sunsally

Gary -

Can you tell me about the psychometric properties of this instrument (e.g. validity coefficient)? If it is designed to select "killer closers", what evidence, besides ancedotal, is there to back up the ability of these 3 items to predict which candidates will wind up being superior salespeople? That is, the "proven to work" part of your statement? Specifically, was it validated to predict, as you wrote:

Quote:
On 2005-04-29 16:32:00, gripmarketing wrote:
What you need is a well-designed test that tests their sales abilities and finds out whether they are hungry, can follow orders and take direction, are resourceful, and can think fast on their feet. In short, the traits of killer closers.



Was the validation done across industries, or in one primary industry? Is there any differential significance depending on age, gender or other variables?

Thanks!

(aargh - 3 different edits for typos - I must need glasses!)

_________________


[ This Message was edited by: sunsally on 2005-05-02 12:18 ]

[ This Message was edited by: sunsally on 2005-05-02 12:26 ]

[ This Message was edited by: sunsally on 2005-05-02 12:43 ][ This Message was edited by: sunsally on 2005-05-02 12:44 ]

gripmarketing

Mike:

"You remind me of those late night/early AM promotional spots hoping to catch the desperate." You can be absolutely certain that you just offended DWhite6872 and Alex Royter as they don't consider themselves desperate and neither do we.

In addition, you ignore the testimonials from those using the Test. Their words speak louder than yours or mine.

gripmarketing

Sunsally:

"Can you tell me about the psychometric properties of this instrument (e.g. validity coefficient)? If it is designed to select "killer closers", what evidence, besides ancedotal, is there to back up the ability of these 3 items to predict which candidates will wind up being superior salespeople?"

I'd be happy to. The Test was developed in conjunction with two psychiatrists. Two primary practical methodologies were employed. The first was to administer the test to over 1,000 sales people each within several sales organizations with historical results to compare to.

Those already in the top 5% of sales, scored 3 correct, those between 5%-25% in the middle tier scored 2 correct, and those the organization deemed below average or wanted to terminate scored 0-1 correct. This was repeated in several organizations which provided validity and assessment accuracy.

In addition, we also tested standard psychometric and personality tests that HR departments typically use for these same organizations and found they weren't reliable predictors of success for sales positions.

The weakness of personality and psychometric tests is that they are limited to what is being asked rather than what you might want to say about yourself. Nevertheless, they can enable your personality to be categorized into a few types that cover the key areas of interest to employers.

Unfortunately, this doesn't translate well to sales positions interviews as killer closers; some are extroverted and some introverted, some sensory vs intuitive, some thinking vs feeling. The only part we found useful was perception vs judgment AND this was only partially useful.

That type is found here: http://quiz.ivillage.co.uk/uk_work/tests/interview.htm (similar to Mike's question strategy).

and also here:
http://www.workathomecareers.com/fr_index.html?/interviews.shtml which advises applicants how to get around the standard commonplace questions and I quote...

"One of the best ways to prepare for an interview is to have some practice sessions with a friend or two. Here is a list of some of the most commonly asked questions to get you started.

- Why did you apply for this job?

- What do you know about this job or company?

- Why did you choose this career?

- Why should I hire you?

- What would you do if... (usually filled in with a work-related crisis)?

- How would you describe yourself?

- What would you like to tell me about yourself?

- What are your major strengths?

- What are your major weaknesses?

- What type of work do you like to do best?

- What are your interests outside work?

- What type of work do you like to do least?

- What accomplishment gave you the greatest satisfaction?

- What was your worst mistake?

- What would you change in your past life?

- What courses did you like best or least in school?

- What did you like best or least about your last job?

- Why did you leave your last job?

- Why were you fired?

- How does your education or experience relate to this job?

- What are your goals?

- How do you plan to reach them?

- What do you hope to be doing in 5 years? 10?

- What salary do you expect?

Many job hunting books available at libraries discuss ways to answer these questions."

And they go on to tell you how. There are tons of these sites and books in the bookstore in an effort to help prospective hires answer these commonplace questions with ease.

There have been many critiques of these types of interview tests within the testing community.

This is why "situational" testing is currently in vogue instead. We've been using it since 1985 and it's nothing new to us. We feel it works much better as a predictor.

But don't take our word for it, just ask salon owners who've bought and use the Test.







_________________
Gary

[ This Message was edited by: gripmarketing on 2005-05-02 14:32 ][ This Message was edited by: gripmarketing on 2005-05-02 14:33 ]

Tan Oasis

So, Gary, if this is a 'situational' test, is there a right and wrong answer for each of the 3 questions? Or does the interviewer make their own determination on answers? I guess I'm wondering if the 3 questions are essay or not?

gripmarketing

Yes and no. For one type of question there are over 1,000 responses that qualify as an appropriate positive response (the interviewer has to make a determination on the appropriateness of the response). For one type of question, only one answer qualifies, and for yet another, there are two answers that qualify.

As the sales position is oral that the Test is designed to test, to partially eliminate bias, the test is oral.

gripmarketing

I should add, too that the Test is designed to be nearly impossible to memorize by design. This serves to help eliminate another bias...it keeps prospective hires or new hires from coaching their friends and sending them in to apply for a job.

When administering the Test, you read from it. This also helps to eliminate other biases.

Another determination is made, too. The interviewer asks the interviewee WHY they gave the response they did. This is most of the time more telling than the original answer itself and all part of the Test.

One bias no one has been able to filter out according to university studies: male vs female interviewers. However, biases of this type are universal and therefore since everyone has them, it levels the playing field.

_________________
Gary[ This Message was edited by: gripmarketing on 2005-05-02 15:45 ]

Mike B

Ah Gary, you can be certain of nothing! I have spoken to many who have used the test. They don’t have any better sales than those who don’t and they are not offended by my words. There you go again with those darn embellishments.

Do we really need to rehash our old words where you have an attorney send me a letter saying if I know the questions without paying I am going to **** to be tormented?

“Cant we all just get along on this planet of ours together? Why can’t you just say that not everyone is satisfied with the questions? (I Know, cuz they are, right?)

gripmarketing

Mike, we haven't heard from anyone who either is unsatisfied with the Test or has stopped using the Test. There again, this information comes from only you. If you would be so kind as to steer them our way, we'd love to know why they haven't gotten better results with it. Just ask them to contact us. We'll be more than happy to discuss their lack of better results with them.

Mike B

Gary: "we haven't heard from anyone who either is unsatisfied with the Test or has stopped using the Test" ...Because we refuse to acknowledge they exist or better yet take their call. How can you possibly say everyone who uses this has success? (Gary...remember, it's very hot down there)

Again, I say suckers! I do not use it (the test, that is), (though I could (perhaps for free, though I'm not sayin...)and I have less turnover than those who do! Perhaps, better sales people too. (ouch, that would really hurt)

Hey! I've got it! Here it is! The new test will be a group of those who use it verses those who do not. We will compare numbers. We will hire the independent firm of Mike, Mike & Mike who will compile completely fair and equitable numbers...

Really, Gary...To say that those that it didn’t work for to call you is like saying, "All losers who were so stupid as to no be able to utilize this correctly, please call me so I can verbally abuse you (since it works for everyone else).


....me, pick me!

DWhite6872

Okay, I will take the bait....Mike I will be part of your study...I will be a salon who is using the test. I think Mike you need to come here to conduct the study....I will be your first test site!...