POP TIP IX:
POP Overlay |
- The POP Overlay is a valuable tool, designed to help you match your management style with candidates who will work in your sales environment. The concept is simple — if you have taken the POP test, we can provide you with an overlay that will help match you with candidates in building your environment. Call (508) 746-6995 for more information.
- Once a candidate has taken the POP and you have the report, put your overlay on top of page 10 of the candidate's assessment, matching and comparing your scores to the candidate's.
- Ask yourself these questions:
- Does this candidate fit my profile?
- Can I manage this candidate?
- Can I develop strategies to work with this candidate?
- What, if any, are the risks?
- How much of my management time will be involved?
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Matching Guidelines |
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- Match a strength with a strength.
- When matching a strength to a "Caution," realize what may be ahead in the training and coaching process.
- Remember that the most important POP scores are the Enterprising Potential (EP), Achievement Potential (AP), and Independence Potential (IP), which predict a candidate's potential for survival. When you have two or more "Cautions," make sure you know what the risks are.
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Matching Scenarios |
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ENTERPRISING POTENTIAL (EP): Measures effort (sales activity, organizational skills, and plan monitoring skills). |
< 20
Caution
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Candidate can't survive in a competitive environment.
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46 to 70
Above Average to Superior |
Very consistent self-management potential. Will work activity management to full potential. Great score for a detached agent. |
21 to 30
Potential Caution
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Effort not consistent. Will need a natural market to survive and a commitment to work hard. |
71+
Strong to Superior |
Candidate will be very focused on all time management issues. |
31 to 45
Average to
Above Average |
Consistent with activity management skills. Will need some supervision. |
- Matching Process:
- When matching your EP score to the above scale, remember the process of managing sales activity and plan monitoring potential.
- If your EP score is below 30, always recruit to a strong Enterprising Potential.
- If your EP score is above 55, match yourself to superior candidates.
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ACHIEVEMENT POTENTIAL (AP) measures motivations for being in sales, closing style, and durability of effort. |
< -25
Caution
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Safety and security; soft closer; potential call reluctance. Needs lots of structure. |
1 to 10
Soft Persistent |
Performance-based; competitive; people-oriented. |
-24 to -11
Caution
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People/Service; soft closer. Must be committed to product and service for career to start well. Potential call reluctance. |
11 to 25
Hard Closer |
Competitive, performance-oriented, some concern for people/service issues. |
-10 to 0
Soft to
Soft Persistent |
People/Service-focused. Needs a commitment to product, service, and to get off to a good start. |
26+
Hard Closer |
Very competitive and performance-based. Needs strong PO score to support hard closing style. Does a hard closer fit your agency? Can you manage this candidate?
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- Matching Process:
- If your AP score is on the minus side of zero, match to candidates who are on the plus side.
- If your AP score is on the plus side of zero, stay focused on candidates who are as well.
- When matching to candidates with scores on the minus side, be sure to examine your risks and training process.
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INDEPENDENCE POTENTIAL (IP) measures leadership style and how much structure is needed for candidates. |
< -25
Caution
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Dependency. Will need structure and constant supervision. Success will be achieved through the team. |
1 to 10
Team-Oriented
to Independent |
Focus is on team goals and own. Very coachable. |
-24 to -11
Caution
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Dependency. Needs structure and supervision. |
11 to 25
Moderately to
Highly Independent |
Can work in a team-oriented environment without too much supervision. |
-10 to 0
Team-Oriented
Team Member |
Some structure required. The objective is to keep candidate focused on own goals/team goals. |
26+
Highly Independent |
Will reject structure and hands-on management. Questions: Can you manage this candidate? Does this candidate fit your environment? |
- Matching Process:
- In the matching process, know your style and ensure that you're aware of the coaching structure and dependency issues present.
- If your IP score is on the minus side of zero, and you are a team member, then recruit team members.
- If you are highly independent, recruit highly independent teammates.
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PEOPLE ORIENTATION (PO) measures ability to work and grow with people. |
< -25
Caution
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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
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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. |
- Matching Process:
- Always recruit candidates with a zero or higher score on the People Orientation scale. The most important issue here is matching your candidate's ability to work with people to your agency's approach to relationship building.
- If your candidate's PO score is below zero, enroll him or her in a Dale Carnegie or similar course immediately.
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INVESTIGATIVE ORIENTATION (INV) measures ability to master technical knowledge. |
< -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 field or classroom. |
-24 to -11
Caution
| No attention to detail. Processes information quickly; train in the field. |
21+
Excellent |
Processes information 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 classroom IF candidate knows why it is important to learn that specific topic. |
- Matching Process:
- Make sure you know your INV score and how you learn. This will help you in your approach to working with and training your candidate.
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SELF-DIRECTED (SD) measures a candidate's self-confidence and control over personal life issues. |
< -25
Caution
| Low self-esteem and/or problems with personal control. |
51 +
Excellent |
No problems with self-confidence or personal control over life/goals. |
26 to 50
Average to
Above Average |
Average to above average level of self-confidence and personal control over life/goals. |
- Matching Process: What is important here is to identify issues that may cause trouble, such as personal life issues and/or self-confidence problems. Identify these quickly.
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CALL RELUCTANCE (CR) measures overall attitude toward Call Reluctance. |
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< 10
Caution |
26 to 50
Average to
Above Average |
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11 to 25
Caution
Some Concerns
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51+
Excellent |
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IMPORTANT: Always read pages 12 through 15 of the POP Assessment tool in addressing call reluctance issues.
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.
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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.
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