Recently a small business owner invested in the Sales Call Reluctance assessment prior to hiring a salesperson. His candidate had been successful as an on-the-street type salesperson. However, in the dynamic of his small business, the salesperson would be in-office and required to use the telephone to prospect. The SPQ assessment revealed high telephobia. It also disclosed low goal level — fire in the belly. This candidate was short of “want to” when it comes to prospecting. Further interviewing revealed he was looking for a place to land until he could find another sales job that didn’t require telephone prospecting and daily activity requirements. Based on the results of the SPQ assessment, along with another interview with specific questions zeroing in on the areas of concern, the employer decided to pass on this particular candidate.
How could this small business owner find out that his candidate was adverse to using the phone to prospect and lacked fire in the belly in only through the interviewing process? There are certain prospecting issues that only the Sales Call Reluctance assessment can flush out.
Connie Kadansky, MA, PCC, Sales Call Reluctance coach, helps employers hire salespeople who can and will prospect. 602-380-5431, firstname.lastname@example.org
Assess for Sales Call Reluctance PRIOR to hiring Salespeople
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 602-380-5431.
Connie Kadansky, M.A., PCC, Sales Call Reluctance Coach, helping hiring authorities hire salespeople who will prospect consistently and comfortably. Please call with questions 602-380-5431 or email@example.com
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. 602-380-5431, firstname.lastname@example.org 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 602-380-5431 or email her at email@example.com
Billy whispers “My daddy is so strong he can lift a horse.” Drew replies “Oh yeah, prove it.”
Excellent salespeople are persuaders. They love to influence people and to get prospects to say “yes.” When you are interviewing sales candidates, how do you know when someone is exaggerating and embellishing? Most salespeople are disciplined enough and honest enough not to stretch the truth too far. . . however, when it comes to asking them about their past performance and their prospecting, I encourage you to get objective proof of past performance.
The SPQ Gold assessment has a measurement for impression management. It lets you know whether your sales candidate is attempting to spin the assessment and look a little bit better on paper than they may do prospecting.
Connie Kadansky, Sales Call Reluctance Coach helps employers find out if their sales candidates are likely to prospect consistently. firstname.lastname@example.org or 602-380-5431
Connie is conducting a free webinar on the Inner Game of Prospecting: How to Overcome Sales Call Reluctance on September 22, 2010 at 9:00 a.m. pacific time. Please email her for an invitation. She will be covering the SPQ Gold Assessment.
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 602-380-5431
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, 602-380-5431
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 602-380-5431
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.
Sales assessments are tools in the tool box. They are NOT the silver bullet the some assessment testing companies want you to believe.
With that said, the SPQ Gold assessment is extremely helpful to assist in your hiring decisions of salespeople, executive recruiters, financial advisors, any sales position that requires prospecting on a consistent basis. It can help you take some of the guesswork out of hiring salespeople.
Before you invest in any sales assessment, I recommend you request their scientific research on validity and reliability. The following is from Behavioral Sciences Research Press, the developers of the SPQ Gold Asssessment.
There are three areas of validity when it comes to sales assessments: 1) Content Validity: Are the questions reasonably related to a career in direct sales. Some assessments ask whether someone is afraid of fire and then makes a judgment on their fear of fire and whether they would be successful in sales. The content validity is questionable because it relies on making judgments. 2) Construct Validity is the ability of an assessment to reflect the underlying theoretical trait or characteristic of interest — research proves that during construction of the assessment there is a high degree of interpretative meaning, i.e. people who are have fear of speaking before groups score high on Stage Fright Call Reluctance. 3) Criterion Validity focuses on the relationship to test scores to one or more outcome measures criteria. Outcome criteria most often refers to job performance measures. In other words, “how accurate is the test in predicting job performance.” This is based on statistical results and socio-work culture context in which decisions are to be made.
If an assessment has past the rigors of psychometric testing, the developers will be happy to provide you with their technical and scientific material upon request.