Selection & Assessment Tools
SalesMax Selection Report
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SalesMax Selection Report Advice – Example Candidate
This 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). View full SalesMax Selection sample report
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 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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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 you in interviewing the candidate.
SalesMax also generates several questions to facilitate discussion of potential problem characteristics with his references.
Very Low Energy
The Example Candidate appears to have a much lower energy level than the typical sales professional. This may mean that she has difficulty
handling a demanding work schedule or that she must "work smart" and concentrate her efforts to be effective.
Interview Probes
During the interview, ask her to describe a typical workweek. Ask how she sets her priorities and how she allocates her time.
Probe for indications of effectiveness despite a lower than average energy level or work pace.
Ask him/her to describe a situation in her work life….
When talking with her references ask the following types of questions.
"How does she compare with other salespeople in her ability to complete tasks on time?"
"How does he compare…"
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Management Suggestions / Action Plan
Management Suggestions
The remainder of this report suggests ways to effectively manage this person. In some cases the management suggestion identifies
a potential problem area in her personality results and recommends an approach for optimizing her effectiveness on the job.
In other cases, her motivations are discussed and suggestions for how to best motivate the candidate are highlighted.
Handling A Demanding Work Pace:
Her slow work pace may not be adequate in a fast-paced, sales environment. She is likely to need specific work goals and
to be held accountable to meet time deadlines in order to be effective.
Initially, it may be helpful to set some interim deadlines (checkpoints) to ensure that she is making progress towards her goals.
Further, time management courses or readings may also be helpful in coaching her to use her energies more effectively.
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View full SalesMax Selection sample report
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More SalesMax Information
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Friday, September 10, 2010
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