocates time.
Probe for indications of effectiveness despite a lower than average energy level or work pace.
Ask him/her to describe a situation in his/her work life
.
When talking with the candidate's references, ask the following types of questions.
"How does he/she compare with other salespeople in completing tasks on time?"
"How does he/she compare
"
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And more ...
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Available languages include:
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USA English
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Korean |
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More SalesMax Information
Development Report
Report Options
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How SalesMax Measures
How SalesMax Works
How SalesMax is Different
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The SalesMax assessments are developed by Assess Systems.
All SalesMax product graphics and page screens
and their content are a copyright of Assess Systems.
Maximum Potential Inc. and its distributor Select, Assess & Train LLC are authorized resellers of this assessment.
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Saturday, February 11, 2012
The cost of a bad sales hire can be as high as 250% of the first year's salary.
Candidates with top scores on SalesMax produce at 121% average. 84% of poor performers are screened out by SalesMax.
When used at a large insurance company, those who scored high on SalesMax sold 2-1/2 times more than those who scored low.
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