Sample results of our FREE sales test with each booking
Applicant Name: John Waters
Company: SalesJobs.ie- Sales Test Online
Test Date: 2021-08-27 6:23:14 AM
Recruiter: Eoin Reid
Job Name: SalesJobs.ie- Online Sales Test
Recruiter Code: SS1134000
Suitability Rating: Excellent (80%-100%)
Job Code: SS1134000J000
Recruiter Note: Candidate's personality traits are not very obvious. Closer, prospector, incentive oriented. Assertive, self confident, competitive, direct. Independent, self-directed, venturesome, risk oriented. Persuasive, people oriented. Impatient, sense of urgency, thrives on change, decisive, quick to act. Results and goal-oriented. Drive for achievement, entrepreneurial.
MOST SUITABLE SALES POSITIONS
Fast-paced, lots of authority, 'multi-task' oriented, incentives.
LEAST SUITABLE SALES POSITIONS
Structured, routine, slow-paced, detail oriented.
Closing, prospecting, sense of urgency, persistence.
Hard to manage, response to: details, rules, procedures, can be too direct.
Assertive, take-charge, risk-taker, ego, outspoken, direct, competitive, need to win, incentive oriented, entrepreneurial, results and goal oriented.
Needs interaction, persuasive communicator, optimistic, enthusiastic.
Impatient, pro-active, multiple-tasks, sense of urgency, needs quick results, change/variety, nervous energy, restless.
Independent, self reliant, lax with rules procedures and guidelines, resistant to supervision, risk oriented, incentive oriented.
Makes logical decisions quickly and independently. Not afraid to make risky decisions.
This individual has a very high energy capacity, which means that if he/she decides to do so, is capable of regularly investing very long hours in his/her work without difficulty.
Has the assertiveness and people orientation found in effective prospectors.
Has the assertiveness and risk orientation found in effective closers.
Organization/Attention to Detail
Competent with some detail but de motivated and weak when detail is emphasized.
Response to incentives/commissions
Will respond well to incentives/commissions-incentive oriented.
Need for Direction
Responds best to general direction, but may be too independent.
Not unduly prone to turnover (job-hopping) but unafraid to change positions.
Recruiter Note: Candidate's traits are not very obvious; i.e. are present in small amounts. This is an assertive, self-directed and impatient individual. He/she tends to be results and goal-oriented and will tend to have a drive for achievement combined with a distaste for structure such as policies, procedures, guidelines and rules. He/she is outgoing, therefore, will attempt to be persuasive in his/her communications with prospects but can become more authoritative and direct.
His/her communication style should be thought of as 'an iron fist in a velvet glove'. He/she has very little fear of failure and this, combined with his/her assertiveness, means that he/she is suitable for sales positions that are risk oriented or 'entrepreneurial' in nature. He/she is motivated by challenges and busy positions with variety and incentives. He/she has a sales style that is found in strong closers. This individual has a very high energy capacity, which means that if he/she decides to do so, is capable of regularly investing very long hours in his/her work without difficulty.
He/she will become bored with routine, repetition and detail. He/she is basically a logical and disciplined person so he/she is capable of handling some detail if he/she perceives its importance, but can be weak with details if they are emphasized in the position. To motivate and manage this individual, it is best to give him/her authority and responsibility to 'run the show'. Put him/her in positions that are busy and need the ability to 'multi-task' and necessitate a deadline and bottom-line orientation. Communicate with this individual in a straightforward manner and let him/her work without too many restrictions. If possible, offer some incentive as part of his/her compensation system. Keep the details to a minimum or provide someone to whom this person may delegate details.
Pre-Hire (Interview areas, reference check areas, red flags/potential problems):
He/she may be direct, perhaps blunt, at times, address this. He/she may be a little difficult to manage and unresponsive to rules and procedures, address this. If the position requires a focus on details, address this.
Post-Hire (Areas to train, areas to develop, how to manage and motivate):
Be direct with this individual. Incorporate incentives into his/her compensation plan, if possible. This individual has an 'entrepreneurial' aspect to his/her personality; therefore, enable him/her to operate independently, if possible. Make the position fast-paced and multi-faceted. Provide a structure that serves the needs of management while not making him/her feel restricted.