Use the Sales Manager Solution test to assess sales candidates who proactively sell products to customers, develop relationships and are paid on performance. Before you invest the time and money to train a new employee, test your applicants for skills like:
- Sales Potential
- Leadership Professionalism
- Sense of Duty
This test provides the answers you need to make informed hiring and promotion decisions.
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The Sales Manager Solution is for entry to mid-level sales positions in which employees proactively sell products to customers, develop relationships with repeat customers, and have their pay and/or performance heavily based on sales revenue. Sample tasks for these jobs include, but are not limited to: promoting products to customers, persuading customers to buy products, and building ongoing customer relationships. Potential job titles that use this solution are: Sales Consultant, Sales Representative, and Account Representative.
Job Level: Front Line Manager
Job Family/Title: Sales
Average Testing Time (minutes): 63 minutes
Allowed Time (minutes): Untimed
Maximum Number of Questions: 185 questions
Number of Sittings: One
Designed for Unproctored Environment: Yes
Question Format: Adaptive, Multiple Choice
Product Category: Pre-Packaged Job Solutions
The Sales Manager Solution Assesses:
Deductive Reasoning – This assessment measures the ability to draw logical conclusions based on information provided, identify strengths and weaknesses of arguments, and complete scenarios using incomplete information. It provides an indication of how an individual will perform when asked to develop solutions when presented with information and draw sound conclusions from data. This form of reasoning is commonly required to support work and decision making in many different types of jobs at many levels. This report provides information regarding an individual’s ability to use sound logic to solve problems, strengthen arguments, and identify weaknesses in the propositions of others.
Management Potential – This measures the tendency to make good judgments about how to effectively respond to work situations. This is determined by scores derived from responses to questions about circumstances that one would likely encounter as a manager.
Achievement – This component measures the tendency to set and accomplish challenging goals, while persisting in the face of significant obstacles. This trait is characterized by: working hard; taking satisfaction and pride in producing high-quality work; and being competitive.
Flexibility – This component measures the tendency to work effectively despite changes in coworkers, settings, and environment. This trait is expressed as one’s desire for variety and flexibility in work, and a comfort level in the midst of changing circumstances.
Confidence and Optimism – This component measures the tendency to have belief in one’s own ability to get the job done. This trait supports optimism in the face of rejection and a feeling of being successful and competent in a variety of areas.
Thoroughness – This component measures the tendency to be thorough and precise in approaching work and personal activities. This trait is characterized by: being accurate; finding and correcting errors; and maintaining order in work and personal affairs.
Sense of Duty – This component measures a person’s tendency to acknowledge and respect authority and to accept and comply with rules. This trait is demonstrated by: trustworthiness; protecting sensitive or confidential information; following required procedures; and honoring one’s commitment to the organization.
Independence – This component measures the tendency of a person’s willingness to take action and to make decisions independently. This trait is revealed in: working effectively without immediate supervision; not being overly dependent on help from others; and being resourceful in the face of challenges.
Influence – This component measures the tendency of a person’s effectiveness in directing and influencing others. This trait is characterized by: persuading and negotiating effectively with others; influencing others’ decision-making; and coordinating others’ efforts to accomplish work.
Innovation – This component measures the tendency of one’s creativity in working through problems and making decisions. This trait is seen as: producing novel solutions to problems; using imagination to create unique ideas or products; and logically applying multiple and inventive strategies when considering alternatives.
Leadership Professionalism – This measures the tendency to have potential for professional success across industry type and functional area. This is determined by scores derived from responses to questions about academic and social background and aspirations concerning work. Persistence: This measures the tendency to be influential, confident, and persistent when working towards sales goals. This trait is characterized by: suggesting solutions to meet customer needs, demonstrating confidence in the sales process, and persisting and displaying resiliency when faced with challenges or setbacks.
Sales Potential – This measures the tendency to have a combination of sales skills and experiences that predict success in sales positions. This is characterized by: showing alternative solutions, based on customer needs, directing conversations toward a commitment/order/sale, showing confidence even after a hard refusal/rejection, and striving to close a transaction every time. This is demonstrated by answering questions on a multifaceted measure relating to background, experience, and opinions