This tool draws upon ‘job modelling’ which leverages data from your top-performing salespeople in specific sales jobs in your organization to identify traits that separate them from everyone else so you can optimise the hiring profile for your salespeople and account managers. The ‘job modelling’ feature is unique and can be customised to meet your company’s needs, sales position, department, manager, geography, or any combination of these factors.
Evaluate an individual based on the qualities required to perform successfully in a sales position.
Predict on-the-job performance in seven critical sales behaviours: prospecting, call reluctance, closing the sale, self-starting, working with a team, building and maintaining relationships, and compensation preference.
In the business world, where it is so easy to duplicate products and undercut prices, the key strategic advantage for most companies is the performance of their employees. Employees who are well-matched to their positions have higher attendance records, less turnover, higher job satisfaction, and superior job performance. Both the employee and the employer share the benefits of enhanced person to job fit.
What The Assessment Measures
The assessment measures Thinking Style, Behavioural Traits and Occupational Interest and the seven critical sales behaviours such as:
Closing the sale
Working with a team
Building and maintaining relationships
Job match patterns assure job fit. You can easily identify the salespeople who fit the positions you are filling. You will promote and hire salespeople who meet and exceed your expectations. Your customised job match patterns will also help you design sales training programs that produce the performance results you want.
The Profiles Sales Assessment™ reports are presented clearly and require no interpretation beyond the printed reports. The use of business language helps provide a clear understanding for the reader and is designed to describe the individual in a positive manner. All reports present the results in graphic and narrative form. When a Performance Model is utilized, the individual scores are presented as they relate to that Performance Model.
The Performance Model Comparison is typically used to identify how well a person will fit into a given position.
The Interview Guide – Challenge Areas provides questions designed to assist the interviewer when the candidate scores outside the Performance Model.
The Interview Guide – Total Person provides questions developed to guide the interviewer when the individual scores within the Performance Model as well as outside the model.
The Strategic Workforce Planning report allows matching one individual to several Performance Models in a single report. This helps facilitate a better understanding of where the best job fit may be expected and is often used in succession planning for the individual.
An assessment link is sent via email to the candidate. The assessment takes 45 minutes to complete. The results are sent to the recruiting manager on completion.
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