 Kirk Sears |
|
The SPQ Gold has been the single most meaningful and predictive pre-qualification profile test we have seen in my 23 years of hiring sales personnel. Most organizations look at “personality” behaviors to determine a candidate’s sales potential. The SPQ uses a much higher predictive “skills” based profile that will determine results over 16 or more sales prospecting categories.
The end result is the capability to not only determine if the sales candidate is qualified for your company, but the ability to coach associates on how to become more effective in their sales career.
Finally, the SPQ test can determine if the sales management team or sales-trainer is contaminating their sales group with poor sales habits. This single determination has improved our organization with a 40% improvement in prospecting calls within 2 months!
Kirk Sears
Sr. Managing Partner
The Wilmington Group |
|
| |
|
| Gerald Mitchell |
|
There was one very sharp candidate who was on the bubble for me in the initial part of the process. A couple things he said gave me slight concern. Based upon the results of the SPQ assessment, there was no way I could move him forward. He would have been very unhappy doing this job and would not have been a performance and culture fit. The SPQ assessment saves me a lot of time and money!
President, Retail Search Group
Phoenix, AZ
|
|
| |
|
| Dennis Ducham |
|
There is nothing that burns up cash flow like a bad hire. We have used the SPQ to assess search consultant candidates. I interviewed a potential search consultant who had experience from the recruiting side. After reviewing her SPQ, I decided to pass. She would have taken too much of my time to ramp up. There was a big question as to her manageability and ability to succeed from the marketing standpoint. The SPQ is a great assessment tool to help determine if someone has the skill set to succeed. The SPQ is worth the cost to avoid lost time and money on a bad hire.
President, GRN Pleasanton
Phoenix, AZ
|
|
| |
|
| Danny Cahill |
|
I find the SPQ invaluable. I would not hire against it. We combine it with the PEAC assessment, a thorough interview process, reference checks, a big glass of Scotch and a Ouija Board.
Pinnacle Society member
Testimonial obtained from Questions to Danny on www.AccordingtoDanny.com
Phoenix, AZ |
|
| |
|
| Glenda Smith |
|
We cannot say enough about how important a tool the SPQ* Gold has been in seeing past the candidate’s ability to sell us on themselves during the interview. The SPQ* Gold provides an accurate perspective on the candidate’s true motivation, goals and thought processes that will dramatically impact our return on the investment in hiring them.Over the past two years, our office as grown by 250%. The SPQ Gold is an essential ingredient in our hiring process.
President, om5 Dallas,
Dallas, TX
|
|
| |
|
| David Simons |
|
I've tried most of them through my 25 years of hiring and training salespeople. . . personality profiles . . . skills based testing . . . psychological profiling by a psychologist. . . and NOTHING compares with the SPQ* Gold. It offers insightful information about candidates and salespeople, lets you look below the surface and truly understand the person and how he or she will perform. If you want to consistently hire top-performers, then the SPQ* Gold is the tool that you cannot do without
Managing Partner,
Performance Resource Group, Tulsa, OK
|
|
