You may such questions in a sales assessment test:
“What would you do if you are given a specific goal to be accomplished which involves a task of your minimal interest?”
a) Sit Back waiting for someone to help
b) Go out with full energy and effort to accomplish goal
c) Work only to achieve the goal without much interest
d) Give the work to another interested colleague
Your answer shall indicate your performance level in the works for which you don’t have any interest. However, you may perform the best when you are asked to play in the areas of your high interest. For such problems, the sales aptitude test does not depend upon stereotype questions. It is divided into the following scales:
This part of the sales assessment aptitude measures your inner drive to achieve your targets. You have to follow instructions and complete tasks within given time span. It also measures the amount of interest that you possess for intellectual or conceptual work.
This scale of the sales aptitude test measures your motivations, strength of inner emotions, needs, and values. When you score 65% and above, your motives are considered higher for the sale jobs.
This scale of the sales assessment aptitude is closely related to all aspects of sales performance. It reflects yours' needs to win, to perform better than others, or to surpass standards of performance. When you score 80% or above, your instincts for the competition are considered stronger enough. You are likely to be motivated by competitiveness in most of the sales situations.
Goal Orientation Scale
This scale of the sales aptitude test describes the extent to which you can see your goals and objectives. When your score in this level crosses 80%, you are considered explicit in your vision for the purposes. You are likely to be called a goal-oriented person.
Work Strengths Scales
This scale of the sales assessment test describes your actual work habits and attitudes towards working alone and in teams.
This scale of the sales assessment test reflects your tendency to use time-management, scheduling, and organizing and planning strategies to achieve your targets. When you score 60% plus, you can plan, organize, and apply effective work habits in areas of high interest. You are keen to details and plan enough to succeed in projects or tasks of high importance. However, you may not apply the same level of concentration to jobs that are uninteresting, boring, or unrelated to your goals. It may affect your general performance.
This scale of the sales assessment test indicates your level of comfort in taking independent action. The INI score in the 80%+ suggests that you are likely to display a high level of initiative and are willing to be a self-starter in sales.
Team Member Scale
This scale of the sales assessment test relates to your level of comfort in working together as part of a team or interdependent workgroup. When you score less than 45%, you may prefer an independent sales role rather than working as part of a sales team or a group.
This scale of the sales personality test represents the degree to which your work strengths combine with performance, motivation, interpersonal strengths, and inner resources. Your managerial score 80% or above suggests that your characteristics are moderately similar to those of individuals in sales management or supervisory roles. You are likely to be able to delegate authority and to have some ability to inspire and motivate others. You may be seen as having moderately good overall management pote
Interpersonal Strengths Scale
This scale of the sales personality test describes ways in which you are likely to engage in interaction with others in a work environment. You express your ability to understand other peoples such as what motivates them, how do they work, how to work cooperatively with them, etc. Successful salespeople are likely to be individuals with high degrees of interpersonal intelligence.
This scale of the sales personality test provides a gauge of your directness in expressing yourself and in dealing with others. When your assertiveness scores more than 80%, you are considered too assertive.
Personal Diplomacy scale
This scale of the sales aptitude test reflects your tendency to use tact and diplomacy in dealing with others and to display sensitivity to the feelings and ideas of others. When you score less than 60%, you are considered blunt in communicating with others. You may be considered not diplomatic or tactful.
This scale of the sales assessment test indicates the degree to which you see yourself as socially outgoing. When you score 70-80 percent, you are considered moderately extroverted. You may be seen to be as extroverted and sociable as the average person in business, sales, or social situations could be.
This scale of the sales assessment test indicates your level of comfort in working closely with others and in taking the lead from others. A low score on this scale does not necessarily show your un-cooperativeness but may indicate independence or aggressiveness in dealing with others. Your score below the 10% suggests that you are likely to be strongly committed to your own opinions, and may take an independent, aggressive role in a sales situation.
Inner Resources Scale
This scale of the sales assessment test describes the kind of work-related inner resources that you bring to the work environment.
Relaxed Style scale
This scale of the sales assessment test describes your ability to remain free of tension and unworried in the face of stress. More than 80% score shows you a relaxed person.
This scale of the sales assessment test indicates your ability to cope efficiently with frustration encountered in completing tasks or in conflict-laden situations. Your Patience score in the <30% suggests you an impatient person. You may not be patient in pursuing promising but difficult or time-consuming sales opportunities and may react quickly or impatiently in some sales situations.
This scale indicates your level of confidence and self-assurance that you bring to your work. Your score 60s percent suggests you a moderately self-confident.
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