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 VIII:

How to Use the POP Assessment Results as a Training & Retention Tool

In reviewing the POP, always have a yellow marker handy to highlight points you want to cover in your interview. NOTE: This will also be helpful when going back and referring to the POP as a source for retention and training.

Coaching Tip:


  • When preparing to interview a candidate, thoroughly review the POP report. Note the areas you want to cover in this process. The points you note will be helpful in the future for training and development strategies.

    NOTE: Check with your Human Resources Department or Legal Department before marking
    on your candidate's POP report. Your company may or may not have guidelines regarding
    marking and making notes on personnel documents. Space is provided on many of
    the reportpages for notes and additional questions and answers.
POP Snapshot of Sales Potential (Page 1 of Assessment Results)

  • Remember to note low scores (column 1) and power scores (column 3). Pay close attention to low scores because these could mean future coaching, training, and development problems. NOTE: If the POP is from an experienced agent, pay special attention to low scores. You could be inheriting potential problems and habits that may not be correctable.

  • The Snapshot of Sales Potential is just that — an overview of what appears inside the report.

  • Use this report to develop strategies with which to review your candidate.

  • The 16 descriptors on the Snapshot of Sales Potential provide a summary of the candidate's potential in each category. These come from the nine POP scales (PS, EP, AP, IP, PO, INV, SD, CR, and UC) discussed earlier within POP Tips.

  • During your review, pay particular attention to the high and low scores. The low scores indicate future coaching, training and development issues.
Executive Summary of POP Results (Page 2)
  • Note the abbreviations and scores at the top of the page. These are the scores for seven (PS, EP, AP, IP, SD, CR, and UC) of the nine scales. The PO and INV scores are found on pages seven and eight in the POP report.

  • You can transfer these scores to the POP Summary Sheet for a quick overview of the candidate's potential. Note any areas of weakness or concern as you read the comments.
Summary of Recommendation Concerning the PS (Page 3)
  • The Predictor Score (PS) is the most important POP score. Remember that this score predicts your candidate's chances for survival in a competitive environment. When the PS is below 40, you have a caution. The PS is a composite of the Enterprise Potential — 45%, Achievement Potential — 40%, and Independence Potential — 15% scores.

  • Additionally, be sure to look at the other predictor scores — the EP, AP, and IP before making a hiring decision.
Enterprising Potential, Achievement Potential & Independence Potential
(Pages 4 through 6)
  • These pages provide detailed information in three areas:

    • Selection Considerations: Information on your candidate's strengths and weaknesses.

    • Interview Questions: Questions you can use to follow up on and confirm the scores.

    • Coaching Suggestions: Provides strategies for coaching and training your candidate.

  • Look closely at the Selection Considerations in each scale. Note problem and positive points and make appropriate notes for your interview. Use the questions to secure additional information about the candidate and to confirm the assessment results.
People Orientation & Investigative Orientation (Pages 7 and 8)
  • These two scales describe your candidate. The format is the same as for previous scales.
What Will We Have to Do to Keep This Person with Us? (Page 9)
  • Do not overlook the information on this page. This page summarizes the Retention Considerations. Use this information for your hiring decision and for developing strategies for coaching and training your candidate.
Summary of Scores & Cautions (Page 10)
  • This page is an overview of all the candidate's POP scores. The Summary of Scores and Cautions can be used with your POP Overlay to match your scores with those of the candidate.
Managing Call Reluctance (Pages 11 through 15)
  • Managing Call Reluctance begins a new section of the POP and the call reluctance information is on pages one through four. There are four call reluctance profiles that reflect your candidate's attitude toward:

    • Managing Rejection

    • Prospecting Orientation

    • Commitment to Product

    • Commitment to a Sales Career

  • The four Call Reluctance Reports are broken into three sections:

    • Overview: Describes the candidate's attitudes toward each call reluctance profile.

    • Question Analysis: Describes how the candidate responded to the questions on page three of the POP. You might want to review these.

    • Candidate Interview Questions: Provides questions to ask regarding each profile.

  • NOTE: Knowing your candidate's attitude toward Call Reluctance means that you can teach through situations.
Candidate Feedback on the Results of the POP (Part 2)
  • Don't overlook the last section of the POP. These last three pages provide a valuable summary for you and equally valuable feedback for the candidate. Remember that the candidate is also making a career decision; you should want the candidate's decision to be a good one, too.

    • Page one covers Personal Strengths/Career Needs. The five sub-sections cover the EP, AP, IP, PO, INV, SD, and CR. Again, this is an excellent summary of the candidate's strengths and weaknesses.

    • Page two covers What to Seek/What to Avoid in a Job. The summary paragraphs reflect the type of career for which the candidate is best suited.

  • You can use this section in the following ways:

    • Your candidate has spent time interviewing and taking assessments, so take the time to give him or her the POP's valuable feedback. This can be an added value, as well as an opportunity for you. Photocopy and give the assessment results to your candidate, whether the report is positive or negative. If negative, your candidate will usually deselect the career opportunity. This allows you an opportunity to secure referrals.

    • Before the candidate leaves, you might say, "You know the characteristics of the candidate we are seeking. Who do you know..."

  • You might be surprised at the good will and number of referrals you receive.
Use the POP Investment Wisely
  • You, your company, and the candidate have an investment in the POP Assessment — either time or money or both. Among the many benefits of the POP is that it provides you with an objective assessment of the candidate's match to you and other agency managers. It also predicts your candidate's potential for success in a competitive sales environment.

  • The POP is designed to assist you in your selection process and support your decisions. Remember that when you have two or more cautions, you should think long and hard about your candidate's potential for success in competitive sales and the amount of time and money you, your staff, and your company will invest.

  • Once your candidate has joined your agency, review the POP Assessment Results once or twice a month to ensure that your coaching and training strategies are appropriate. If you have an agency training person, make sure he or she is aware of the candidate's POP results and the recommended coaching and training strategies.

  • Taking the time to thoroughly review the POP Report will save you time and money in the long run.

  • Used wisely, the POP should bring you and your agency increased retention and productivity. That's a win-win situation!
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!

 
Diversified Solutions, Copyright 2006. All rights reserved.
The Self Management Group, Copyright 2006. All rights reserved.