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SPQ* Gold Sales Test

The ONLY sales aptitude assessment in the world that tests for Sales Call Reluctance.

Our proven sales assessment delivers results.

Hire sales people that produce and take off the guess out of hiring! We will answer all your questions about our services, sales assessments, how to apply them, order and anything else that want to asks us. Keep in mind that applying the right sales test can help you greatly improve your selection process and also can save you money, effort and time in terms of selecting the best candidates that will produce sales.

Candidate #1:

Situation: Candidate interviewed for an executive recruiter position. One characteristic of an effective recruiter is someone who will take control of the process in moving clients and candidates through the process of placing people in new careers. His SPQ* Gold revealed the high yielder score of (44) and the low problem solving score of (20). Yielder Call Reluctance is the #1 type and the most costly. A yielder is relationship oriented; they want to be liked; they usually do not take control of the call because they are not emotionally equipped to handle conflict. A recruiter spends their entire day talking to people about their current reality and their desired result. The majority of the time there is some creative tension going on for the candidate and the client. An effective recruiter is able to gauge the creative tension and create a sense of urgency. The yielder is uncomfortable putting tension on anyone. They usually hear things on the calls that do not jive with a past statement, but they hesitate to address the incongruency for the fear of offending or causing conflict.

The low problem solving score is indicative of a one-call close type of sales person. Problem solving measures the candidate’s ability to tolerate frustration and see through complexities. When the going gets tough, it requires perseverance to navigate through the complexities of a job placement. The inability to see through complexities of getting qualified job orders, finding appropriate candidates and getting them placed will be a major hindrance for a recruiter.

Analysis: Our advice to the hiring manager was to delve deeper into the concerns of yielding behavior and low problem solving with very specific questions that we provided. We will never say “hire” or “do not hire.” We humbly know that there are other components that must be taken into consideration, i.e. cultural fit, past history of success, sales experience, industry specific experience, management style, team members, tonality, and attitude, to name a few.

Conclusion: This candidate was hired into an office that is fast-paced and very training and development oriented. They invested heavily in this individual who had some success. However, they soon found that he was shuffling resumes, talking with unqualified prospects and not able to hang in through the thick and thin of getting ramped up to become a producer. He fired himself seven (7) months later.

Our proven sales assessment delivers results.

Hire sales people that produce and take off the guess out of hiring! We will answer all your questions about our services, sales assessments, how to apply them, order and anything else that want to asks us. Keep in mind that applying the right sales test can help you greatly improve your selection process and also can save you money, effort and time in terms of selecting the best candidates that will produce sales.

 

Candidate #2:

Situation: A highly educated financial advisor who had a good-sized network of high net worth contacts. The SPQ* Gold revealed a high yielder score of “56” and a telephobia score of “68” and a hyper pro score of “60.” The high hyper pro score indicates an individual who spends energy on making sure that they are seen as above average. Image and credibility are important to them so therefore, they believe polish, sophistication are important. This individual already had a doctorate degree in the sciences. She felt that it was important to get a MBA in order to sell to her high net worth contacts. The yielder score is indicative of someone who is not assertive in getting commitments to action from their prospects. It is difficult for the yielder to ask for the business and close the sale.

Analysis: Even though someone has a list of high net worth contacts, doesn’t mean they will contact them.

Conclusion: After several months of education and training, this individual decided that as much as she loved financial services, that the prospecting was too difficult.

Our proven sales assessment delivers results.

Hire sales people that produce and take off the guess out of hiring! We will answer all your questions about our services, sales assessments, how to apply them, order and anything else that want to asks us. Keep in mind that applying the right sales test can help you greatly improve your selection process and also can save you money, effort and time in terms of selecting the best candidates that will produce sales.

Candidate #3:

Situation: Very good at first impressions. “Everybody loves her. They want me to hire her.” Exclaimed the hiring manager for this executive recruiter position

Analysis: We provided very specific questions to delve deeper into the areas of concern. Watch out for the high hyper pro. They can be high maintenance and it is difficult for them to take responsibility for their performance. Find out where the role rejection is coming from. Delve deeper into the effort put into answer the problem solving questions.

Conclusion: Four months later, after dismal performance and high maintenance, she was terminated. The high hyper pro is a red light, meaning someone may be more focused on making a good impression than prospecting. The high role rejection (43) means that the candidate may have an internal conflict as to the value of the service they provide. Imagine making phone calls all day and not believing that you have value in the marketplace, thinking that there is something “wrong” with what you do and that your prospects think poorly of your profession. Problem solving of (40) meaning a moderate ability to see through complexities. Some sales positions with longer cycles, requires an individual who can jump through the hoops, keeping the eye on the end result.

Our proven sales assessment delivers results.

Hire sales people that produce and take off the guess out of hiring! We will answer all your questions about our services, sales assessments, how to apply them, order and anything else that want to asks us. Keep in mind that applying the right sales test can help you greatly improve your selection process and also can save you money, effort and time in terms of selecting the best candidates that will produce sales.

Candidate #4:

Situation: This individual had been very successful in previous sales careers wanted more challenge and unlimited income possibilities.

Analysis: This SPQ* Gold looks great! Verify and check references. He should be able to ramp up pretty fast and be a producer without a lot of effort on your part.

Conclusion: Six months later as an executive recruiter, he is on target to meet and exceed his yearly goals. His goal level score of (100) means that he is clear on goals and emotionally connected to what he wants. The higher the goal level score the more likely someone is to succeed because they will link “action” and “effort” to their goals. Also, when something they are working on goes “south,” they are better able to get back on track quickly because they have the fire in the belly. His only red light was his goal diffusion (80) which is having multiple, competing goals. He was able to correct this and become more organized in his personal life to become better focused.