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SalesKey® Hiring Analysis for Sample HiringProfile
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Test Date: 12-19-2006
Time to complete: 35 min 53 sec
Candidate
Administrator: BC=HireDirect
Sample
HiringProfile
Company: Test Drive
Test Type: Direct Sales
SQ
Sales Quotient Score: 100
Energy: 100
Goal Orientation: 75
Sales Identity: 90
Risk Sensitivity: 55
Sales Initiative: 65
TQ
Training Quotient Score: 47
Goal Focus: 40
Problem Solving: 60
Sales Aptitude: 30
Coachability: 41
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SalesKey® Hiring Analysis for Sample HiringProfile
CQ
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Customer Quotient Score: 79
Controlling: 65
Analyzing: 42
Empathizing: 35
Promoting: 30
PQ
Productivity Quotient Score: 91
Telephone: 62
Lead Generation: 68
Up-Market: 95
Presentation: 88
Networking: 83
Canvassing: 59
Validity Check: 100
Consistency: 59
Decisiveness: 93
Self Estimate: 55
Validity
Check
Validity Check: 100
High range (Validity Check > 65)
Profile is highly reliable as an indicator of the test-taker's behavior
patterns and competencies related to sales.
Test-taker had a positive attitude toward the assessment, understood the
purpose of the assessment, diligently followed directions, and responded
candidly.
Reliability Indicators
Consistency Score: 59
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High average range (Consistency 50-80) indicates acceptable stability in
reported behaviors.
High Validity Check score indicates Sample had a positive attitude toward the
assessment, understood the purpose of the assessment, diligently followed
directions, and responded candidly. Some inconsistencies were detected which
may indicate potential areas of misunderstanding or lack of experience.
Inconsistency Item Analysis:
Inconsistency -- Goal specificity (Qs21 and Qs70))
Inconsistency -- giving opinions (Qs25 and Qs103)
Inconsistency concerning risk-taking; probably more risk averse (Qs39-Qs100)
Inconsistency -- consultative sales (Qs73-Qs24)
Decisiveness Score: 93
High range (Decisiveness > 80)
Sample exhibits a markedly high frequency of decisive behaviors in decisionmaking, making decisions independently and with a minimum amount of second
guessing. Salespeople with high Decisiveness scores may become frustrated
selling products with a long sales cycle.
Self Estimate Score: 55
High average range (Self-Estimate 50-65)
Sample appears to exaggerate with typical frequency of most people who
complete this questionnaire. He/she is likely able to create interest and excitement
about products and himself/herself. Scores in this range indicate a well-balanced
ability to assess competence without becoming either overly self-critical or selfpraising. SalesKey® detects exaggeration in the following areas (Question
numbers appear in parentheses)
Exaggeration Item Analysis:
Impression management -- strong listener (Qs4 and Qs103)
Impression management -- Canvassing (Qs6 and Qs58)
Impression management -- Networking (Qs2 and Qs15 or QS54)
Impression management -- Asking for referrals (Qs19 and Qs52)
Impression management -- giving referrals (Qs27-Qs52)
Impression management -- detail conscious (Qs37-Qs68)
SQ
Sales Quotient Score: 100
Level 1 -- Sales Readiness
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High range (SQ > 65)
Exceptional Level 1 behavior patterns and skill competencies
Should be top producer; 80% chance this individual will rank in the upper
25% of salespersons
Exerts more effort than the average salespeople in the pursuit of goals
Generates sales results in a new sales position faster than the typical
individual
Little if any contact hesitation; should make many more contacts than the
average salesperson
SQ Performance Indicators
Energy Score: 100
High range (Energy > 65)
Sample appears to be a vigorous person who is likely to work harder than other
team members.A lot of meetings and paperwork will likely frustrate Sample.
He/she is an active individual and putting him/her into situations that demand
passivity will undermine his/her productivity. Sample will not hesitate to work
longer hours in pursuit of sales goals. He/she is likely to energize others on the
team.
Goal Orientation Score: 75
High range (Goal Orientation > 65)
High Goal Orientation scores mean Sample takes a proactive stance toward
setting and achieving sales goals. He/she is likely to have written down personal
and professional goals and consults them regularly to self-monitor
progress.Sample is likely to achieve sales targets and will accept most coaching to
improve performance as long as it is perceived as not micromanaging.
Sales Identity Score: 90
High range (Sales Identity > 65)
Sample positively and personally identifies with a sales career. He/she views sales
as a valuable profession and will actively dispute negative stereotypes about
salespeople. Sample has probably been positively influenced by successful
salespeople.
Risk Sensitivity Score: 55
Average range (Risk Sensitivity 35 - 65)
Sample demonstrates slightly above average Risk Sensitivity. This means he/she
is careful but not craving stability to such an extent that it should hinder his/her
ability to make sales contacts. This is an optimal score if your industry is regulated
or requires exceptional security.
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Sales Initiative Score: 65
High average range (Sales Initiative 50-65)
Above average Sales Initiative indicates that Sample should be able to make
enough sales calls to reach necessary targets. He/she is likely to become hesitant
to make contacts in certain sales situations (see other red scores in this profile).
With the proper management and coaching Sample could catch fire and become a
top notch performer.
TQ
Training Quotient Score: 47
Level 2 - Management and Training Issues
Low average range (TQ 35-49)
Questionable Level 2 development. Consult the following Level 2 items
for issues that could detract from the individual's ability to succeed with
training.
Management and/or training costs are expected to be somewhat above
average.
Low TQ scores in sales veterans may indicate an unwillingness or
inability to adapt to changing product lines and sales strategies.
TQ Performance Indicators
Goal Focus Score: 40
Low average range (Focus 35 - 49)
Flexible individual who usually performs well if priorities are adequately
clear and well defined
At times may become bogged down with busy work
Susceptible to the goal diffusion of the organization
Can sometimes lose a sense of what is important and what is not
Problem Solving Score: 60
High average range (Problem Solving 50 - 80)
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Excellent problem solving skills
Individual is likely patient when working through a complicated process
Good sequential reasoning.
Able to deal with abstraction, and come up with innovative solutions for
clients
Should excel in needs-based selling environment
Sales Aptitude Score: 30
Low range (Sales Aptitude< 35)
Little if any knowledge of sales procedures and terminology
Experiences difficulties transitioning to new sales approaches
Probably needs considerably more training to reach minimum sales
proficiencies, especially in more complex sales environments.
If the individual is new to selling, this score may be less problematic. If a
sales veteran, expect difficulty transitioning to new sales approaches
Sales Aptitude Item Analysis:
Does not know what a buying signal is.
Does not know what a cross-sell is.
Can not identify CRM as Customer Relationship Management software.
Coachability Score: 41
Low average range (Coachability 35 - 49)
Scores in this range indicate defensiveness around taking advice or
making changes
Oppositional in certain situations and with certain individuals
Will take feedback, but only from a select group of individuals
Will accept some teamwork, but usually prefers to work alone
Self-protective
CQ
Customer Quotient Score: 79
Level 3 -- Sales Communication Style
High range (CQ> 65)
Strong Level 3 development indicated by the balance of all core selling
behaviors
Highly effective in sales conversation effectiveness
Adaptable to different personal styles
Attention-avoidant style indicated. Sample may try to hide within the organization,
preferring a behind-the-scenes role.
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CQ Performance Indicators
Controlling Score: 65
Above Average (Controlling 51 - 65)
Self-starter
Likes to overcome objections and close sales
Exerts positive control over sales process
Excellent decision-maker; takes charge in difficult situations
Self-controlled; loyal
Analyzing Score: 42
Typical range (Analyzing 35 - 65)
Individuals in this range are usually conscientious and appropriately
detail-oriented without becoming nitpickers
Likes to understand how things work
Excels at planning and analysis
Empathizing Score: 35
Below Average Range (Empathizing 35 - 49)
Will not let the relationship sidetrack sales opportunities
Friendly; sincere; values taking care of customers
Good rapport builder
Active listener
Promoting Score: 30
Low range (Promoting 20-34)
Likely to be supportive and friendly
May hold back in conversations
Skilled at drawing out others
May discount the value of appearances
Could need help developing some social skills
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PQ
Productivity Quotient Score: 91
Level 4 - Contact Approaches
High range (PQ> 65)
Strong Level 4 development indicated by above average scores in all
contact approaches
Salesperson should be able to increase productivity by using multiple
contact approaches to improve efficiencies
PQ Performance Indicators
Telephone Score: 62
High average range (Telephone 50 -65)
Good phone skills overall
May be slow to return some calls
May not want to make too many prospecting phone calls
Lead Generation Score: 68
Very high range (Lead Generation > 65)
Excels at asking customers for referrals
Likely to be highly productive as customers become advocates
Up-Market Score: 95
Very high range (Up-Market> 65)
Excels at initiating contacts and prospecting effectively among individuals
perceived as higher status
Not intimidated by social or economic differences
Presentation Score: 88
Very high range (Presentation > 80)
Excels at giving presentations
Excessive need to perform could, if coupled with high Promoting or Self-
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Estimate, undermine productivity by ignoring one-on-one opportunities.
Networking Score: 83
Very high range (Networking > 65)
Excels at mining one's personal sphere of influence for business
opportunities
In consumer sales, has no difficulty prospecting friends and family
members,
Canvassing Score: 59
High average range (Canvassing 50 -65)
Uses cold calling effectively
May make fewer face-to-face cold calls in selling environments where
canvassing is a major feature of the sales process
Show Interview Questions
Add Coaching Report (1 unit)
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