The SPQ Assessment measures your candidate’s ability to see through frustration and complexity. This can be a very important measurement. If your position is transactional, they may not need to have a high degree of emotional capacity to see through complexity. However, if you have a long, complicated sales cycle, how important is it to know that your candidate has the emotional ability to see the sale through from prospect to customer? This measurement on the SPQ is “problem solving.” It is not measuring IQ or ability to solve problems, it is as stated above.
Connie Kadansky, MA, PCC, helps employers take the guesswork out of hiring salespeople with the only assessment in the world that measures Sales Call Reluctance. 602-997-1101 or firstname.lastname@example.org
Yielder Call Reluctance is the #1 type of Call Reluctance and the most costly. Yielders are friendly, sociable people who want to be liked and approved of. They don’t like making people uncomfortable. They don’t like conflict. Let’s face it, moving prospects from Current Reality to Desire Result requires “tension” most of the time. Rarely are there slam dunk sales stories.
Michael Goodman, Sales Trainer Extraordinare has a great blog that I recommend you check out. http://speakingofsales.typepad.com/salessquawk/
Michael reminds us that no other profession in the world carriers with it the most regular opportunities for conflict with other humans on a daily basis under normal conditions. Even our soldiers, who face conflict regularly, have long lulls between wars and battles. If a salesperson is not comfortable with a conflict, they are not effective.
If you want to make sure that you do not hire salespeople who suffer from high levels of Yielder Sales Call Reluctance, recommend you assess them prior to hire by using the SPQ Gold assessment, the only assessment in the world that measures Sales Call Reluctance.
Connie Kadansky, MA, PCC, Sales Call Reluctance coach and trainer, will help you take the guesswork out of hiring salespeople who will not prospect consistently. 602-997-1101 or email@example.com
Click on the above link. Windows Media Player is required. This is a 15.09 minute webinar that gives an overview of the Sales Call Reluctance assessment, the only assessment in the world that measures Sales Call Reluctance. (There is a slight 3-4 second delay with a blank screen before the powerpoint shows up.)
Basic Sales Model
Single Best Predictor of Sales Success
Two Ways to View Prospecting
Types of Sales Call Reluctance
How to Administer the SPQ Gold assessment
Importance of follow through questions
Any unanswered questions you may have are welcome! Please contact me at 602-997-1101.
Connie Kadansky, M.A., PCC, Sales Call Reluctance Coach, helping hiring authorities hire salespeople who will prospect consistently and comfortably. Please call with questions 602-997-1101 or firstname.lastname@example.org
The SPQ Gold Assessment is a tool in the tool box. It is so important that you refer to the Sales Call Reluctance Assessment as an “assessment” versus a “test.” There are many excellent sales producers who experience anxiety when they hear the word “test.” It takes people back to experiences they would rather forget. Who hasn’t had a less than pleasant experience where they “failed” or did less then their best on a “test?”
When I took my first driver’s license “test” at 16 years old, I failed. Yikes! I was so surprised and embarrassed. To make it worse the smart girl, Julie, in our class smugly passed with flying colors.
When positioning your sales candidate to take the Sales Call Reluctance assessment, recommend you tell them early on in the interviewing process that you will administer an assessment, or in some cases assessments. Let them know that there are several dynamics involved in your interviewing process.
You want to set your candidates up for success — not additional anxiety in an already stressful situation.
Connie Kadansky helps employers take the guesswork out of hiring salespeople who must prospect consistently by using the only assessment in the world the measures Sales Call Reluctance. 602-997-1101, email@example.com www.salesassessmenttesting.com
On the SPQ Gold Sales Call Reluctance assessment, there is a measurement that will reveal whether your sales candidate will fully commit to the answers they give or whether they will hedge. George Dudley and Shannon Goodson, world-renowned behavioral scientists found through their research of salespeople over the past 30+ years, that the top producers will give committed, definitive answers on assessments.
Further, in comparing the very top producers and the very low producers, the hedging score was #1 in the differences of the two.
Fear is tucked away in hedging. If a sales candidate is hedging, they are attempting to consciously or subconsciously hide some type of fear.
How valuable would a pre-hire assessment be to you if it revealed strengths as well as self-imposed limitations?
Connie Kadansky, Sales Call Reluctance coach, helps employers take the guesswork out of hiring salespeople. Call her today at 602-997-1101 or email her at firstname.lastname@example.org
Bring to mind the last sales candidate you interviewed. Did he/she move the interviewing process along? How did they close the “sale”? What you experienced is likely how they would interact with your prospective customers if you hire them. Yielder Sales Call Reluctance is the #1 type of Call Reluctance and the most costly. The sales candidate who yields what is in their best interest, will likely yield to the assertive customer. Yielder type behavior shows up as being friendly, folksy and all about the relationship. Relationships are important, however, top salespeople discipline themselves to know that they don’t get a relationship bonus — they get paid when they make a sale.
How do you know the degree of yielder behavior when you are interviewing a candidate? Find out by giving them the SPQ Gold Assessment. You will find out if they will ask the tough qualifying questions, stay within their sales process and ask for the sale.
Connie Kadansky, Sales Call Reluctance coach helps employers take the guesswork out of hiring salespeople through the use of the SPQ Gold Assessment, the only assessment in the world that measures Sales Call Reluctance. email@example.com 602-997-1101
Rick made a great first impression on his initial interview. He had the skills and experience to do the job. He said all the right things and answered the tough questions. Once he was hired, it became quite clear in the first week that he operated from chaos. He was not able to focus. He was constantly jumping from idea to idea in order to get moving. He fidgeted in meetings and was constantly on the phone to his family, friends, softball team, golf buddies, church group members, kid’s teachers, etc. etc.
The SPQ Gold has a goal diffusion measurement that will tell you how focused or scattered your sales candidate may be. This measurement may not make or break the “hire” if all other dynamics are in place, however, it is something you must know in order to coach and develop an individual to success.
Take the guesswork out of hiring salespeople and invest in the SPQ Gold assessment prior to hire.
Connie Kadansky helps employers hire salespeople who will prospect. firstname.lastname@example.org, 602-997-1101
A light bulb is nothing more than that unless it’s turned on! Every morning we all wake up with a certain amount of energy. Some salespeople have more than others. Some don’t have a full tank of gas. If they don’t have the physical and psychological energy to prospect — they won’t prospect. The SPQ Sales Call Reluctance assessment will also tell you whether the salesperson you are considering has enough energy to prospect consistently. It can be costly to hire someone who is “all talk and no action.”
Connie Kadansky, Sales Call Reluctance coach can help you hire salespeople who can and will prospect consistently. Call today 602-997-1101
Many years ago I read an article about Mr. Huntsman, a commercial building contractor from Utah. He disclosed that part of his interviewing process was to take a walk with anyone he was considering hiring. If the person sauntered along. . . he knew that person would not be a good fit for his organization. If they walked briskly and energetically, he was pleasantly impressed. Now obviously, he had other criteria. . . however, this was his final “test.”
Sales prospecting takes physical and psychological energy.
How do you know if the candidate you are interviewing has sufficient energy to sustain positive activities throughout the day?
Every day we all wake up with so much “gas in our gas tank.” Someone people just don’t come with a full tank of gas. The SPQ Gold will tell you about the “motivation” level — which is how much psychological and physical energy they have.
If salespeople experience Sales Call Reluctance, they are in fear and fear is physical. They leak energy that could be used for proactive sales prospecting into unproductive activities, like surfing the internet, building their prospect list . . . you know what I mean!
Can you afford to hire someone who does not come with a “full tank of gas?”
Connie Kadansky helps CEOs, sales VPs, sales managers from diverse industries hire salespeople who will prospect consistently.
An assessment is only one component of a thorough hiring process. I encourage my clients to assess their candidates after they have conducted a skill-based interview. Do they have the basic skills to do the job? Once the candidate has made it to second base — so to speak — then have them take the SPQ or the Sales Call Reluctance Assessment.
Many hiring authorities and sales managers use the SPQ as a coaching/training and development tool.