The Sales Achiever

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

Position: Inside Sales

Company: ABC Company
Report Type: Inside Sales

Assessment Date: 8/10/2007

For More Information
Please Contact:

Milt Cotter
Candidate Resources, Inc.
2100 Highway 360 Suite 400-B
Grand Prairie, TX 75050-1047
972-641-5494 x 199
mcotter@criw.com

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:1

----- Mental Aptitudes -----

Mental Acuity

Mr. Applicant is high in Mental Acuity, indicating he is a very fast thinker with a high degree of critical thinking ability. He has excellent problem solving capabilities; therefore, he can comprehend customer or prospect needs quickly, and present a product or service which will meet those needs effectively. He will not only enjoy, but will require, mentally challenging work for job satisfaction.

Business Terms

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.

Memory Recall

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.

Vocabulary

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.

Numerical Perception

Joe's exemplary Numerical Perception score indicates that he can process data quickly and accurately; therefore, he should effectively handle tasks such as calculating orders and writing up contracts.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:2

Mechanical Interest

Mr. Applicant's level of interest in mechanical devices is average and he should be willing to put forth effort to learn any technology necessary in his sales position.

----- Personality Structure -----

Energy

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.

Flexibility

Joe is an ethical sales rep with a good sense of integrity, but is also creative, adaptable to change and able to handle multiple demands and assignments. He will stick to the "tried and true" on certain occasions, but can also be inventive and generate new ways of utilizing current applications of products or services. He remains focused on his goals, committed to quality and interested in providing good service to customers, but is innovative enough to look for new techniques which could advance the company in the marketplace.

Organization

Mr. Applicant does not exhibit a great deal of interest in planning his time and activities. Although he does have good intentions, his plans are not always thorough and he may not take full advantage of the time and resources he has available. Because of this, he could overlook important appointments, fail to follow-up on prospects and otherwise handle matters less effectively. A high score in Mental Acuity may compensate for a low score in this dimension.

Communication

Joe is a very interactive, sharing communicator. He can openly share his own ideas, feelings and knowledge with customers and prospects, and express his thoughts easily to people. At times, since he is so open, he may talk too much and not listen as carefully as he should. He thoroughly enjoys a position that requires constant contact with people.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:3

Emotional Dev

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.

Assertiveness

Joe can take control, maintain order, and express his opinions to customers and prospects, but will not actively seek out conflict. He will attempt to influence and direct the buying decision and will ask for the sale, but not to the point of appearing unnecessarily demanding.

Competitiveness

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.

Mental Toughness

Joe can empathize with customers, prospects and others, but has enough mental toughness to deal with the negative aspects of sales, i.e., sales rejection, having to meet a quota, etc. He can work long or unusual hours without becoming unduly discouraged, and only occasionally will need reinforcement and support.

Questioning /Probing

Joe is basically trusting, but not gullible. Although he tends to accept most information at face value, he will do a moderate amount of probing to better understand his customer's or prospect's needs or desires.

Motivation

Joe is motivated by challenge and recognition for increased sales, and will take personal action to accomplish more when the right rewards are offered. He will accept a risk when the potential for profit and recognition exists. He is willing to work long hours and put in extra effort, even if it means sacrificing his family life to achieve success.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:4

----- Validity Scales -----

Distortion

Mr. Applicant is reasonably fair in assessing his strengths and weaknesses. He has some characteristics that he is not completely happy with and tends not to show others. The validity may be slightly affected by his indirect answers.

Equivocation

He has scored within our acceptable equivocation range.

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:8/10/2007
Company: ABC Company	Page:5

Score Sheet

Inside 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.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:6

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.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:7

Leadership Potential

Summary Report

for: Joe Applicant

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

Coaching
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.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:8

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:8/10/2007
Company: ABC Company	Page:9

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
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
Ability to command respect

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:10

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:8/10/2007
Company: ABC Company	Page:11

Interview Questions for Mental Acuity

Mental Acuity - Measurement of how quickly an individual comprehends information and is able to reason through and solve problems.

---------x----------	---------x----------	---------x----------	---------x----------	---------x----------
Very strong evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is present

Probes

Interpretive Guides

Describe your most challenging job. What made the job so challenging?

Did the candidate describe circumstances which are likely to occur in this position? Does the candidate appear to accept responsibility and find ways to keep him/herself motivated?

Give me an example of a time you were faced with a problem for which there appeared to be no solution. What steps did you take to resolve the issue?

Does the candidate appear to have good reasoning skills and the ability to resolve problems? Does it appear the candidate takes calculated risks in order to resolve crises? Is the candidate willing to admit limitations and ask for the input of others?

All jobs, over time, can become monotonous and routine. Tell me how you keep yourself challenged, motivated and enthusiastic about a job once you've learned and become proficient at it.

Does the candidate have a way to deal with boredom and keep him or herself challenged? Are there other activities the candidate enters into in order to obtain mental challenge? Is the candidate willing to take the initiative to learn new things without being directed to do so by management?

What was the last major skill or course of study you accomplished? Did you learn this skill or gain this knowledge on the job, or on your own?

Is the candidate willing to keep skills and knowledge honed? Does it appear the candidate functions below his or her level of capability? Does it appear the candidate realizes his or her high mental ability and uses it to full advantage?

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:12

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 evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is 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:8/10/2007
Company: ABC Company	Page:13

Interview Questions for Motivation

Motivation - Measurement of the individual's achievement orientation and internal motivation to initiate changes and take risks in order to advance.

---------x----------	---------x----------	---------x----------	---------x----------	---------x----------
Very strong evidence skill is not present	Strong evidence skill is not present	Some evidence skill is present	Strong evidence skill is present	Very strong evidence skill is present

Probes

Interpretive Guides

In your prior job, what was the biggest change you were faced with and how did you adapt to that change?

Does the candidate seem to thrive on change? Does it appear the candidate has good skills to cope with change?

Give me an example of a time you took a risk and won. How did your accomplishment make you feel? How do you believe you would have felt if you had taken that risk and failed?

Is the candidate a big risk taker? Does it appear the risks the candidate has taken are reasonable and calculated, or does the candidate appear to be somewhat impetuous? Does it appear the candidate is able to accept occasional failure?

Other than money, describe what really motivated you in prior jobs to do more than you were expected to do.

Does the candidate appear to understand what motivates him or her and if so, are these factors reasonable and available in this position?

What type of compensation plan have you most enjoyed in the past - straight salary, commission only, draw plus, etc. What most attracts you to this type of compensation plan?

In this position, will the candidate be on the same type compensation plan as the one he or she most enjoyed in the past. If not, could the compensation plan be structured to better meet the candidate's needs?

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:14

Development Suggestions

Introduction

The behavior of each individual is influenced by genetics, biochemistry and environment. The individual's scores related in this assessment depict the individual as of the date and time the individual took the assessment.

Major changes in biochemistry and/or environment can change the scores on the assessment. Effective training and/or development that the individual is exposed to can and should also affect scores.

Consequently, for those individuals who seek to achieve higher levels of productivity and success in their jobs and life, and for those employers who desire such for the people they employ, we have carefully reviewed the training and development materials available in the marketplace and have selected for recommendation those that we deem appropriate to suggest in areas where the person assessed could benefit most from growth and development.

We trust that you will find these suggestions helpful.

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:15

Personal Development Suggestions

Organization

When working with others, your organizational preferences level may be affecting how effectively you work them. You may benefit from the following development suggestions.

Self-paced e-Learning:

Effective Personal Productivity - Lesson 1: The Nature of Productivity.
Effective Personal Productivity - Lesson 2: Goals Achievement Through Time Management

Name:Joe Applicant	Date:8/10/2007
Company: ABC Company	Page:16

Personal Development Suggestions

Motivation

When working with others, how you are personally motivated may be affecting the results you are achieving. You may benefit from the following development suggestions:

Seminars / Workshops:

Models for Management ™ by Teleometrics International

Self-paced e-Learning:

Models for Management - Module 4: Work Motivation should be of particular interest for those wanting to explore more effective ways of dealing with motivation in the work environment.