Personality Assessments - They Still Don't Get it
Personality Assessments - They Still Don't Get it
* Personality Assessments for Sales - The Definitive Case Study (visit my Blog to read these 3 articles)
* Exposed - Personality Tests Disguised as Sales Assessments
* Sales Assessments vs. Personality Assessments Episode III - The PHD's Strike Back
I got the following email forwarded to me. As you read it, just look at the descriptors that the client is referencing in the personality assessments - they are not sales descriptors so, in essence, we have another examples of an assessment that claims to be measuring one thing but is actually measuring another:
The reports I got from OMGon candidate [name omitted on purpose] are radically different from those I received from CPQ in Bradenton, FL and from MySalesTest.com (PXT for cognition and Interests; PSI for personality and behavior). Both CPQ and MySalesTest.com rate him highly on topics such as Prospecting Skills (industriousness/energy, persistence, enterprising, drive) Closing skills (assertiveness, decisiveness, persistence), Internal vs. External Motivation (manageability, accommodation, independence, self-reliance),Occupational Interests, Selling Style (cognition and sociability) and Team Player (Sociability, Attitude, Accommodation, People Service, and Competitiveness).
OMG rates [his name] poorly on most of these same topics. The bottom line is that two scientifically reliable and valid tools are consistent with our face-to-face experiences in 4-5 interviews with [his name] and/or me. This afternoon [another name] is going to interview with [his name] and [another name]. If those interviews go well I intend to hire young [his name].
You should have been able to see from that email just how disconnected the descriptors are from sales! Here was my response:
Of course they're different!
Prospecting - Personality and Behavioral assessments can't really be predictive on prospecting because they don't actually measure prospecting. Look at the descriptors below (above in this post) for prospecting - none of those have any influence on either will they prospect (vs. call reluctance) and will they be effective (skills).
Closing - Personality and Behavioral assessments can't really be predictive on closing because they don't actually measure closing in the sales context. Look at the descriptors below (above in this post) for closing - assertiveness and decisiveness aren't measured in the context of a selling or buying, just in general - quite different from what happens in a buyer-seller context. Same for persistence - theirs is a general finding, not sales specific.
Motivation - Personality and Behavioral assessments can't really be accurate on motivation because they don't actually measure motivation in the sales context. Many of the people who work for your company are motivated, driven employees but they may not have any desire to sell. Motivation for sales must be measured in a sales context.
Bottom Line - you already fell in love with the candidates and will default to whichever assessment supports your belief. Our sales specific assessments are the most accurate predictors of sales success on the planet and they have been scientifically measured and validated too. But we have gone the extra mile and conducted Predictive Validity - how predictive the assessment is of job performance, not just Construct Validity - whether there is a correlation between a finding and their behaviors.
The nice thing about this email thread is that is allows me to provide specific examples of how these assessments fool you into thinking they are relevant. Do you get it now?
Personality Assessments They Still Dont Get it - To learn more about this author, visit Dave Kurlan's Website.
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On the heels of these three articles:
* Personality Assessments for Sales - The Definitive Case Study (visit my Blog to read these 3 articles)
* Exposed - Personality Tests Disguised as Sales Assessments
* Sales Assessments vs. Personality Assessments Episode III - The PHD's Strike Back
I got the following email forwarded to me. As you read it, just look at the descriptors that the client is referencing in the personality assessments - they are not sales descriptors so, in essence, we have another examples of an assessment that claims to be measuring one thing but is actually measuring another:
The reports I got from OMGon candidate [name omitted on purpose] are radically different from those I received from CPQ in Bradenton, FL and from MySalesTest.com (PXT for cognition and Interests; PSI for personality and behavior). Both CPQ and MySalesTest.com rate him highly on topics such as Prospecting Skills (industriousness/energy, persistence, enterprising, drive) Closing skills (assertiveness, decisiveness, persistence), Internal vs. External Motivation (manageability, accommodation, independence, self-reliance),Occupational Interests, Selling Style (cognition and sociability) and Team Player (Sociability, Attitude, Accommodation, People Service, and Competitiveness).
OMG rates [his name] poorly on most of these same topics. The bottom line is that two scientifically reliable and valid tools are consistent with our face-to-face experiences in 4-5 interviews with [his name] and/or me. This afternoon [another name] is going to interview with [his name] and [another name]. If those interviews go well I intend to hire young [his name].
You should have been able to see from that email just how disconnected the descriptors are from sales! Here was my response:
Of course they're different!
Prospecting - Personality and Behavioral assessments can't really be predictive on prospecting because they don't actually measure prospecting. Look at the descriptors below (above in this post) for prospecting - none of those have any influence on either will they prospect (vs. call reluctance) and will they be effective (skills).
Closing - Personality and Behavioral assessments can't really be predictive on closing because they don't actually measure closing in the sales context. Look at the descriptors below (above in this post) for closing - assertiveness and decisiveness aren't measured in the context of a selling or buying, just in general - quite different from what happens in a buyer-seller context. Same for persistence - theirs is a general finding, not sales specific.
Motivation - Personality and Behavioral assessments can't really be accurate on motivation because they don't actually measure motivation in the sales context. Many of the people who work for your company are motivated, driven employees but they may not have any desire to sell. Motivation for sales must be measured in a sales context.
Bottom Line - you already fell in love with the candidates and will default to whichever assessment supports your belief. Our sales specific assessments are the most accurate predictors of sales success on the planet and they have been scientifically measured and validated too. But we have gone the extra mile and conducted Predictive Validity - how predictive the assessment is of job performance, not just Construct Validity - whether there is a correlation between a finding and their behaviors.
The nice thing about this email thread is that is allows me to provide specific examples of how these assessments fool you into thinking they are relevant. Do you get it now?
Personality Assessments They Still Dont Get it - To learn more about this author, visit Dave Kurlan's Website.
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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