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Sample Sales Report

Mouse over each section or, for mobile users, tap each section of the sample report for a detailed description on that section.

At the top of every report is the Suitability Rating. Think of the Suitability Rating as a “green light/red light” or “proceed with caution”. The Suitability Rating is an overall score that tells you how close the applicant matches your specific requirements for this position-your “Target Profiles”. Our service includes an analysis of the position to identify the characteristics necessary for success, which are used to create your Target Profiles.

Applicant Name: John Applicant
Company: Your Company
Test Date: 9/5/2016 3:40:28 PM
Recruiter: Your Name
Job Name: Sales
Recruiter Code: XY1234
Suitability Rating: Excellent (80 - 100%)
Job Code: XY5431E000

Brief Description

This part of the report is broken into 5 short subsections: Brief Description, Most Suitable Sales Positions, Least Suitable Sales Positions, Strengths and Weaknesses. Viewed as a whole one can think of this section of the report as the “Executive Summary”. Armed with the information in this section and with the Suitability Rating you will have a very clear picture of the applicant and a very good idea as to how well the person matches your requirements.

Prospector, closer, incentive oriented. Very outgoing, persuasive, people oriented, optimistic, enthusiastic, poised. Very assertive, self confident, competitive. Very independent, venturesome, risk oriented. Impatient, sense of urgency, thrives on change, decisive, quick to act. Highly results and goal-oriented. Strong drive for achievement. People oriented generalist, multi-tasker, needs variety.

Most Suitable Sales Positions

Fast-paced, lots of authority, 'multi-task' oriented, incentives.

Least Suitable Sales Positions

Structured, routine, slow-paced, detail oriented.

Strengths

Prospecting, closing, sense of urgency.

Weaknesses

Can be a little too independent, attention to detail.

Personality Traits

This section of the report provides a rating on the individual Trait Drives that our test measures. Think of these individual Trait Drives as the “building blocks” that in combination form the job applicant's selling style. Each of the Trait Drives is presented in a manner that enables you to quickly see where they are on that particular scale. On each scale, 0 is low and 10 is high. For easy viewing, the applicant's score on each scale is both numerically and graphically presented. In addition, under each scale a one or two line explanation is given as to what the applicant's score on that scale actually means.

Assertiveness

0
7.5
10

Assertive, take-charge, risk-taker, ego, competitive, need to win, incentive oriented, entrepreneurial, outspoken, results and goal oriented.

Sociability

0
8.5
10

Very extroverted, sociable, very people oriented, very outgoing, needs interaction, very persuasive communicator, optimistic, enthusiastic, poised.

Patience

0
2.5
10

Very impatient, very pro-active, multiple-tasks, strong sense of urgency, needs quick results, lots of change/variety, lots of nervous energy, very restless.

Dependence

0
2.5
10

Very independent, very self reliant, lax with rules procedures and guidelines, resistant to supervision, very risk oriented, very incentive oriented.

Emotional Control

0
5.5
10

Makes logical and well thought out 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

This section of the report rates the applicant on key activities such as prospecting, closing, attention to detail and turnover propensity. As in the previous section each of the Work Tendencies is presented in a manner that enables you to quickly see where they are on that particular scale. On each scale, 0 is low and 10 is high. For easy viewing, the applicant's score on each scale is both numerically graphically presented. In addition, under each scale a one or two line explanation is given as to what the applicant's score on that scale actually means.

Prospecting

0
8.5
10

Has the high level of assertiveness and people orientation found in successful prospectors.

Closing

0
8.5
10

Has the high level of assertiveness and risk orientation found in successful closers.

Organization/Attention to Detail

0
4.5
10

Competent with moderate amounts of detail but de motivated and weak when detail is heavily emphasized.

Response to incentives/commissions

0
8.5
10

Will respond well to incentives/commissions-very incentive oriented.

Need for Direction

0
2.5
10

Need for direction is low-responds best to general direction.

Turnover Propensity

0
5.5
10

Not unduly prone to turnover (job-hopping) but unafraid to change positions.

Detailed Description

This section is a narrative based description of the applicant's style. While rating scales are very helpful in understanding the applicant's strengths and weaknesses they can at times be a little too cut and dried in their delivery. The narrative of the applicant's style has the flexibility of explaining the applicant more thoroughly and perhaps making mention of factors that might compensate for weaknesses or red flags in the person's style.

This person is very outgoing, assertive, impatient and independent. He/she will tend to be highly results and goal-oriented and will tend to have a strong drive for achievement, particularly when he/she can achieve results through people. An optimistic and enthusiastic person, he/she will tend to be a persuasive communicator who is effective at finding the prospect's 'hot-buttons'. He/she is a very persuasive individual who is also assertive; therefore, he/she can become authoritative, forceful and direct, if necessary. His/her communication style should be thought of as 'an iron fist in a velvet glove'. This person's style is found in salespeople who are strong at prospecting and closing. He/she is a risk oriented person who will act with a sense of urgency. He/she is best suited to sales roles that are fast-paced, results-oriented and will enable him/her to work independently. A 'people oriented generalist' he/she is motivated by challenge and a lot of action and variety and will be quickly bored with routine, repetition and detail. He/she is capable of handling a moderate amount of detail but will try to delegate it to others. He/she is basically a logical and disciplined person who will tend to think his/her decisions through and will tend to stick with the decisions that he/she makes. 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. In order to motivate and manage this type of salesperson most appropriately, he/she should be in fast-paced, incentive oriented sales positions that offer authority and responsibility. Manage him/her under general guidelines. Keep details to a minimum and make the position very busy.

Pre-Hire

The Pre-Hire section is focused on specific red/flags and potential problems that you should bring up in your interviews and reference checks. By using this section you can be a better interviewer by zeroing in on specific aspects of the person that can only be uncovered by our test.

(Interview areas, reference check areas, red flags/potential problems):
If the position requires a great focus on details, discuss this. If the position is very structured and/or routine in nature, discuss this. He/she may be somewhat stubborn at times, discuss this.

Post-Hire

The Post-Hire section is focused on specific things to be aware of should you move forward and hire this applicant: how to manage and motivate the person, areas to train and areas for development. By using the information in this section with a new employee you can get the person up and running very quickly because you understand how to work with them from their very first day.

(Areas to train, areas to develop, how to manage and motivate):
Incorporate incentives into his/her compensation plan if possible. Enable him/her to operate independently, when possible. Make the position very fast-paced and multi-faceted.