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Sales Skills Test
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Date
introduced: 2001 |
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Administration
time: 65 minutes |
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Booklet and Internet versions available |
Purpose
To
evaluate the knowledge, skills, and abilities for a sales position.
General
Description
The Sales Skills Test, from which a
four-page report is provided to the client, is ideal for evaluating the
potential of current or future sales candidates. It measures the following
criteria:
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knowledge
of general sales principles
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knowledge
of sales terms
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relevant
vocabulary skills
|
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understanding
of issues that can affect the sales process
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ability
to deal with several sales situations
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basic
mathematical and calculation skills, as well as logic and attention to
detail
|
Positions
for which the test is appropriate
This test is used to pre-screen job
applicants and in-house personnel in the following positions:
| Sales Clerk |
| Sales Representative |
| Store Manager |
| District Sales Manager |
Test
administration
The test requires only clerical
supervision to administer and takes 65 minutes to complete. Candidates should be given the tests in a relatively quiet environment.
More then one candidate can be tests at one time. Each section must be timed precisely to ensure proper evaluation.
Sample
question (segment)
Below
are seven key steps ((a) to (g)) in the selling cycle. They are in random order.
On the lines provided, place the digits 1 to 7 to indicate the best logical
order to execute these steps for a successful sale.
SELLING STEPS
ORDER
(a) addressing concerns
______
(b) presentation of the
product ______
(c) getting referrals
______
(d) closing the sale
______
(e) prospecting
______
(f) qualification
______
(g) original contact
______
2.
Your regional sales manager has called you into his/her office and has
expressed some concern that for the past three months your sales revenue has
been dropping. You should:
a)
Indicate the personal problems you have been experiencing.
b)
Clearly show him/her that in your region, interest for the product has
diminished greatly because of new competition.
c)
Explain that business cycles have their "ups and downs" and you
will improve.
d)
Demonstrate to him/her that you continually provide your best effort.
e)
Request some advice on how to increase your sales in the region.
ANS.LINE
_____
Sample Candidate Evaluation Report
Click here to view a sample detailed evaluation report.
Evaluation
The overall rating
is based on scores according to the following table:
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Score
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Rating
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Recommendation
|
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80-100%
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Superior
|
Candidate
strongly demonstrates the skills needed to succeed in a sales position.
|
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70-79%
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Good
|
Candidate
will likely be an average performer in a sales
position.
|
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60-69%
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Moderate
|
Candidate
only moderately displays the skills needed to be successful in a sales position.
|
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0-59%
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Low
|
Candidate
will likely be a below average performer in a sales position.
|
Validation Information
April
2001:
The Sales Associate must accomplish thirteen tasks to successfully perform
his/her job responsibilities.
Within the scope of testing, a total of 49 traits were judged to be
essential to accomplishing these tasks.
Of these 49 traits, 31 are assessed by one or more questions in the Sales
Skills Test.
Thus, the test battery assesses a significant portion (63.3%) of the
intended domain.
As well, if the relative importance of the essential traits tested is
compared to the ''weighted'' importance of the task, the overlap percentage
improves to 80.6% for the Sales Associate job position. Given
the demonstrated relationship between the abilities and traits required to
perform the thirteen key tasks of the Sales Associate job, and those measured by
the Sales Skills Test, the test represents a content valid evaluation device for
that position.
February
2003:
The Sales/Customer Service Representative must accomplish fifteen tasks to successfully perform his/her job responsibilities. Within the scope of candidate evaluation, a total of 77 traits were judged to be essential to accomplishing these tasks. Of these 77 traits, 66 are assessed by one or more methods in
the company's Sales/Customer Service Representative evaluation tools which include: telephone pre-screen interviews, behavioral interviews, e-tasking/role play, verbal reference checks, and computer assessment. Thus, the evaluation methods assess a significant portion (85.7%) of the intended domain. As well, if the relative importance of the essential traits evaluated is compared to the ''weighted'' importance of the task, the overlap percentage improves to 86.6% for the Sales/Customer Service Representative job position.
Given the demonstrated relationship between the abilities and traits required to perform the fifteen key tasks of the Sales/Customer Service Representative
job, and those measured by the company's Sales/Customer Service Representative evaluation tools, the assessment method represents a content valid evaluation device for that position.
Languages
published
| English |
|
