P. O. Box 6215 ~ Plymouth, MA 02362
phone, 508.746.7716 ~ fax, 508.747.4257
e-mail, jkerchgavoni@comcast.net
www.diversified-solutions.com

POP TIP V:

Understanding the People Orientation (PO) & Investigative Orientation (INV)

Remember that the Predictor Score (PS), Enterprising Potential (EP), Achievement Potential (AP), and Independence Potential (IP) are the four most important scores on the POP assessment. They predict a candidate's success. The People Orientation (PO) and Investigative Orientation (INV) are two of four scales we will look at next that focus on a candidate's style. People Orientation (PO)

The People Orientation (PO) score measures a candidate's ability to focus on interpersonal relationship building (i.e., prospecting, people and service issues, and client-building).

< -25 Caution	Poor interpersonal skill focus. Problems with relationship building.	1 to 20 Average to Above Average	Potential for solid interpersonal relationships is strong.
-24 to -11 Caution	Needs attention. Problems interacting with others.	21 + Excellent	Strong focus on interpersonal relationship building.
-10 to 0 Average	Will get along with others. May depend on group/situation.	NOTE: A poor PO score does not mean you shouldn't hire your candidate. It simply means you need to pay attention to what the test suggests, and develop coaching to work through the process.

When a candidate's PO score is high, check its relationship to the AP (closing) and IP (independence) scores. This type of candidate can be good support for hard closers and those with highly independent leadership styles.

When your candidate's PO score is high and his or her AP score is low, there is a potential call reluctance issue.

Investigative Orientation (INV)

The Investigative Orientation (INV) score measures commitment to self-development, information processing, how he or she processes information and, most importantly, whether to train the candidate in the classroom or in the field. It is important for you, as a Manager, to understand what your learning style is so you can work with your candidate in the development process. NOTE: Be sure to check your own INV score.

< -25 Caution	No attention to detail. Processes information very quickly; train in the field.	1 to 20 Average to Above Average	Enjoys learning; committed to self-development. Can train in the field or the classroom.
-24 to -11 Caution	No attention to detail. Processes information quickly; train in the field.	21 + Excellent	Processes information very slowly; analytical. May be a student of the business. Train in the classroom.
-10 to 0 Average	Learning is okay, depending on the topic. Can train in the classroom IF the candidate knows why it is important to learn that specific topic.	NOTE: By understanding your candidate's INV score, you will be better able to prepare training for learning-specific issues.

For low (minus-side) INV scorers: your candidate must understand the importance of learning specific topics. For example, you might tell your candidate, "If you learn this selling process, your income will increase by 25%."

For high INV scorers: your candidate is extremely analytical. You must make your results-oriented process clear to ensure the appropriate type of training is implemented.

If you have questions on any of the information on this POP TIP,
please call us directly at (508) 746-6995, or e-mail us at jkerchgavoni@comcast.net.

Feel free to forward this POP Tip and give friends
& associates a chance to sign up.

Visit Diversified Solutions at www.diversified-solutions.com!