SPQ* Gold is the only psychometric application for diagnosis of sales call reluctance in the world.
Welcome to Pre-Employment Sales Testing
Dysfunctional sales behavior is a major roadblock to achieving optimum sales results for any company. Experts who conduct psychological assessment and psychometric analysis in the field of occupational testing agree that certain specific sales behavior affects effective performance in sales jobs. Pre employment sales testing is an important requisite that seeks evaluation of abilities of sales personnel before they come on board in any company.
Pre employment sales testing involves a range of honesty and integrity tests as well as measuring career competency. It also caters to clinically oriented psychological profile tests and assessments that are essentially diagnostic in nature.
Pre employment sales testing stresses on evaluating all four parameters of sales performance, namely ability to think, planning ahead, motivation and interpersonal skill all that necessitate successful deal closure. In particular, pre employment sales testing brings to surface typical personal efficacies that have potential to disturb sales potential of a company. Some examples are as under:
1. Many salespeople prefer hierarchy-less environment, looking for freedom and spontaneity to work as they like. While this may appear as a boon in some cases, more often however quite the opposite happens in terms of missing deadlines, delay in order processing, etc. Pre employment sales testing seeks to address this issue early on. |
2. In an effort to impress or win over clients, salespeople suffer from talking too much or interjecting customers every now and then. A proven way to counter salespersons deficiency such as this is to let him undergo pre employment sales testing. |
3. Looking for feel-good relationship in all sales transactions is another worry. Though this does help in luring customers to an extent, it overlooks the fact that customers do not judge a product or service merely on the basis of friendly behavior on the part of salesperson. Pre employment sales testing screens out this problem. |
4. Veteran and not-so-veteran salespersons hopping from company to company assume that no sales is beyond them. They care less about the product or service being offered, emphasizing instead on personal charisma. This know-all attitude makes them vulnerable to unanticipated questions and deep probing by prospects. Pre employment sales testing helps redress this problem |
If encountering dysfunctional sales behavior indeed seems daunting, the good news is that help is not far away. BSRP is an acknowledged world standard for best practice pre-employment sales testing for more than 25 years. Its revolutionary sales diagnostic tests provide the advanced thought and practice leadership others look to and use, including even some biggest competitors.
SPQ* Gold, the flagship product of BSRP, is the most comprehensive, cost effective and practical psychological diagnostic tool available today to undertake specific and vital assessments, such as pre employment sales testing
 Learn more about Pre Employment Sales Testing
Sales experts say that 80% of all sales are generated by just about 20% of salespeople. If this is true, it means a majority of sales force does not contribute to the prosperity of the company they are employed in. The bigger picture is more alarming. If 80% of sales force is ineffective, it is a drain on companys resources. In such a scenario, pre hire sales assessment assumes significance, because more often than not, it is the absence of pre hire sales assessment in the selection process that is at fault rather than anything else. Therefore, for a sales-dependent organization, it is imperative to screen prospective candidates through pre hire sales assessment.
Analysis of several sales organizations reveals an interesting phenomenon. More than half the sales force lack the necessary behavioral traits to effectively partake in the duties of the sales job. Ideally they ought not to have been hired for sales positions in the first place.
The analysis further confirms that of the remaining half, close to 50% do have the ability to make successful sales, but have been hired to fill in wrong placements. It thus follows that only about 20 to 25% of those serving in sales position fit in perfectly with the work they are doing. This speaks of elemental mistake in choosing candidates for sales position, which can be easily remedied if a procedure for pre hire sales assessment is put in place.
If your company needs to hire sales people, think of availing SPQ*GOLDs Sales Preference Questionnaire for pre hire sales assessment of prospective candidates. The tool assists in effectively examining the presence, predisposition, and degree of sales call reluctance in them, which in turn helps in weeding out unsuitable jobseekers in advance. As part of pre hire sales assessment, SPQ*GOLD measures all 12 call reluctance types and three call reluctance "impostors". It further includes three scales used to detect non-standard attitudes toward completing the instrument.
In another level, the "Brake" score related to pre hire sales assessment computes a statistical composite drawn from aggregated scores arrived at from 12 diagnostic sub-categories. To give a rightful meaning to the whole exercise of pre hire sales assessment, an overall estimate is readily provided that determines whether the companys effort could have been supportive of sales prospecting but is instead diverted into non-productive coping behaviors intended to reduce emotional discomfort associated with prospecting for new business.
By any yardstick, SPQ*GOLD is considered as the most appropriate pre hire sales assessment tool for growth-oriented organizational settings where first contact with prospective buyers on a consistent daily basis is needed and expected for new business growth.
Sales experts say that 80% of all sales are generated by just about 20% of salespeople. If this is true, it means a majority of sales force does not contribute to the prosperity of the company they are employed in. The bigger picture is more alarming. If 80% of sales force is ineffective, it is a drain on companys resources. In such a scenario, pre employment sales testing assumes significance, because more often than not, it is the absence of pre employment sales testing in the selection process that is at fault rather than anything else. Therefore, for a sales-dependent organization, it is imperative to screen prospective candidates through pre employment sales testing.
Analysis of several sales organizations reveals an interesting phenomenon. More than half the sales force lack the necessary behavioral traits to effectively partake in the duties of the sales job. Ideally they ought not to have been hired for sales positions in the first place.
The analysis further confirms that of the remaining half, close to 50% do have the ability to make successful sales, but have been hired to fill in wrong placements. It thus follows that only about 20 to 25% of those serving in sales position fit in perfectly with the work they are doing. This speaks of elemental mistake in choosing candidates for sales position, which can be easily remedied if a procedure for pre employment sales testing is put in place.
If your company needs to hire sales people, think of availing SPQ*Golds Sales Preference Questionnaire for pre employment sales testing of prospective candidates. The tool assists in effectively examining the presence, predisposition, and degree of sales call reluctance in them, which in turn helps in weeding out unsuitable jobseekers in advance. As part of pre employment sales testing, SPQ*GOLD measures all 12 call reluctance types and three call reluctance "impostors". It further includes three scales used to detect non-standard attitudes toward completing the instrument.
In another level, the "Brake" score related to pre employment sales testing computes a statistical composite drawn from aggregated scores arrived at from 12 diagnostic sub-categories. To give a rightful meaning to the whole exercise of pre employment sales testing, an overall estimate is readily provided that determines whether the companys effort could have been supportive of sales prospecting but is instead diverted into non-productive coping behaviors intended to reduce emotional discomfort associated with prospecting for new business.
By any yardstick, SPQ*GOLD is considered as the most appropriate pre employment sales testing tool for growth-oriented organizational settings where first contact with prospective buyers on a consistent daily basis is needed and expected for new business growth.
SPQ*Gold and Sales Call Reluctance are registered trademarks of Behavioral Sciences Research Press. |
