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SALES APTITUDE TEST

SALES APTITUDE TEST. What is ‘SAT’?. SAT is a functional tool that gives a measure of an individual’s selling competency and proficiency. Building blocks of a sales team. Experience. Enablers : Product/Market specific skills. Enhancers: Application skills or competencies.

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SALES APTITUDE TEST

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  1. SALES APTITUDE TEST

  2. What is ‘SAT’? SAT is a functional tool that gives a measure of an individual’s selling competency and proficiency.

  3. Building blocks of a sales team Experience Enablers : Product/Market specific skills Enhancers: Application skills or competencies Some skill sets Performance Search / Hire Provide

  4. Enhancers : a perspective Cultural ……… Appreciate Values / Beliefs … Positional Develop Competencies Individual .. Train Exhibited behavior

  5. Enhancers can be deployed in all the stages of the selling cycle 2 5 1 Create inclination to buy Identify prospect/ Focus After sales Service Convert inclination to decision 3 4 Closing / Collection

  6. Why assess Sales personnel? ? Largest, critical and most integral part of the organization. Immediate deployment on field Generic nature of the sales function & personnel. A highly performance-based function.

  7. Why should you use SAT? Identifies exceptional / average / below average performers. Eliminates individual biases and opinions. Gives person-wise training needs. Creates benchmarks for hiring front-line sales personnel and leads to continuous upgradation of quality of new recruits.

  8. Evolution of ‘SAT’ THEORY CONCEPTUAL INPUTS PRACTICAL EMIRICAL INPUTS FRAMEWORKS OF ANAYSIS OF VIDEO SAI, PSS, SPIN, RECORDINGS – OVER 1000 DARTNELL ETC SALES PERSONNEL SALES APTITUDE TEST

  9. What does it measure? Understanding of Role & Responsibilities Handling customers emotionally Identifying, analyzing and understanding Needs, Wants, Desires Presenting persuasively Handling queries, obstacles & objections Closing a call; moving forward Attitude & Pride

  10. What do you get? Average salesperson’s profile Recruitment guidelines for hiring sales personnel Training needs based on identified sales competencies Validation of below average performers Relationship of sales competencies with personality traits High performer’s profile

  11. What do we propose to do? Approval Report & Presentation Administer SAT tool-kit. • Correlate results with achievement figures & ratings.

  12. Why this methodology? A. TO IDENTIFY: • Discriminating behaviors of high and low performers • Gaps in selling knowledge and skills • Personality trait clusters of high and low performers

  13. B. TO CLUSTER & CORRELATE: • High performance vis-à-vis high performance behaviors • High performance behaviors vis-à-vissales competencies • High performance vis-à-vis sales competencies • High sales competencies vis-à-vis personality traits • High performance vis-à-vis personalitytraits • High performance behaviors vis-à-vis personality traits

  14. Web Version Format

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