Primary Use – Selection
Assessment Type  – Mix of competency, personality, biodata
Job Level – Entry level Consultative or Solution oriented Sales positions
Number of Items – 240
Estimated Time – 50 minutes (timed)
Administration Format – Proctored or Unproctored

The Sales Readiness Assessment assesses the personal attributes and competencies critical to success in sales positions.  It is used to identify the most talented candidates early in the selection process, enabling decision makers to further assess fewer and the highest quality candidates.  The SRA is also used to diagnose the strengths and development needs of current or future sales professionals.

The Sales Readiness Assessment assesses proficiency in the following key sales responsibilities:

1. targeting and qualifying,
2. creating demand,
3. positioning value,
4. managing a sales strategy,
5. building relationships.

The SRA is appropriate for assessing candidates or for incumbents in sales positions across a variety of functions and industries.  The assessment has a maximum time limit of 90 minutes but typically takes 45 – 50  minutes.

 

Applicable Job Titles:

• Account Manager
• Sales Executive
• Business Development Associate
• Global Account Executive

Manager Report: 

• Overall readiness of a participant for the target position.
• An assessment profile that evaluates participants on all attributes and competencies.
• A behavioral interview guide that managers use to further explore results with participants.

Participant Report: 

• Ratings and descriptions of performance in all attributes and competencies and their implications for success as a sales professional.
• Ratings on performance on the key sales responsibilities.
• Methods for developing specific attributes and competencies relative to the key sales responsibilities.

 

Understanding your SRA Report: 

• In-depth description of competencies and attributes and how they can be used to guide development planning.
• Development recommendations for all competencies and attributes.

 

Candidates are evaluated on the following nine personal-attribute scales:

• Demonstrating a Quality Orientation
• Displaying Confidence
• Having a Systematic Decision-Making Style
• Reading People
• Retaining Focus
• Displaying Adaptability
• Taking Responsibility
• Having a Learning Orientation
• Having an Achievement Orientation

 

Competencies Relevant to Making Sales Decisions

• Sales Opportunity Analysis
• Assignment Management
• Devising Sales Approaches and Solutions

Competencies Relevant to Interacting Effectively with Others

• Sales Opportunity Analysis
• Assignment Management
• Devising Sales Approaches and Solutions

Competencies Relevant to Broadening Customer Relationships

• Becoming a Business Advisor
• Building Trusting Relationships
• Building Influential Partnerships

Sales Activities

• Targeting and Qualifying
• Creating Demand
• Positioning Value
• Managing the Sales Strategy
• Mobilizing Partners

Bottom-Line Outcomes and Business Drivers

• Speed to Productivity
• Awards Received
• Sales Revenue Growth
• Likelihood of Rehiring Employee
• Sales Quotas Achieved over Past 3 Years