Results of The Sales Achiever

The Sales Achiever

Assessment For: Joe Applicant
Phone: 555-555-5555
Email: japplicant@some-isp.org

Position: Sales Executive

Company: ABC
Report Type: Sales

Assessment Date: 2/12/2004

For More Information
Please Contact:

Milt Cotter
Candidate Resources, Inc.
2100 Highway 360N Suite 400B
Grand Prairie, TX 75050
972641-5494
scotter@criw.com

*The Sales Achiever*
Name: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 1

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

‚ ƒ „ … ‘ ‡ ˆ ‰Mr. Applicant 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. (Sample Test - Not for Resale or Distribution.)

Business Terms

‚ ƒ „ … ‘ ‡ ˆ ‰Joe 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. (Sample Test - Not for Resale or Distribution.)

Memory Recall

‚ ƒ „ … † ‡ ˆ ”Mr. Applicant 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. (Sample Test - Not for Resale or Distribution.)

Vocabulary

‚ ƒ „ … † ’ ˆ ‰Mr. Applicant's language skills are above average, enabling him to communicate effectively with customers, prospects and others. He is capable of highly complex interchanges and will exhibit confidence in his ability to interact with others. (Sample Test - Not for Resale or Distribution.)

Name: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 2

Numerical Perception

‚ ƒ „ … ‘ ‡ ˆ ‰Joe's average Numerical Perception score indicates that he can handle detail work such as writing up contracts and orders, but his work should be checked for mistakes. A vision problem, tension, or carelessness may affect the Perception score. Generally, he will pay close attention to his work and follow directions carefully. (Sample Test - Not for Resale or Distribution.)

Mechanical Interest

‚ ƒ … † ‡ ˆ ‰Joe shows some interest in machines and is probably willing to devote extra time to learn any technology associated with his sales position. Please note that this mental aptitude measures interest, not mechanical ability. (Sample Test - Not for Resale or Distribution.)

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

‚ ƒ … † ‡ ˆ ‰Mr. Applicant 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. (Sample Test - Not for Resale or Distribution.)

Flexibility

Œ ‚ ƒ „ … † ‡ ˆ ‰Joe is free-thinking, innovative and highly creative. As a sales rep, he likes to promote new and exciting applications to existing products or services, and may at times overlook the customer or prospect's real needs in order to increase sales. At times, his sense of integrity and ethics may not be as high as desired, and it is important that he avoid making promises to customers which he may be unable to keep. It is also important that he understands the company's policies regarding pricing and other matters, as well as how far outside the boundaries he is allowed to go. If he understands the rules and guidelines he must work within, the likelihood that he will be careless and unfocused in his activities will be greatly reduced. (Sample Test - Not for Resale or Distribution.)

Name: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 3

Organization

Œ ‚ ƒ „ … † ‡ ˆ ‰Mr. Applicant does not place an emphasis on organization. He prefers to react to circumstances as they present themselves, and may not make good use of the time and resources he has available to keep himself organized. Even though he can adapt to interruptions, appointment and schedule changes and other unforeseen situations with ease, he can also lose sight of priorities and overlook appointments. A high score in Mental Acuity may compensate for a low score in this dimension. (Sample Test - Not for Resale or Distribution.)

Communication

‚ ƒ „ … † ‡ ˆ ”Joe is a very interactive communicator who seldom tires of sharing ideas and information with customers and prospects. He may not listen to, or take seriously, what other people are saying, however. He can comfortably express himself to people, genuinely enjoys being around people and would be unhappy working alone. (Sample Test - Not for Resale or Distribution.)

Emotional Dev

‚ ƒ „ † ‡ ˆ ‰Mr. Applicant has a good level of self-confidence and self-esteem, but not so much as to be unrealistic. He is willing to wait a reasonable time for sales to close or other results to occur without becoming upset or frustrated. (Sample Test - Not for Resale or Distribution.)

Assertiveness

‚ ƒ „ … † ‡ “ ‰Joe is a forceful, assertive individual who does not hesitate to express his own opinions. He likes control and responsibility, and will attempt to influence customers' and prospects' decisions in order to increase sales. Since he can forcefully express his opinions and viewpoints, he may appear overly aggressive and demanding, at times. (Sample Test - Not for Resale or Distribution.)

Name: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 4

Competitiveness

‚ ƒ „ … † ’ ˆ ‰Mr. Applicant has a strong competitive drive and desire to compete, and takes pride in winning. Although he will participate in a team competitive effort, he particularly enjoys sales situations where he competes on his own. He will be a strong competitor, always prepared to meet or exceed his sales goals and win. (Sample Test - Not for Resale or Distribution.)

Mental Toughness

Œ ‚ ƒ „ … † ‡ ˆ ‰Joe is a very sensitive individual who has a great deal of empathy for customers, prospects and others. As a salesperson, he could take sales rejection too personally, and could become discouraged if he has to go out into inclement weather to make sales presentations or otherwise handle his job responsibilities. He likes comfortable work surroundings and a position where stress, rejection and discouragement are the exception, rather than the rule. (Sample Test - Not for Resale or Distribution.)

Questioning /Probing

‚ Ž „ … † ‡ ˆ ‰Joe is a trusting individual who accepts most information at face value. Even though he usually exhibits a positive, enthusiastic attitude, he can accept excuses for not buying too easily, rather than asking questions to find alternatives to offer. (Sample Test - Not for Resale or Distribution.)

Motivation

‚ ƒ „ … † ’ ˆ ‰Being motivated by recognition for his achievements, Joe is willing to take risks if the potential for profit and recognition exists. He will work to increase sales if he believes rewards for doing so will be made available to him. (Sample Test - Not for Resale or Distribution.)

Name: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 5

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

‚ Ž „ … † ‡ ˆ ‰Mr. Applicant 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. (Sample Test - Not for Resale or Distribution.)

Equivocation

‚ ƒ … † ‡ ˆ ‰He has scored within our acceptable equivocation range. (Sample Test - Not for Resale or Distribution.)

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: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 6

Score Sheet
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 Joe'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.

Joe may or may not be one of the better people employed in a specific organization. If Joe 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 Potential Summary Report for: Joe Applicant

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

Facilitating

Joe'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: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 9

Sales Traits Assessments Introduction

This report section evaluates Joe'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.

Joe may or may not be one of the better people employed in a specific organization. If Joe 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: Joe Applicant	Date: 2/12/2004
Company: ABC	Page: 10

Sales Potential Summary Report for: Joe Applicant

Joe has good sales potential. Strengths Include:

Learning speed and Efficiency

Ability to meet and communicate effectively with people

Ability to command respect

Setting goals to win, excel and achieve

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:

Persistence and Consistency

Name: Joe Applicant	Date: 2/12/2004
Company: ABC	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: Joe Applicant	Date: 2/7/2006
Company: ABC	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 the last creative project or assignment you handled. Were you given guidelines to follow while working on the assignment, or did you have total control? Did you follow the guidelines exactly, or improvise?	Did the candidate show initiative in his/her actions? Did the candidate analyze the situation and take appropriate steps to complete the assignment?
Tell me about a time in a previous job when you were asked 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.	Was the candidate's action based on sound judgment? Did the candidate make quick decisions based on a quick review of the facts and basic knowledge of the process?
Give me an example of a time you were faced with a change at work which directly affected you, yet you were given no opportunity to express your opinion about it. Was it more difficult for you to adapt to that change than one in which your input was considered?	Given the circumstances, was the candidate's hesitancy to accept the change appropriate? Does the candidate appear bitter or angry about the change? Did the candidate mention other changes which he or she more readily accepted? Are the candidate's expectations of change reasonable and in line with those of the company?

Name: Joe Applicant	Date: 2/7/2006
Company: ABC	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: Joe Applicant	Date: 2/7/2006
Company: ABC	Page: 14

Interview Questions for Communication Communication - Measurement of the individual's ability to communicate and willingness to share knowledge and team with others to achieve common goals. -----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
Describe a circumstance in a prior job when you or a team member failed to listen attentively and problems arose due to misunderstanding/s.	Does the candidate have a firm understanding of the importance of listening? During the interview, did the candidate interrupt or appear to not listen to what you were saying? Does the candidate appear enthusiastic and positive, or just loud and boisterous?
Tell me about the most difficult person you've ever dealt with in trying to build rapport. How did you finally break through and get to know that person?	Does the candidate appear to have a skill in developing rapport with strangers? Is the candidate interesting and someone who exhibits interest in others?
Give me an example of a time when someone warned you not to talk so much. How have you learned to control your high level of sociability?	Is the candidate willing to admit that at some time in the past, he or she has been cautioned about talking too much? Does it appear that this is still a problem with the candidate?
Tell me about your communication style. How have you made it serve you? Would you change or improve on your ability to communicate if it were possible?	Does the candidate understand his or her own communication style? Does this style fit into the corporate culture of the company? Does the candidate feel any need to change or improve on his or her communication skills? Are these desired changes logical, mature and do they show good judgment?

Name: Joe Applicant	Date: 2/7/2006
Company: ABC	Page: 15

Interview Questions for Assertiveness Assertiveness - Measurement of the individual's cooperativeness versus the tendency to be opinionated. Also measures the person's ability to take charge, direct others or handle confrontations. -----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
Assertive people sometimes like to "debate" simply for the enjoyment. Tell me about a time when you "debated" an issue at work in which you took the less popular stand and persuaded others to change their minds.	Did the candidate debate an issue which was really not important to him or her? Does it appear that the candidate enjoys "arguing" simply for the sake of "arguing?" Does it appear the candidate is impetuous?
Give me an example of a time you were asked to do something with which you especially disagreed. How did you handle the situation? If you had the chance, would you handle the situation differently?	Does the candidate have a clear understanding of the situation? Does it appear the candidate is willing to compromise, or does the candidate appear to be hardheaded? Is the candidate defensive of his or her position? Does the candidate raise his or her voice when describing situations?
Tell me about a time when you allowed your dominance to get out of control and it caused problems. How would you handle the situation differently?	Dominant people, at some time or another, allow their dominance to get out of control. Does the candidate deny this has ever been a problem? Does the candidate appear overly defensive and place blame on others?
What do you believe is the difference between being submissive, assertive or aggressive. Tell me about a time you were aggressive when you meant to be assertive. How do you believe the outcome would have differed had you been assertive, rather than aggressive?	Does the candidate understand the difference between being assertive and being overly aggressive? Does the candidate admit to being aggressive and if so, does it appear the candidate understands the weakness of this personality trait?

Name: JoeApplicant	Date: 2/7/2006
Company: ABC	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?

Name: Joe Applicant	Date: 2/7/2006
Company: ABC	Page: 17

Interview Questions for Questioning/Probing Questioning/Probing - Measurement of the individual's desire to question and probe, rather than accept instructions, directives and information at face value. -----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 the last time in a job situation you made the wrong decision. What prompted you to make this decision and what was the final outcome?	Did the candidate learn from his or her mistake? Does the candidate now understand what caused the mistake in order to avoid making the same error again? Was the candidate able to rectify the mistake in such a manner that the outcome was acceptable?
Tell me what steps you took to gather information needed to solve problems in your last job.	Does the candidate appear to understand how to gather information? Does the candidate have specific steps he or she takes in order to gather information, or is the process more haphazard?
Describe a time when you trusted someone in your last job and should not have. What were the circumstances and what was the outcome? Has that situation changed your outlook on life?	Did the candidate exhibit gullibility and too much trust in the other person? Does the candidate appear to understand the need to be cautiously trusting? Does it appear the situation has unnecessarily jaded the candidate's outlook and attitude about life?
We all assume more than we should, from time to time. Tell me about a time when you assumed too much and problems arose due to your not asking enough questions.	Does it appear the candidate is overly assuming? Since assuming people can sometimes tell more than they should, did the candidate talk extensively about personal matters which had little relevance to the interview or job?

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.