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
BRIEF DESCRIPTION
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.
STRENGTHS
Closing, prospecting, sense of urgency, persistence.
WEAKNESSES
Hard to manage, response to: details, rules, procedures, can be too direct.
PERSONALITY TRAITS
Assertiveness
0
7.5
10
Assertive, take-charge, risk-taker, ego, outspoken, direct, competitive, need to win, incentive oriented, entrepreneurial, results and goal oriented.
Sociability
0
6
10
Needs interaction, persuasive communicator, optimistic, enthusiastic.
Patience
0
3.5
10
Impatient, pro-active, multiple-tasks, sense of urgency, needs quick results, change/variety, nervous energy, restless.
Dependence
0
3
10
Independent, self reliant, lax with rules procedures and guidelines, resistant to supervision, risk oriented, incentive oriented.
Emotional Control
0
5.5
10
Makes logical decisions quickly and independently. Not afraid to make risky decisions.
Stamina
0
8
10
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.
WORK TENDENCIES
Prospecting
0
7
10
Has the assertiveness and people orientation found in effective prospectors.
Closing
0
8
10
Has the assertiveness and risk orientation found in effective closers.
Organization/Attention to Detail
0
4
10
Competent with some detail but de motivated and weak when detail is emphasized.
Response to incentives/commissions
0
7.5
10
Will respond well to incentives/commissions-incentive oriented.
Need for Direction
0
3
10
Responds best to general direction, but may be too independent.
Turnover Propensity
0
5.5
10
Not unduly prone to turnover (job-hopping) but unafraid to change positions.
DETAILED DESCRIPTION
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.
