Sales Hiring Assessment Tests

Are you hiring people who can sell? Our nationally validated on-line assessments can increase your sales revenue by predicting which job candidates will achieve optimum performance in five different sales and service job roles. Validation is based on a large sample of sales and service personnel from more than 50 financial services organizations.

The Optimum Performance Profile®

The Optimum Performance Profile® analyzes a person’s fit with five different sales, service and leadership roles that encompass virtually every type of sales and service position. This comprehensive assessment also includes a customized behavioral interview guide for each candidate.

• Service — job requires servicing client transactions and maintaining friendly client relations; and may require some referral or suggestive selling.
• Consultative Selling — job requires completing service transactions, counseling clients on product selection or use, closing first sales quickly and making add-on or follow-up sales.
• Competitive Selling — job requires prospecting and competing for sales persistently despite high rejection rates, conducting minimal after-sale servicing and closing sales in one or two interviews using emotional pressure.
• Complex Selling — job requires closing large, complex or technical sales with a long selling cycle; analyzing client problems and product applications to propose solutions; and sustaining client relationships over time.
• Sales or Service Supervision — job requires direct supervision and coaching of sales or service personnel.

Service Readiness Profile®

The Service Readiness Profile® analyzes a person’s fit for the service and consultative selling roles only and is designed for use with candidates for entry level service positions such as teller or service representative.

Help New and Existing Employees Reach Optimum Performance

Many of your current employees, even top performers, many not be satisfied in their job or may not be achieving optimum performance simply because their job isn’t the best fit for their capabilities and interests.

Our unique focus on assessing the essential differences in behavior required for each job role means you can identify the job role in which each job candidate or current employee can best achieve his or her level of optimum performance. You can also assess a candidate’s promotability, or evaluate a candidate for alternative positions if a candidate is not a good fit for the first position for which he or she was considered.

Increase Your Sales Dramatically

Hiring and promoting right can make a huge contribution to your profitability. Research has proven that superior performers in sales positions typically outsell average performers by 2 to 1 and outsell low performers by 10 to 1.

The Optimum Performance Profile® can help you increase sales revenue in some positions by as much as 200 percent or more by hiring superior performers to replace low performers while reducing costly turnover based on poor job fit. Higher employee job satisfaction also leads to higher client satisfaction and loyalty.

Improve Sales Hiring Success Rates

Most sales organizations rely on unstructured job interviews plus experience described in resumes and reference checks in making their hiring decisions. These practices typically predict only 5-20% of the difference in performance between superior performers and low performers. Use of the Optimum Performance Profile® in combination with structured interviews can dramatically improve hiring success rates.

A Breakthrough Sales Hiring Process That’s Clearly Different and Better

Many popular employment tests for sales are based on factors which have typically demonstrated low predictive validity such as behavior style, interests, or knowledge, or focus on just one dimension of competency or one type of selling. Many of these instruments have the appeal of “pop psychology,” yet don’t measure comprehensively or predict well the factors most essential to success in various sales and service roles.

The Optimum Performance Profile® provides a quantum leap in practical candidate assessment by assessing competency based on the most important behavioral requirements of each job role. You’ll know which job roles will optimize each candidate’s performance and which candidates are likely to perform well in multiple job roles when you’re shorthanded.

Easy to Use and Fast

To get started, simply call us and we’ll give you set-up instructions and an access code that links you to our assessment website so you can begin conducting assessments the same day you order.

Your interviewer logs on and enters the job profile data; your job candidate completes the assessment questionnaire; and you simply download the comprehensive assessment report and email the customized interview guide to supervisors who will be interviewing the candidate. The entire process takes about 30 minutes. It’s that easy. You don’t risk losing candidates while you wait for analysis.

Reliable Candidate Information

Both of these state of the art assessment instruments were designed to comply with the EEOC Federal Uniform Guidelines to minimize adverse impact on persons with protected characteristics. The candidate information you receive is always job-related, reliable and practical based on our comprehensive research with fifty successful sales organizations nationwide in the financial services industry.

Comprehensive Assessment Improves Sales Supervisory Coaching

Our comprehensive assessment reports improve supervisory coaching by profiling each candidate’s behavioral strengths in addition to his or her deficiencies. Research has demonstrated consistently that developing a person’s strengths represent his or her best opportunities for growth and optimum performance.

A Practical, Unique Approach to Improving Sales Job Interviews

The Optimum Performance Profile® also provides specific direction for structuring and improving candidate interviews. You receive a separate interview guide that provides customized interview questions for each job role and for each candidate, as well as sample effective and ineffective candidate responses.

With each assessment report, you’ll also learn what strategies will be needed for training and supervising the person being profiled if selected.