Pre-employment personality testing is a major consideration for mos.companies in order to pre-empt job avoidance among aspiring candidates. Of particular significance is sales assessment testing, which takes a peek at an employee’s behavioral functions, interpersonal skills an.communication ability among others. Sales assessment testing seeks to address
and evaluate an employee’s likely response to crunch situations like inclination to or reluctance of making sales call.
ISCIS, an acronym for Inhibited Social Contact Initiation Syndrome, is a pointer of emotion-activated avoidance behavior among employees, related in particular to the act of initiating first social contact. Cutting across disparate contact-dependent work-settings like business, government, academics, fund-raising and even dating, ISCIS symptoms are equally prevalent an.come into play when an individual is reluctant to meet new people, and subside or altogether cease after an initial contact has been successfully made.
Sales assessment testing is effective in ferreting out key personality traits in employees so that it is easier for an assessor to judge an employee’s potential in meeting larger objectives of .company. In conducting sales assessment testing, certain parameters are important in terms of effectiveness of the test and achieving impartial test-results. Some of these are enumerated below:
1. A test has to be well-planned, specially if its results are to b.combined with other decision-making tools.
2. Consistency is paramount in every sales assessment testing for uniformity in test results. Test takers need to be isolated from other distractions while testing is on.
3. Since participants at times displa.complex behavioral patterns, a sales assessment testing has to be unbiased, reliable and uniformly applicable to all who undertake the test.
4. Prior to a sales assessment testing, sufficient and clear instructions about the test must be made available to all participants. This is an important pre-requisite.
5. Appropriate and targeted tests have to be designed keeping in mind the general profile of participants and the purpose of sales assessment testing.
SPQ=GOLD, authored by George W. Dudley and Shannon L. Goodson, is a result of pioneering research aimed at tracing emotional liability in prospective employees through the widely-acclaimed Sales Preference Questionnaire. SPQ=GOLD dovetails measurement of all 12 sub-types of sales call reluctance and includes three scales used to detect non-standard attitudes towar.completing the instrument.
One of the scales, the "Brake" score, is a statistica.composite derived after aggregating scores from all 12 diagnostic sub-categories. The Brake score provides a succinct overall view of an employee’s effort which, instead of prospecting for sales, is diverted to non-productive coping behaviors intended to reduce emotional discomfort associated with prospecting for new business.
For any sales-oriented entity, whether government, business, academics or any other, sales assessment testing is an absolute necessity, for which SPQ=GOLD is a valuable aid.
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