In addition to measuring the 12 types of Sales Call Reluctance, the SPQ Gold sales test will tell you whether your candidate is willing to and wants to prospect. Willingness is directly related to your candidate’s buy-in and motivation. It is the “why” behind what is important to your candidate. There are salespeople who are not connected to “why” they want to sell and succeed. This usually means that they are short-term oriented. They are lacking the fire in the belly. With these type of salespeople we recommend that the manager check in daily and monitor activities if you choose to hire them.
Listen how Michael’s company has used the SPQ as a tool in their tool box to find out whether the salespeople they are hiring have the fear of prospecting.
Even though, there is no assessment in the world that is 100% accurate, sales tests are valuable tools in a sales manager’s tool box.
There are over 100,000+ assessments for sale. There are a few credible assessments that have been psychometrically calibrated. However, there are some assessments that have not been thoroughly validated. There is no such thing as a “be all – end all” pre-employment sales test. The human psyche is complex!
If you are looking for salespeople who must proactively prospect on a consistent basis to succeed in their position, pilot the SPQ Gold assessment. It is the only assessment in the world that measures the 12 types of Sales Call Reluctance. We recommend you choose a few of your current producers, invest in them taking the SPQ Gold. You decide on its accuracy and validity. Connie Kadansky will advise you as to how to facilitate a pilot with great success. Your investment will pay off because Connie will give you coaching and training tips that will help you help your current salespeople improve, plus you experience what the SPQ Gold assessment can do for you in your pre-hire dynamic.
Call Connie Kadansky, 602-380-5431, or email her at firstname.lastname@example.org.
The answer to the question is that a sales manager wouldn’t hire a salesperson if they knew the salesperson suffered from high levels of Sales Call Reluctance. So many sales managers do not know that there is a sales assessment test that will measure the 12 types of Sales Call Reluctance. Telephobia is just one type of call reluctance and the easiest to overcome. Yielder call reluctance is the most costly. The Yielder characteristics are salespeople who are friendly and folksy. They do not want to be pushy. They allow the prospects to push them around and then they deviate from their process. They often suffer from Close Reluctance — they back off when it’s time to close the sale.
There is no room for marginal players any longer. A salesperson who suffers from Sales Call Reluctance is a drain on energy and dollars.
If you sales position requires consistent prospecting, please give me a call and request a copy of a sample report and an interpretation guide. Connie Kadansky 602-380-5431 or email@example.com
How much does a bad hire cost you? How much effort have you put into salespeople who were mediocre? Answers to those questions can probably make you a little nauseous!
Now. . . the key question. . . how much responsibility are you taking for your bad hires?
Just talked with a veteran business owner in the home security industry. He admitted that he is a “terrible” interviewer. He’s too optimistic. He hires salespeople thinking that they are going to be exceptional producers. However, he is disappointed nine times out of ten.
He’s a perfect candidate for the SPQ assessment — the only assessment in the world that measures Sales Call Reluctance. It takes the guesswork out of hiring salespeople.
Once your candidate takes the assessment, we not only interpret it for you, we provide you follow through questions in areas of concern. If you don’t ask those tough follow through questions, how do you expect your salespeople to ask tough qualifying questions when they are in front of prospects?
If you are fed up with hiring salespeople who are not producing, please give us a call. It’s easy, affordable and will save you so much time and money in chaotic hires.
Connie Kadansky, firstname.lastname@example.org or 602-380-5431
Just got off the phone with a sales manager for an employer who tells me that 60% of their sales job is using the telephone. 40% is face to face presentations. Her candidate is testing as highly telephobic, meaning not comfortable proactively using the telephone. This doesn’t mean that she will not hire this particular candidate because the candidate has a lot of positives. However, knowing the type of call reluctance will help the manager in training and development of this individual. The good news is that telephobia is one of the easiest types of call reluctance to overcome. However, she will have to invest in specialized coaching and training to make sure this individual will succeed.
Connie Kadansky, 602-380-5431, helps employers take the guesswork out of hiring salespeople. Make sure that they will consistently prospect before you hire them! email@example.com
How important is it that your sales candidates have the “emotional” ability to see through complexity? Recently one of our clients tested two candidates who had very little Sales Call Reluctance, however, they scored low in problem solving. What this means is that they are most likely transactional in nature and will only go after the low hanging fruit. This will not work for this particular position. They need their salespeople to emotionally handle the ups and downs without sputtering out when the dynamics get difficult.
The SPQ Gold Sales Call Reluctance test has 21 measurements that help companies take the guesswork out of hiring salespeople.
Connie Kadansky, 602-380-5431 can assist you in hiring salespeople who are most likely to succeed.
This is the only Sales Assessment Test in the world that measures Sales Call Reluctance. What separates the top producers from the mediocre producers is their prospecting willingness, skill and attitude.
It is important to tell your candidate early on in the interviewing process that you may have them take an “assessment.” Using the word “test” conjures up “pass” or “fail.” Pre-employment sales assessments are only used as a tool in your process. Yes, assessments are just one-part of your process.
If possible have the candidates take the assessment in your office under standardized “testing” conditions.
As employers, you are investing in the assessments, positioning and administering is vital. If you want to talk more about this, please call Connie Kadansky at 602-380-5431.
Recently a client had a candidate take the SPQ Gold, the only assessment in the world that measures Sales Call Reluctance. In reviewing the results, I asked her “how are you at managing someone who may have a chip on their shoulder?” She replied, “Wow, this is so interesting. I actually called him out during the interview about his ability to start at ground zero and learn our process.” The more she thought about her interview and the SPQ Gold results, the clearer it became that this candidate would not be easy to manage. She remembered awkward parts in the interview where he was actually chuckling inappropriately.
The SPQ Gold measures oppositional behavior. Some managers are equipped and skilled to manage this type of behavior and others are not. Oppositional behavior is one of the 12 types of call reluctance that keeps people from prospecting. They get angry at the prospects or they hold it together while they are conversing with the prospect, but slam down the phone and go into a tirade, disrupting everyone around them.
Connie Kadansky, 602-380-5431, helps employers hire salespeople who can and will prospect. Call her today and request a sample of the SPQ Gold pre-employment sales test.