Results of The Sales Achiever

The Sales Achiever

Assessment For: Tom Sample
Phone:
Email:

Position:

Company: Sample Company
Report Type: ZZZ Sales

Assessment Date: 9/28/2005

For More Information
Please Contact:

Tom Hamilton
SelectionResources.com
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515-221-0850
TMH@SelectionResources.com

*The Sales Achiever*
Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 1

----- Mental Aptitudes ----- Mental Acuity

Mr. Sample is above-average in Mental Acuity, indicating he is a fast thinker with above-average comprehension skills. He has good reasoning and problem-solving capabilities and is able to determine a customer or prospect's need and present solutions to meet that need within a reasonable period of time.

Business Terms

Tom has an average understanding of business terminology obtained either on the job or in a business class. This should enable him to understand the specialized language associated with his business, thus being able to communicate business matters with customers and prospects.

Memory Recall

Mr. Sample has a superior knowledge of events happening in the world around him and should be strongly aware of competitive trends, as well as the economy's affect on his sales.

Vocabulary

Mr. Sample's language skills are average and his vocabulary should be adequate for most communication with prospects or customers. Highly complex information which needs to be relayed to others may be a little more difficult for him to communicate effectively.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 2

Numerical Perception

Tom's above-average Numerical Perception score indicates he can process data quickly and carefully. Any calculations he performs in order to write up orders or contracts should be accurate.

Mechanical Interest

Mr. Sample's level of interest in mechanical devices is average and he should be willing to put forth effort to learn any technology necessary in his sales position.

----- Personality Structure -----
Energy

Mr. Sample has a good level of energy and takes an energetic approach to prospecting and developing new business. He has a high drive level, but is generally able to control his energy level sufficiently to concentrate and remain focused during sales presentations.

Flexibility

Tom is an ethical, quality-minded sales rep with a strong sense of integrity. He remains focused on his goals and interested in providing good customer service and high quality products. Being somewhat inflexible, once goals are set and policies in place, he may be hesitant to change. Because of this, he could experience difficulty handling multiple job demands and assignments. He will adapt to some changes and occasionally attempt to promote new ways of doing things or new ways to utilize current products or services, but will want to be certain his new ideas are right before recommending them. Even though he may occasionally develop new sales procedures and come up with new ideas on prospecting, he is not especially innovative or free-thinking.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 3

Organization

Mr. Sample may not always utilize the time or resources he has available to him to keep himself organized. He is able to easily adapt to schedule changes or interruptions, or other contingencies which might arise. Since he tends to react to situations as they arise, he may not always be as aware of priorities as he should be and this could lead to missed appointments, failure to follow-up thoroughly enough with prospects and other problems. A high score in Mental Acuity may compensate for a low score in this dimension.

Communication

Tom enjoys working with people and is a very open, sharing collaborator. He can easily and comfortably share his own feelings, ideas and knowledge with customers and prospects, and would not be happy in an environment where he has no opportunity to interact with others.

Emotional Dev

Mr. Sample's sense of urgency is strong, indicating he likes to see immediate results for his efforts. When sales do not close quickly or he fails to reach sales goals, he can become frustrated and overly critical of himself. This could then lead to low self-esteem. It should be noted that scores will normally become higher as individuals advance in age.

Assertiveness

Tom can take control, maintain order, and express his opinions to customers and prospects, but will not actively seek out conflict. He will attempt to influence and direct the buying decision and will ask for the sale, but not to the point of appearing unnecessarily demanding.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 4

Competitiveness

Mr. Sample is a team player who does not have a strong sense of competitiveness. He believes that competition is good, but, when over-emphasized, can harm relationships with customers. Job satisfaction is measured, in part, by the good relationships he has built with existing accounts and he may not be overly concerned with developing new business.

Mental Toughness

Tom is a very sensitive person who is concerned about the needs of his customers, prospects and others around him. Sales rejection can hurt his feelings and he may allow emotions to take over when making business decisions. He will need encouragement, especially after facing a series of negative events in his job.

Questioning /Probing

Tom is basically trusting, but not gullible. Although he tends to accept most information at face value, he will do a moderate amount of probing to better understand his customer's or prospect's needs or desires.

Motivation

In sales, Tom needs some job security, but can be motivated by recognition for his achievements when the rewards are sufficient. Even though he will be willing to put forth extra effort in order to increase sales, job security is still the primary incentive. He will, however, usually respond to the promise of a bonus, incentive or reward for improved performance.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 5

----- Validity Scales -----
Distortion

Mr. Sample is a secure person who is not afraid to admit his weaknesses. He is also good at assessing his strengths. He tends to be open and frank.

Equivocation

He has scored within our acceptable equivocation range.

This report is confidential and is an opinion based on test results and other available data. In the selection process it may count up to one third (1/3) of the decision process along with the interview, reference check, education and experience.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 6

Score Sheet
ZZZ Sales

Mental Aptitudes
		1 2 3 4 5 6 7 8 9
MENTAL ACUITY	Slow Learn	[......X]	Fast Learn
BUSINESS TERMS	Uninformed	[...X...]	Knowledgeable
MEMORY RECALL	Unaware	[.......] X	Aware
VOCABULARY	Limited	[...X...]	Strong
NUMERICAL PERCEPTION	Imprecise	[.......] X	Accurate
MECHANICAL INTEREST	Indifferent	[......X]	Interested
Personality Dimensions
		1 2 3 4 5 6 7 8 9
ENERGY	Restless	[...X...]	Calm
FLEXIBILITY	Flexible	[.......] X	Rigid
ORGANIZATION	Disorganized	X [.......]	Planful
COMMUNICATION	Reserved	[X......]	Interactive
EMOTIONAL DEV	Impatient	X [.......]	Tolerant
ASSERTIVENESS	Cooperative	[X......]	Authoritative
COMPETITIVENESS	Team Player	X [.......]	Individualist
MENTAL TOUGHNESS	Sensitive	X [.......]	Tough
QUESTIONING /PROBING	Trusting	X [.......]	Skeptical
MOTIVATION	Security	[X......]	Recognition
Validity Scales
		1 2 3 4 5 6 7 8 9
DISTORTION	Frank Answer	[......X.........]	Exaggerates
EQUIVOCATION	Choose Alter.	[............X...]	Choose Middle

STANINE: The STANINE is a system of measurements which divides the population into nine parts.

NOTE: Areas with dots and brackets ([........]) are of primary importance with the dots and brackets reflecting the most desirable range for an individual to score in to have those characteristics. Areas without dots and brackets are secondary areas that provide additional information regarding the individual.

AREAS OF CONCERN -

Scores of 1 or 2 in any of the following dimensions: Energy, Flexibility,
Emotional Development or Mental Toughness are areas of concern.

Leadership Traits Assessment Introduction

This report section evaluates Tom's traits in five key areas of leadership:

Planning
Organizing
Staffing
Coaching
Facilitating

Areas with good leadership traits are identified on the following pages as well as those where training or development would be beneficial.

Tom may or may not be one of the better people employed in a specific organization. If Tom is a top performer in your organization, when compared to top performing leaders across America and Canada, this report segment may still highlight areas where development could make the individual a still better leader. Therefore, this Leadership Traits assessment should be reviewed in light of "what could make a good leader even better," with understanding that within human beings, there is always room for improvement.

Leadership PotentialSummary Reportfor: Tom Sample

Tom has good leadership potential in the following area(s):

Facilitating

Tom's Training & Development Needs are:

Planning - learn how to better plan and organize required job functions, activities and requirements.
Organizing - learn how to organize and make better use of time and assets required to successfully perform the job or job requirements.
Staffing - learn how to make better staffing selections as well as how to train, motivate and lead others.
Coaching - learn how to better lead others to achieve what they are capable of as well as fulfilling the requirements of the job or job functions.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 9

Sales Traits Assessments Introduction

This report section evaluates Tom's traits in key areas of sales:

Persistence and consistency
Ability to meet and communicate effectively with people
Ability to command respect
Setting goals to win, excel and achieve
Developing rapport
Identifying need or desire
Presenting product/service to fill prospect's needs
Dealing with objections
Closing the sale
Learning speed & efficiency
Changing, growing and learning new concepts and ideas

Areas with good sales traits are highlighted with traits identified in which training or development would be beneficial.

Tom may or may not be one of the better people employed in a specific organization. If Tom is a top performer in your organization, when compared to top performing salespeople across America and Canada, this report segment may still highlight areas where development could make the individual a still better salesperson. Therefore, this Sales Traits Assessment should be reviewed in light of "what could make a good salesperson even better," with understanding that within human beings, there is always room for improvement.

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 10

Sales PotentialSummary Reportfor: Tom Sample

Tom has good sales potential. Strengths Include:

Learning speed and Efficiency

Persistence and Consistency

Ability to meet and communicate effectively with people

Changing, growing and learning new concepts and ideas

Developing Rapport

Identifying need or desire

Presenting Product/Service to fill prospect's needs

Dealing with objections

Closing the sale

Yet, further development in the following critical area(s) will be beneficial:

Ability to command respect

Setting goals to win, excel and achieve

Name: Tom Sample	Date: 9/28/2005
Company: Sample Company	Page: 11

Interview Questions Introduction

Following are the interview questions which an interviewer may choose to use in the candidate interview process.

These interview questions are generated to establish basic traits critical for all employees.

The interview questions that follow are for a candidate who has prior work experience. In the event the candidate does not have prior work experience, the questions may need to be modified by the interviewer to fit the situation.

Name: Tom Sample	Date: 10/15/2005
Company: Sample Company	Page: 12

Interview Questions for Flexibility Flexibility - Measurement of the individual's level of flexibility, creativity, integrity and adaptability to change. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Tell me about a time you found yourself in a set of circumstances in which you had to make a decision on a matter with no guidelines or precedents to follow. Describe the circumstances and how you dealt with them.	Did the candidate exhibit good judgment in his or her decision-making? Was the decision based on facts or emotions? Did the final decision exhibit good leadership skills?
Tell me about a time in a previous job when your employer or supervisor asked you to do something unethical. How did you handle the matter?	Did the candidate take a firm stand on personal values and principles? Did the candidate take appropriate, mature action? Did the candidate exhibit good judgment in the method in which he or she handled the situation? Was there any indecision on the part of the candidate?
Describe how you handled an assignment which you were expected to complete on an expedient basis with little or no direction.	Did the candidate become anxious without specific guidelines to follow? Does the candidate exhibit the ability to make decisions independently? Did the candidate show indecisiveness or was the candidate hesitant to act on his or her own?
Give me an example of a time you were given an impossible deadline to meet on a project. What steps did you take to resolve the problem?	Did the candidate meet the deadline in an appropriate manner? If the candidate cut corners to achieve the deadline, did the actions he or she took show sound, good judgment? Does it appear the candidate can make decisions or take quick action in crisis situations?

Name: Tom Sample	Date: 10/15/2005
Company: Sample Company	Page: 13

Interview Questions for Organization Organization - Measurement of the individual's desire to organize assignments and projects to better utilize time and resources. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Tell me about a time you missed a deadline, were late for a meeting or experienced other problems because you did not plan well enough in advance.	Was the candidate on time for this interview? If not, was the excuse justifiable? Does it appear the candidate learned from the experience he or she described in this first question?
Describe how you typically kept yourself organized, and prioritized tasks in your former position. Did you use any planning tools to help keep yourself organized and if so, what were they?	Does the candidate have specific steps he or she takes to stay organized? Does the candidate appear to understand how to prioritize tasks? Does the candidate use planning tools to help stay organized, i.e., a daily planner, computerized schedule, etc?
Tell me about a time, in a previous job, when your ability to "wing it" saved a project from failure. What would the outcome have been had you not been able to improvise?	Has the candidate been able to capitalize on his or her ability to improvise? Does the candidate appear to understand the importance of planning, yet also have the ability to be flexible and change plans, when necessary? Does it appear the candidate takes pride in his or her ability to "change horses in mid-stream?" Is the candidate sharp enough to keep priorities in his or her head without losing sight of them?
Describe your office or work area in your former job. Was everything neatly put in place, or did you tend to function better in chaotic surroundings?	Is the candidate fairly tidy, or does the candidate thrive on chaos and disarray? How important is tidiness in this position? Will others come into or see the candidate's office or work area, or is it secluded?

Name: Tom Sample	Date: 10/15/2005
Company: Sample Company	Page: 14

Interview Questions for Emotional Development Emotional Development - Measurement of the individual's level of patience, self-esteem and confidence. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Tell me about a time in a previous job when you expected too much from yourself. Do you believe you tend to be your own worst critic, at times? If so, in what way?	Does it appear the candidate expects too much from him or herself? Can the candidate handle the frustration of failing to reach goals? Does the candidate set goals which appear to be unattainable, thus setting him or herself up for failure?
Describe a situation in your previous job when you admittedly lost your patience with someone else for something which really wasn't their fault. How did you rectify the situation?	Does the candidate admit that he or she tends to be impatient with others? Did the candidate use sound judgment and maturity to resolve the problem caused by his or her impatience? Does it appear the candidate learned anything from the experience?
Tell me about the most frustrating experience you've encountered, thus far, in your career.	Does it appear the candidate is easily frustrated? Is the candidate likely to face the same type of situations which have caused him or her to become frustrated in the past?
In your previous position, what were your three most valuable strengths for the job? What were your three greatest weaknesses in relationship to the job?	Did the candidate hesitate or have difficulty thinking of three personal strengths? Did the candidate respond to the question regarding weaknesses quicker than he or she listed strengths? Does the candidate appear confident, positive and upbeat?

Name: Tom Sample	Date: 10/15/2005
Company: Sample Company	Page: 15

Interview Questions for Competitiveness Competitiveness - Measurement of the individual's desire to compete against others and win, versus desire to work as part of a team. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Tell me about a time when you competed for a job, or entered into some other type of competitive endeavor, and lost. How did that make you feel?	Does the candidate get easily discouraged over failure? Does the candidate appear to take failure too personally? Does the candidate appear to have a realistic, mature outlook on trying and failing versus trying and succeeding?
In a prior job, give me an example of a sacrifice you have had to make in order to be successful. Do you believe the sacrifice was worth it? Would you make that sacrifice again?	Do the candidate's ideas of what it takes to be successful fit in with the company's corporate viewpoints? Does the candidate appear to be appropriately goal-oriented, yet also realistic and mature in his or her viewpoints?
Give me an example of a time when you had to ask for others' help in order to complete a difficult, challenging project. Did it bother you to have to ask for help? Why or why not?	Does it appear the candidate is team-spirited and willing to ask for others' help? Does it appear the candidate had rather fail to reach a goal than ask for someone elses' help in order to reach the goal?
What is the most competitive endeavor you have been part of in the last few years?	Has the candidate participated in any type of competitive endeavor recently? Was the competitive endeavor the candidate participated in a team endeavor, or one he or she worked towards and reached alone? Is the candidate goal-oriented to any degree?

Name: TomSample	Date: 10/15/2005
Company: Sample Company	Page: 16

Interview Questions for Mental Toughness Mental Toughness - Measurement of the individual's ability to work long hours in a high-pressure environment meeting critical deadlines, as well as the individual's sensitivity and ability to exhibit empathy towards others. -----x-------------x------------x---------------x--------------x------- Very strong Strong Some Strong Very strong evidence evidence evidence evidence evidence skill is skill is skill is skill is skill is not present not present present present present
Probes	Interpretive Guides
Tell me about a time you became very disappointed or discouraged in your past job. What caused these feelings and how did you get past them?	Does it appear the candidate is easily discouraged or disappointed? What coping skills did the candidate exhibit in order to deal with this situation? Is this type of scenario likely to occur in the position for which the candidate is applying?
Describe a time, in a prior job, when you were unjustly criticized. What were the circumstances and how did you react?	Can the candidate handle criticism appropriately? Were the steps the candidate took when unjustly criticized mature and appropriate? Does the candidate appear to understand the difference between constructive criticism and non-constructive criticism?
Tell me about the most unpleasant work environment you've been in thus far. What made the working environment so unpleasant?	Was the work environment unpleasant because of certain people, or because of surroundings, i.e., temperature, lack of privacy, etc.? Are these environmental factors present in this position? Is the candidate capable of dealing with a moderate amount of unpleasantries?
Tell me about a time when you allowed emotions to play too large a part in a decision you made at work. What was the outcome of the decision? What did you learn from this experience?	Does it appear the candidate is overly emotional? Does the candidate understand the problems associated with making decisions based too much on emotion? Was the candidate able to resolve the problem and if so, were the steps he or she took appropriate, logical and mature?

Development Suggestions Introduction

The following Personal Development Suggestions have been developed to be given to an individual after hiring, should the appropriate supervisor and/or the individual orienting the individual choose to do so.

The development pages are directed specifically to the individual. The pages can be either removed from the report, or copied, and given to the individual.

The individual who is supervising, leading, directing or coaching new employees may want to review, as part of the employee's orientation process, the job description and the requirements of the job, and at that same time provide the individual this information to assist them in beginning the job on the most effective and efficient basis.

These development suggestions provide guidelines for the individual, recommending actions that can be taken on a daily and weekly basis to become more productive.